This episode is sponsored by The Agile PrepCast for the PMI-ACP® Exam:
Susanne Madsen - Author and Leadership Expert
When we talk about “change management in project management”, the words “resistance” and “tension” often spring to mind.
Consider the resistance to project change management for instance, when two organizations merge, or the fear that employees will feel when a part of their job is automated and some of their skills become redundant.
But the problem isn’t the change itself in spite of the difficulties that it may bring.
She says: Organizational change is vital for any business that wants to survive and thrive in our increasingly competitive and fast paced word. The problem is that many project leaders struggle to fully motivate and engage their teams in the process. They often move too fast, are too outcome driven and not sufficiently consultative in their approach.
Have you ever considered being a project management mentor to another PM in your network? I can tell you from personal experience that while project management coaching sounds like a lot of work the return on investment that you personally get out of it is immense.
As you can probably already tell, none of these project management mentoring approaches are rocket science. But we still have some good best practices for you to follow.
Coaching and mentoring is useful for all project managers, but it's especially useful in emerging roles, or where you don't feel that your job description is particularly clear -- the role of project manager in SAFe agile springs to mind as an important position, but perhaps one that is less understood than 'traditional' approaches to being a project manager.