apm women in project management: taking ownership of your career
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© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
Taking Ownership of your Career
Sarah ColemanFAPM & Non-Executive Director, APMDirector, Business Evolution Ltd
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
Early career: Software developer, business analyst, project
manager, programme director
Current: Change, Project, Programme & Portfolio
Management Consultant Leadership & Executive coach & mentor Trainer & developer Visiting Senior Fellow, Lincoln University
(Organizational Strategy & Business Growth) Fellow and Non-Executive Director Association
for Project Management Guest speaker at conferences, seminars &
business schools Published “Dealing with Power and Politics” for
“Business Analysis & Leadership” Kogan Page Co-authoring “Project Leadership” (3rd edition)
for Gower. Due out 2015.
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“….. why should I be interested?”
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
why should I be interested?
According to LinkedIn4,853,578 results for Project Manager (worldwide)
431,043 Project Manager (UK)o Lloyds Banking Group 3690o Royal Bank of Scotland 2389o HSBC 2096o Hewlett Packard 2013o Network Rail 1901
397,489 results for Programme Manager (UK)297,087 results for Portfolio Manager (UK)
..… so why are you here?
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how far do you want to go …..
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41% of UK PM practitioners have a career development plan
51% of UK PM practitioners don’t understand how good they actually are
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evolution of the employee …..
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?
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What does career success mean to
you?(not everyone wants to do
what you want to!)
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
discuss:
I define my career success as ….
I describe my personal brand as …..
I’m the only person in the room who ……
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"Ability is what you're capable of doing.
Motivation determines what you do.
Attitude determines how well you do it."
Lout Holtz, USA Football Coach
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self-promotion: arrogance or demonstrating your value?
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step up, stand out …..
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
step up, stand out …..
How can you “step up and stand out”?
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
getting to leadership ……
“ ….. to make the transition successfully, executives must navigate a tricky set of changes in their leadership focus and skills
….. seven seismic shifts. “
Specialist GeneralistAnalyst IntegratorTactician StrategistBricklayer ArchitectProblem solver Agenda setterWarrior DiplomatSupporting cast member Lead role.
“How Managers Become Leaders” Michael D. Watkins, Harvard Business Review, June 2012
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IQ: 120 EQ: 0
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emotional intelligence …..• the capacity for recognizing your own feelings &
those of others, managing emotions well in ourselves & in our relationships.
www.danielgoleman.info
• core concept self-awareness: – having an accurate understanding of how you
behave– how other people perceive you– recognizing how you respond to others– being sensitive to your feelings– intents & general communication style at any
given moment– being able to accurately disclose this
awareness to others
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
the 5 components of EQ at work …..Definition Demonstrated by
Self-Awareness
The ability to recognize & understand your moods, emotions & drives as well as their effect on others
Self-confidence, realistic self-assessment, self-depreciating sense of humour
Self-Regulation
The ability to control or redirect disruptive impulses & moodsThe propensity to suspend judgement: to think before acting
Trustworthiness & integrityComfort with ambiguityOpenness to change
Motivation A passion to work for reasons that go beyond money or statusA propensity to pursue goals with energy & persistence
Strong drive to achieveOptimism, even in the face of failureOrganizational commitment
Empathy The ability to understand the emotional makeup of other peopleSkill in treating people according to their emotional reactions
Expertise in building & retaining talentCross-cultural sensitivityService to clients & customers
Social Skill Proficiency in managing relationships & building networksAn ability to find common ground & build rapport
Effectiveness in leading changePersuasivenessExpertise in building & leading teams
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born to power?
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Traditional: Power is based on position within the
hierarchy in the organization Legitimate authority & delegated power “Command & control”.
The new reality: Increasing demands to become leaner
(downsizing, restructuring, reducing levels of hierarchy)
New rules of engagement: relational, fluid, collaborative
More reliance on soft skills: networking, collaboration, influencing, relationship building etc.
traditional vs the new reality …..
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what holds us back …..
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
qualifications, accreditations …..
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
Coach, mentor or sponsor?
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the power of role models ……
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Project manage your career & influence the outcome
No room for modesty Develop your brand Perfection – or good enough? Recognize your issues What got you to this point ….. If you don’t ask ….. Identify & exploit your power & influence Identify role models Find a coach/mentor/sponsor Network, network, network.
a smart way to design your career …..
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
Source: Vanessa Randle, thinkingvisually Ltd, for the 2014 National Conference & 21st Anniversary of Women in Project Management
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
Direct:o Qualifications, accreditations, recognitiono Influence: networks, contactso Experience : career, industry sectors, roles, responsibilities
Indirect:o Mentoring otherso Joining, and active involvement in, professional bodieso Networking inside & outside worko Volunteering in work o Publications: white papers, blogs, books, research, etco Speaking: seminars, conferences, events, webinars, presentations,
interviews, etc
what’s my unique-ness ……
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
discuss:
What will you start doing? What will you stop doing? What will you continue doing? What will you consider doing?
© 2014 www.businessevolution.co All rights reserved. Helping organizations improve performance
thank you …..
e: sarah.coleman@businessevolution.co w: www.businessevolution.cob: www.blog.businessevolution.com: +44 (0)7999 879870 t: +44 (0)1636 893716
Link, Join, Share …
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