how to improve the practice of project management through insights into personal style
TRANSCRIPT
11th October 2016
Adrian Dooley Praxis Framework
Donnie MacNicol Team Animation Ltd
People Power – how to improve the practice of project management through insights into personal
style
2. Present a unique set of insights to improve individual and team project performance
3. Show you how to improve the design, adoption and use of PM frameworks and processes
.
1. Introduce the free on-line resources, Praxis Framework and iMA Diagnostic
Objectives for today’s session
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“Innovative, disruptive and pioneering.”
“Over the past two decades, academic insight and real-world
experience have demonstrated, beyond much doubt, that when
companies channel their competitive and collaborative instincts,
embrace diversity, and recognize the needs and emotions of
their employees, they can reap dividends in performance.”
Leadership and behavior: Mastering the mechanics of reason and emotion.
McKinsey, October 2016
#iMAPraxis
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Structure of todays presentation
+ =3 2
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The 2 critical ingredients necessary for success
Diagnostic which identifies a persons
communication and engagement style
(latter impacting how they lead and
engage with the world of projects)
• Free
• Easily accessible and online
• People centric
iMA Diagnostic and the Praxis Framework
Praxis is an integrated framework for
the management of projects,
programmes and portfolios
• Free
• Easily accessible and online
• Community driven
+
The APM Body of Knowledge - Association for Project Management
PMBoK® Guide – The Project Management Institute
PRINCE2® Managing Successful Projects - Axelos
Managing Successful Programmes - Axelos
Management of Portfolios - Axelos
GAPPS performance standards - Global Alliance for Project Performance Standards
The Standard for Program management – The Project Management Institute
Project, Programme and Portfolio Management Maturity Model - Axelos
Organisational Project Management Maturity Model - The Project Management Institute
ISO21500 - International Standards Organisation
Project Manager Competency Development Framework – The Project Management Institute
International Competency Baseline – International Project Management Association
Professional Competency Standards for Project Management – Australian Institute for Project Management
National Occupational Standards – Construction Industry Training Board
Capability Maturity Model® Integration for Development - Software Engineering Institute
The APM Competency Framework - Association for Project Management
The Standard for Portfolio management – The Project Management Institute
Project excellence model - International Project Management Association
P2M – Project Management Association of Japan
APM BoK
PRINCE2®
MSP
MoP
ISO21500
ICB
PCSPM
NOS
P3M3
CMMI – Dev.
GAPPS
PMCD
APM CF
PMBoK® Guide
PgMBoK Guide
PfMBoK Guide
P2M
OPM3®
PEM
Knowledge Method
Competence Capability maturity
Life cycle Stakeholder management Scope management Risk management Sponsorship
Identification Definition Delivery Business case Communications plan
Stakeholder management Scope management Sponsorship Identification Definition
Stakeholder management Scope management Sponsorship Identification Definition
APM BoK
PRINCE2®
MSP
MoP
ISO21500
ICB
PCSPM
NOS
P3M3
CMMI – Dev.
GAPPS
PMCD
APM CF
PMBoK® Guide
PgMBoK Guide
PfMBoK Guide
P2M
OPM3®
PEM
Knowledge Method
Competence Capability maturity
Knowledge Method
Competence Capability maturity
Knowledge
(42 contextual and
management functions)
Method
(12 processes and 30
documents)
Competence
(Management functions
and processes)
Capability maturity
(Functional capability and
process maturity)
www.praxisframework.org
Currently available in:
Praxis – the free framework for project, programme and portfolio management
English
Italian
Spanish
Competency framework
Body of knowledge
Capability maturity model
Method
16 areas describing project, programme
and portfolio context
35 areas describing the management of
projects, programmes and portfolios
33 management, scope and delivery
documents
Competency descriptions for 25 knowledge areas
12 life cycle based processes for
implementing the knowledge areas
Capability definitions for 25 knowledge
areas
Competency descriptions for the 12
processes
Maturity descriptions for 11
processes
Encyclopaedia: explanations of over 80 tools and techniques
Comparative glossary: over 1,300 definitions comparing and translating between popular best practice guides
Articles and blogs: from some of the best thinkers in project management
Books: a new section of complete books. One so far and four more in preparation
