You’ve decided to hire a Project Manager (PM). You have a behemoth of a goal (or problem) to tackle, and you’re smart enough to know you can’t juggle all the moving parts without one. Good for you!
Whether you’re instigating a search through a recruiter, or requesting a PM through your existing Project (Or Program) Management Office, there’s some upfront homework you need to do before moving forward.
This post is designed specifically to help you identify the right PM—as opposed to the left one, or the wrong one—starting with bridging the gap between your perceived needs and your actual needs.
You’re sitting in a meeting when two influential colleagues hijack the conversation and turn it into a high stakes game of chicken with your project.
You’re not quite sure how you let it happen, but sheer terror emerges as you recognize overconfident people are loudly and speedily sharing semi-logical information. Yes, semi-logical: sh*t logic wrapped in a delicious layer of good logic.
If you let them continue, the phony information will spread like wildfire. If you interrupt, you’ll be a casualty of involuntary ego-cide, career death by egotistical recklessness. You don’t stop a tiger fight by sending Bambi in as a moderator.
Whether you’ve realized that you can do your boss’s job or that a 4-hour daily reverse commute to an office overlooking a park-n-ride isn’t your idea of a satisfying career, lots of people will tell you that there is no need to quit your job. That a job is a job is a job is a job. And it all comes down to what you make of it.
True, you can wisely devise a plan to create a new role for yourself in your existing org; discuss new options with your boss to telecommute; find a new gig; or you may even go so far as to launch a formal complaint with your HR department to get that internal bullying issue resolved. But let’s face it, you, the only change you have control over is “you”– whether you’re going to own your life or be a jackass in someone else’s.
And that’s a pretty tough dilemma, particularly when around every nook and cranny is another white-faced lie disguised as opportunity.
How do I mean exactly?
I want to believe that I am self-sufficient. That within my ingenious female ecosystem lies impenetrable savvy.
The kind of savvy that will propel me into a position of leadership. A position worthy of a proper title.
After all, I am a strong candidate. A formidable opponent. A listener. A learner. A friend. A skilled and self-sacrificing business woman.
All in the name of the greater good.
I’m not self-sufficient.
I know an executive who makes his associates work 24/7. Oh, you know him, too? The arrogant, or ignorant, or insecure one who parallel-paths every workstream with the fast and loose inefficiency that makes you want to weep in your sleep?
But this story is not about him. This story is about you–the mid-level manager who gets sent in to do the dirty work whenever executive’s huevos are too full, and he doesn’t want to be seen as “the bad guy.”
Today you sit with a group of young, red-eyed associates. Your mandate is to yell. To teach these darling fledglings that blinking an eyelash on Saturday at midnight over a false deadline after enduring a grueling work week is unacceptable. In fact, no eyelash-batting shall be permitted. EVER. “Excellence demands unwavering focus.”
How do you approach it? What do you do?