Who makes a good project manager? A technically sound, rich in experience with exceptional soft skills?
How much of a value-add is thrown-in with the ‘technical’ tag. End of the day its Management - be it technical or non-technical.
Management role is very dynamic wherein one should know where to reach and how to achieve the same. For anyone to be a successful Manager at senior level, build a team having right skill. It is important to note that empowering next-level managers decides the success of their Manager.
Of course, the Manager needs to have big picture and good clarity on the vision to give the right direction to the next- level. Manager should have right people to execute the same vision and position at the right place. But how does one identify ‘right’? Call it acumen or something gained from experience or inner calling or instincts – or sum of all. Subjective as ‘right’ might be, it does prove critical for the success of the Manager in any organization.
Any Manager should assess and evaluate his/her strength and team’s strength as well. The clarity should be crystal clear for the Manager / team to achieve the mission/vision of the team.
Know the gap (Self/Team):
And it is imperative to know what the gap within the current team setup – be it technical, functional & behavioral.
Fill the Gap:
Gap can be filled in multiple ways depending on the scope and width of the gap. Managers always should try to work on people’s strength and enhance/sharpen to bring the best more out from his/her team. That will help the team to be engaged fully.
If the gap is on technical/functional aspect, team can undergo the required training if there is enough time for learning curve. When the need to address gap is critical or urgent, it’s better to hire people with right skills.
Find the ‘fitment’
When Manager decides to fill the gap by hiring new resources, the ability to assess about the new hire to deliver is a one of the key clincher. If not, nothing wrong in seeking the opinion of peers’ help to connect with the right fitment. It’s very important that we choose the right people for any opening as most of the cases it’s the fitment that’s diagnosed as the pain point – and that too late in the project.Screening and selecting suitable candidates who are sound technically can cut out most of the spillage and increase the turnaround time.
Technically sound professionals have an appreciable head-start as compared to the less informed as the learning curve isn’t that steeper and with a minimal time spent in training the crew can be inducted in the team and start contributing. They are ‘the professional with practice’.
We will discuss more about this topic in our next blog from the perspective of PMBOK® version 6.
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