How to Land a Job in Project Management You are probably tired of me droning about this. This question is important because it is still relevant to many people. As I have said before, most people approach it wrongly. Let me explain. My?online training helps people get clear about their career goals, network and build professional relationships, target organizations, and stand out during the application process and interview process. Here are some questions to ask yourself. What are the Handful of Organizations You Are Targeting If you don’t have a written list containing the potential organizations you would like to work for, you are not following my system. I spent nearly half an hour looking at examples of how to research local organizations to determine if they would be a good fit for my training. However, you can also use Google and LinkedIn to do this yourself. You can narrow down your search area to the area you are interested in and look for signs that a company values project management as an academic discipline. My experience shows that throwing your resume at anything you might be interested in or qualified for is not a good way to go about it. Spend your time:

Research companies Building professional relationships Enhance your application and interviewing skills What have you done for others lately? To build a strong network, you should help as many people as possible and make connections with them. Reaching out to people to give them information about open positions, etc. is a great way to build your networks. This is something I […]

How to keep 100% of your stakeholder happy

“You know, I like your presentation but you forgot to introduce myself.” – Anonymous Project Stakeholder These were the first words Mary Carol heard after visiting one of her new project stakeholders. You can be sure she was right. Mary Carol didn’t say “I’m Mary Carol” when she started her presentation. She simply stood up and began her presentation. That […]

How to Impress Hiring Managers. How can you make a good impression on a hiring manger? I was asked recently by a message board what to do if you have the ability to network effectively enough and take someone out for coffee who might be able to hire you. There were many great suggestions on how to show your skills and accomplishments. These are all great things you should be able show potential employers, whether at a coffee shop or in an interview setting. They are important, but not enough. Trade Places Imagine that you are a hiring manger. Today is your sixth interview with candidates for a position as a project manager. There will be many candidates in any interview process to bring someone on board. Some will make it to the interview stage simply because they appear good on paper. However, you discover that they don’t meet the initial screenings or paperwork requirements. Some will be okay, while others will be great candidates. You are cautious because you have hired people who you thought were great at the time and now regret the decision to bring them on board. These people are terrible to work with. Others have been successful and have become stars in their teams. Your guard should be up. Tough Crowd: How can you win someone like that over? Let me tell ya something. It’s not about your accomplishments or showing how smart you can be to make a good impression on a hiring manager. It’s not as easy as you think. An interview is about building relationships with other people. Are you aware of the people hiring managers want to hire? This is right. A hiring manager won’t hire you if they don?t feel comfortable with the idea of you seeing them every day and trusting you with important projects that will reflect their company. It won’t be conscious at all. Subconsciously, humans find ways to escape from people they don’t like. You don’t have much chance of success no matter how many degrees or certifications you have. If you are clearly going to be difficult to work with, it doesn?t matter what degree you have. You must understand one thing if you want to maximize your chances of success. It’s Not About You! There are simple things you can do that will help hiring managers like yourself. Research shows that there is a critical point between 6-10 seconds and within the first 90 seconds after meeting someone new. This can help you predict whether they will have an affinity for your company. Ask a Question. You’d be surprised at how many candidates won?t ask questions. A sincere question is the best way to show interest in someone in the first few seconds. It’s more common to say “nice to meet you”. If it’s used in conjunction with a question, it doesn’t have the same impact.

Ask them how their weekend went if it’s Monday You probably know something about them if you’ve networked like I do. Ask intelligent questions about them, especially if you share a common interest. “So Jane said you like golf. Have you been out lately? This could be nerves or you might not naturally do it when you meet new people. […]

How to help your team make a decision

Joe listened as his team discussed the merits of the two approaches to solving the problem. He listened to his team discuss the merits of each approach to solving the problem. It became clearer that they would need assistance in making a decision. Both approaches were valid, he knew that everyone was qualified to weigh-in and he didn’t need to […]

How to handle criticism from employees in the Culture of Feedback – pmStudent by Joe Peters Feedback culture is the latest workplace buzzword. Most HR professionals and business owners are familiar with it. What is a feedback culture and how can it help your business to survive criticisms? A feedback culture is one that values employees’ opinions and inputs about the culture and daily operations of the company. Why is feedback important? Companies that value feedback don’t exploit talent or ignore employees. Instead, they invest in talent and reap the benefits in many ways. Feedback is a great way to find out if you are doing a good job or could do better. While it is human nature to want approval from others, sometimes criticism is more effective. A culture that encourages feedback can foster growth and success for both the individual and the organization. However, you can’t only promote positive feedback. Negative Feedback: How to deal with it Leaders who want to create a culture of feedback must be equally open to criticism as they are to positive feedback. Healthy emotional reactions and thick skin are two of the most important assets. If you ask your employees for feedback and then react negatively to it, it will prevent them from coming back to you. You could also miss valuable information that could be used to improve your company. You can reduce harsh criticism by training your employees to give feedback and having an open discussion about the best way to approach the subject. It is important to have a clear feedback process and structure in place. The focus should be on finding solutions, not just identifying problems. It is easier to listen to employees’ suggestions for improving something than to hear them complain about your management. Culture starts with cultivation. This means that you must source candidates who are capable of learning and who fit your company culture. It is impossible to hire someone who doesn’t fit your culture, and then wonder why they have problems with everyone. This can not only be detrimental to productivity but can also lead to increased criticism from employees who don’t feel at home. A strong workplace culture starts with hiring the right people to create the environment you want. The ASA method is the most popular method for hiring to improve your chances of finding a cultural fit. ASA stands for:

Attraction Selection Attrition Benjamin Schneider developed the ASA Method. It states that the characteristics of people within an organization are at most partially responsible for determining the culture or characteristics of the entire organization. Here’s how. Attraction is a principle that employees are attracted by a company’s culture and beliefs. A company that encourages independence and forward-thinking would attract a […]

There is a difference between managing a risk and managing an issue Management of an Issue

Project managers often use the terms issue management and risk management interchangeably. You may not be aware that these concepts are completely different and should be handled differently. A skilled project manager must oversee both issue and risk management, and have strategies to adapt to changing circumstances. These terms will help you not only in your project management but also […]

How to determine the Sprint Length

There is no single solution that will work for all teams. There are a few guidelines in Scrum to help you choose the right length of a sprint. Sprints are an integral part of Scrum methodology. They are also part of Agile project management. Scrum teams, stakeholders, product owners, scrum masters, and scrum masters should all determine the ideal sprint […]

ActiveCollab: Designing Racing Yachts of High Performance

Story by Philippe Oulhen, Marketing & Sales Manager at Juan Yacht Design How can you make an impact on the world around you? I am the Marketing and Sales Manager for Juan Yacht Design. Our office was established in 1997 and specializes in the design of high performance racing yachts. To reach this objective we use a Design Spiral process, […]

Definition of Done vs. Acceptance Criteria

Many scrum teams have the same question: What is the difference between acceptance criteria and definition of done? And how does that affect user stories? Acceptance criteria are more relevant to software development, while the definition of done is unique for scrum. Knowing how to tell these two apart will help you with their practical application.Definition of Done (DoD) DoD […]

Calculating and defining Schedule Variances

Project managers are an integral part of any organization structure. They are responsible for managing all aspects of the business. They manage the budget, work schedules, and people. They are not experts in project management and cannot predict how long a project will take. Instead, they use a powerful calculation called schedule variance to measure and evaluate project progress. Schedule […]