Worked examples: a growing number of short tutorials on techniques from the encyclopaedia
External resources: a developing portal with links to the best free P3M resources on the web
Templates: blank and annotated templates plus an emerging library of sample documents
360o capability maturity assessment tool: compare opinions from team members and stakeholders
Core framework
Library
Praxis ®
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We are unique
We are as unique as the cross section of a tree
Helpful to identify distinctions that allow us to consider
how to modify what we do and how we do it
Project
Manager
Communicate
Delegate
Negotiate
Resolve conflict
Celebrate Provide feedback
Motivate others
Build teams
Deal with conflict
Make decisions
Listen Review materials
iMA
Personality
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Groupings (Functions /
Organisations)
Teams
Relationships
Understanding of Self
• iMA – identify Modify and Adapt
• Colour-based model
• Simple and fast
• High ……. – predominantly one of four styles
• Comfort zone
• Effective – immediate insight and application
• Sustainable – unlimited use
• Global reach – across professional and
geographical boundaries
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Distinction 1 - Openness
Thinking - Right Brain
Orientation - Relationship
Open
Openness is the readiness and willingness to:
•Share and show feelings
•Enter into and initiate relationships
•Accept others when they share and show feelings
• Wear their heart on their sleeves
• Read like an open book
• Share things about themselves
• Focus on the needs of people
• Make decisions based on intuition
• Don’t readily share and show their feelings
• Take longer for them to warm up
• Like to keep a mental and physical distance
• Make decisions based on logic
Thinking - Left Brain
Orientation - Task
Self-contained / Guarded
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Distinction 2 - Assertiveness
Assertiveness is a
person’s need to
move forward
• The way a person deals with
information and the situation.
• The degree of directness,
forcefulness, expressing
thoughts, feeling and emotions.
• Move at a fast pace
• Are outspoken
• Dominant
• Talkative
• Extrovert
• Speak forcefully
• Move at a slower pace
• Approach risk, change, decision slowly and
deliberately
• Compliant
• Co-operative
• Supportive
• Soft spoken
Assertive
Fast
Non-Assertive
Slow
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The four iMA Colour Styles
Thinking - Right Brain
Orientation - Relationship
Open
Assertive
Fast
Non-Assertive
Slow • Most people are a blend of
colours
• Everyone has a dominant (High)
colour
• This is our “Comfort Zone”
If you Respond to people in
her/his iMA style you will reduce
tension and increase
communication, co-operation and
trust
Use iMA extensively in:
• Coaching and mentoring
• Facilitation
• Training sessions
• Resolving issues with teams
Thinking - Left Brain
Orientation - Task
Self-contained / Guarded
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Overview of the 4 iMA colour styles
Relationship
Orientation / Open
Assertive
Non-Assertive
Task Orientation /
Self-contained
Be pleasant Be non
assertive Be selfless Be supportive
of my feelings Be sincere
iMA High Blue … are warm,
supportive and nurturing individuals who develop strong networks of people who are willing to be mutually supportive and reliable. They are excellent team players, courteous, friendly, good planners; persistent workers and good with follow through.
iMA High Green … are serious,
analytical, persistent, systematic and
task oriented people who enjoy
problem solving, perfecting processes
and working towards tangible results.
They do research, make comparisons,
determine risk, calculate margins of
error and then take action.
Be time disciplined Be logical
and prepared Be respectful
of rules Be
structured and well organised Be precise
iMA High Red … are goal oriented
go-getters who are most comfortable
when they are in charge of people and
situations. They focus on a no-
nonsense approach to bottom-line
results. They are fast-paced; task
oriented and work quickly by
themselves.
Be practical Be brief Be assertive Be to the
point Be
supportive of my goals
Be flexible Be quick paced Be positive Be generous
with your praise Be supportive
of my idea
iMA High Yellow … are outgoing,
friendly and enthusiastic idea people who excel in getting others excited about their vision. They are fast paced, high energy and deal with people in a positive upbeat way; eternal optimists that can influence people and build alliances to accomplish their goals.
Description of iMA™ colour types. Reproduced with permission by Team Animation Ltd and iMA Strategies.
