asee “april 6, 2004” “working with a global team” presented by “jerry l miller”, pmp

ASEEASEE

“April 6, 2004”“April 6, 2004”

“Working with a Global Team” Presented by

“Jerry L Miller”, PMP

PMI – Dallas ChapterPMP Forum (2003-03-15) 2

AgendaAgenda• Business Drivers

• Types of Relationships

• Sixteen Hard Truths (Tom Peters)

• Challenges of Global teams

• Measuring Results

• Helpful Tips

• Q & A


Business DriversBusiness Drivers

• Reduced Costs

• Save Company Money

• Clients Demand it

• Around the Clock Coverage

• Monitor/Develop systems 24x7

• Able to Solve Problems 24x7


Business Drivers (Cont.)Business Drivers (Cont.)

• High Level of Process Maturity

• Talented/Motivated Individuals


Types of RelationshipsTypes of Relationships

• Supplier Agreement Management

• Staff Augmentation


Sixteen Hard Truths Sixteen Hard Truths

(From Tom Peters)(From Tom Peters)From Article by Tom Peters: Sixteen Hard Truths 2/21/2004

1. "Off-shoring" will continue; the tide cannot be reversed.

2. Service jobs are a bigger issue than manufacturing jobs, by an order of magnitude.

3. The automation of business processes is as big a phenomenon in job shrinkage as off-shoring.

4. We are in the middle of a once every hundred years' (or so) productivity burst -- which is good for us in the long haul.



(From Tom Peters) Cont.(From Tom Peters) Cont.

5. Job churn is normal and necessary: The more the better ... long haul.

6. Americans' "unearned wage advantage" could be erased permanently. ("There is no job which is America's God-given right anymore." -- Carly Fiorina, Hewlett-Packard)

7. The wholesale, upscale entry of 2.5 billion people (China, India) into the global economy at an accelerating rate is almost unfathomable.

8. Big Companies are off-shoring/automating almost exclusively in pursuit of efficiency and shareholder value enhancement. (This is not new or news.)


Sixteen Hard Truths (From Tom Sixteen Hard Truths (From Tom

Peters) Cont.Peters) Cont.9. Big companies do not create jobs, and historically have not.

(Big companies are not "built to last;" they almost inexorably are "built to decline.")

10. Job creation is entrepreneurially led, especially by a small number of "start-ups" that become growth companies (Microsoft, Amgen et al.); hence entrepreneurial incentives including low capital gains taxes, high R&D supports are a top priority.

11. Primary and secondary education must be reformed, in particular to underscore creativity and innovation -- the mainstays of high-value added products and services. Children should be nurtured on risk-taking, with a low expectation of corporate cosseting.

12. Research universities must be vigorously supported.



(From Tom Peters) Cont.(From Tom Peters) Cont.

13. National/global protection of intellectual capital is imperative.

14. All economic progression is a matter of moving up the "value-added chain." (This is not "management speak": Think farm to factory to R&D lab.)

15. Worker benefits (health care, re-training credits, pensions) should be portable, to induce rather than impede labor mobility.

16. Workers have the ultimate stake. They must "re-imagine" themselves -- take the initiative to create useful global skills, not imagine that large employers or powerful nations will protect them from the current (and future!) labor market upheavals.


Challenges of Global teamsChallenges of Global teams

• Communications:

• Language/Accents

• Time Zone Differences

• Different Cultures

• No Face to Face Time

• Delays for Answering Questions


Challenges (Cont.)Challenges (Cont.)

• Team Building

• Difficult Due to Physical Distance

• Negative Attitude

• Training


Challenges (Cont.)Challenges (Cont.)

Change CurveChange Curve


Measuring ResultsMeasuring Results• Not an Exact Science

• Measure Cost Savings

• Direct Costs

• Indirect Costs


Measuring Results (Cont.)Measuring Results (Cont.)

• Productivity

• Meeting Commitments

• Consulting Time

• Quality

• Work Product Reviews

• New Application Defects


Helpful TipsHelpful Tips• Communication:

• Set Time Limits/Targets for Responses

• For Conference Calls:

• Have Good Connection

• Encourage Participation

• Ask for Clarifications

• Ask for the Point to be Repeated


Helpful Tips (Cont.)Helpful Tips (Cont.)

• Solving Cultural Differences:

• Cultural Diversity Training

• Understand/Discuss the other Culture


Helpful Tips (Cont.)Helpful Tips (Cont.)

• Be Patient

• Keep Communications Open

• Utilize Appropriate Measures


What Can Go Wrong?What Can Go Wrong?

• Team Morale

• Lower Productivity


Questions ?Questions ?


Presenter BackgroundPresenter Background• Jerry L. Miller, PMP is a project manager in the IT industry. He has over 15 years experience

in the industry and over 4 years as a project manager. He has been a project manager for both development projects as well as production support projects. His Project Management Experience covers both Web based/Client Server environments as well as mainframe environments. Mr. Miller has been the project manager on two different global teams over the past three years, working with team member from Chennai, India. Mr. Miller is currently a Metrics and PM SME in his Organization which was recently assessed at CMMI Level 3.

• Mr. Miller received His project management professional certification from the Project Management Institute in 2002.

• Mr. Miller is based in Plano, Texas. He enjoys bowling, stock car racing, softball, volleyball, camping and watching his two children grow.

asee “april 6, 2004” “working with a global team” presented by “jerry l miller”, pmp

Documents

pmp slide

pmi dallas chapter pmp

problems 24x7 slide

big companies

job shrinkage

job churn

job creation

global economy