In need of help?
We know that there is a “challenge gap” between training in project management and applying pm knowledge in your daily work. This “gap” we fill. We provide project management support.
Empower Project Managers
Our aim is to empower a project manager to truly drive the project along on the right tracks.
Project manager support focuses on several areas:
- improve current competences in project management and develop new ones
- finetune interpersonal communication skills across boarders often in virtual setting
- increase mental flexibility and problem-solving capabilities
- adopt a constructive attitude throughout all project phases,
We suggest a flexible approach to support project managers. The options are:
Coaching:Reflect with the project manager on issues at hand so that s/he can find new perspectives and ways how to tackle challenges,
Consulting:Exchange on tools and best practices in project management in order to broaden the project manager’s tool set and add new skills to the inventory
Mentoring:Discuss and guide a manager throughout a project in order to strengthen self- confidence and effective and efficient management.
Your PM Support Team
PMI PMP, Prince 2, Hermes, PMI ACP, SCRUM
A good tool in project manager support is the GROW model. We apply it in our work and a project manager in return can apply it with his or her teammates.
The GROW model is a tool to structure a conversation and understand the types of questions one should be asking to energize and empower the other person in his/ her task. What does GROW mean and how does it work?
Goal: understand what the issue is and set goals for the issue. What would the other person like to achieve? What does the situation look like when the problem is resolved?
Reality: let the other person tell his/her story. What is happening right now and how does the person experience the situation? What has the person already tried in order to resolve the issue?
Options: brainstorm and or consult options for moving forward. Where are possible pathways to overcome the obstacle? What are the options for resolving this? What would be an ideal approach?
Will/Way: develop and verify commitment to a plan of action. What specific action will the person take and by when? What help does s/he need to carry out these actions?
We think this structure works fine and can be applied to a multitude of settings. Sometimes following the sequence above helps, sometimes one has to change the order of things to foster a constructive exchange.