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Sponsors group within a Bank Sept 2016
2
6
1 Relationship
Orientation / Open
Assertive
Non-Assertive
Task Orientation
/ Guarded
7
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Characteristics of the way people interact with process
• Perceive
• Design
• Adopt
• Deploy on the project
• Use
• Involve others
• Adapt
• Sustain its use
• Learn from
• Share knowledge
How this impacts the management functions
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Let’s take one example - Risk Management
iMA and Risk Management in the Praxis Framework
Adopt and apply if they perceive the way of working as logical and robust
May have a tendency to work in isolation Require time to consider and plan Produce detailed and comprehensive plans Will not make decisions unless provided with sufficient quantity
and quality of information
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How to gain the maximum value from using the iMA Praxis Framework
1. Reflecting on your own style and strengths
• identify what you would typically propose or want to see
• Consider if this is appropriate given the context
• identify how other colour styles would tackle the same
thing – would this approach add value?
• Modify as appropriate
2. Working with others – individuals or teams
• identify their colour style
• Consider the implications in terms of the relationship and
achieving the task
• Consider how other colour styles will tackle the task or
deal with the situation – how will this impact you?
• Modify as appropriate
• Similar approach for teams
3. Approach is applicable in other ways
• E.g. culture of the department / organisation
Reflecting on identify, Modify and Adapt
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Uses for iMA Praxis Framework Initiative
• Who
• Individual project / programme / portfolio leaders and team members
• PMO leaders / team members
• Heads of Centre of Excellence
• Head of Delivery / Strategy Execution
• What
• Basis for the design and introduction of a new way of working – taking into account people and process
• Improving specific performance issues around a particular aspect of the project
• Increase level and quality of adoption of existing approaches
• Invaluable insight to the development of project leadership, communities, project team development and
conflict resolution
iMA has multiple uses in its own right wrt relationships, teambuilding and issue resolution –
discuss with Donnie
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Gaining your feedback
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Contributing to the 1st Phase of Research
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Additional follow on actions
1. Tweet - #iMAPraxis - tell the world what you think!
2. Join the IMA Praxis Framework LinkedIn Group
• Main engagement tool with the community -
https://www.linkedin.com/groups/12008370
• We will share the full set of slides via Slideshare today
3. Use the Praxis Framework!
4. Use the iMA for free:
• www.ima-pm.co.uk – 3500 completed to date and counting!
• Description of the 4 iMA profiles - http://www.slideshare.net/donniemacnicol/iima-
colour-styles-description
• Article on the application of iMA -
http://www.slideshare.net/donniemacnicol/spotlight-ontraining0615-3839
5. Contribute to the PMO FlashMob iMA Research Project
• Looking at the characteristics of people including a full presentation of
iMA at the 2016 conference
• Go and visit the wonderful Lindsay and Eileen at their stand!
6. Contact
• [email protected] – 07799 766238
• [email protected] - 07403 555431
After of course completing our survey!
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Project Leadership 3rd Edition Discount Code Book by Donnie MacNicol
To celebrate the publication of “Project Leadership” 3rd Edition
we are offering a 35% discount using the code in the leaflet.
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Contact details for Donnie MacNicol
Donnie MacNicol
Team Animation
+44 (0)7799 766238
www.teamanimation.co.uk
http://uk.linkedin.com/in/donniemacnicol
@donniemacnicol
http://www.facebook.com/pages/Team-Animation-
Ltd/160769337303100
Donnie is an experienced project and programme leader who is passionate about
developing the leadership capabilities of individuals, teams and organisations to deliver
success. He is at his best when working with senior management teams, challenged by
complex situations and inspiring individuals and teams to perform.
He leads consultancy and training assignments, specializing in developing leadership
capability, details of which can be found at www.teamanimation.co.uk. Donnie is
currently working with infrastructure, defence, technology, aerospace and public sector
organisations to improve delivery and leadership capability.
Widely recognized as contributing to the ‘people and organizational side’ of project
management thinking, he is much in demand as a lecturer, speaker and writer. He is
passionate about delivering value by incorporating the latest organisational, cultural and
behavioural thinking.
Donnie is chair of the PMI UK Chapter Organisational Project Management (OPM)
Forum and previously the APM’s People SIG for 10 years. He is also a Visiting Teaching
Fellow at Warwick Manufacturing Group (WMG) and has strong relationships with other
prestigious academic bodies. Donnie is a member of the Acumen7 network of business
leaders and has established an enviable network of leaders across the projects world.
He has had over 30 articles published and contributed to 5 books including Programme
and Portfolio Management Demystified and MSP® Survival Guide for SROs. He has
presented at over 100 events and conferences including for the MPA, Defence
Academy, IOD, APM, PMI, RICS and ICE and a host of private and public sector
organisations.