Climate Change cries out for a technological solution

The International Protocol on Climate Change issued a comprehensive globereport this week which indicated that 95% of Scientists agreed that Global warming was as a direct result of human activity and that unless we take decisive and immediate action average surface temperatures will rise 2 degrees Celsius by the end of this Century resulting in catastrophic changes to our weather systems.

Only the most foolhardy or blinkered could ignore such a report but generating action is proving to be incredibly difficult.

It is no good for relatively wealthy westerners to criticize people in other parts of the world for wanting to grow their economies and as a result share in the increased wealth this brings. In the last Century we were doing exactly the same and, whatever the faults of free market Capitalism, there is no denying the wealth generating energies it unleashes.

What we need is a technological solution to Climate change which allows energy to continue to be consumed without the harmful effects of carbon dioxide generation from fossil fuels.

Vast parts of the globe are barren deserts which could be used for solar power generation. If we embarked on an International  Government backed enterprise to build a number of vast  solar arrays we could generate a massive amount of clean energy and at the same reduce our dependence on fossil fuels. Of course this will not be easy and will bring massive engineering & scientific challenges (not to mention the political ones) but what could be more important than saving the planet on which we and our descendants live.

Allowing people to invest and profit from such an enterprise will guarantee success. This will allow continued economic growth without trashing the planet we all depend upon.

All it takes is some imaginative leadership from our Politicians, but maybe that’s asking too much ?

chris@projectsguru.co.uk

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10 things which make for Project success……#pmot

consultants5There are several things which make for a successful project, here are some of them:-

1)
The product or service which is the output of the project can be clearly specified. This is easier said than done especially when the output is a software system or something which is difficult to define. However, this makes the product spec more not less necessary. If the project is to be deemed a success the output needs to be defined as clearly and thoroughly as possible.



2)
The product or service has one clearly defined customer. It is always easier to meet the demands of one tough customer rather than the competing demands of several. It is important to meet the customer or their representative face to face to agree the spec.



3)
The Project Manager has experience of delivering similar projects.



4)
The Team has been through the Storming, Forming & Norming stages of Team development.



5)
The Team is multi-functional & chosen for this specific project.



6)
The project is planned properly – 70-80% of the PM’s efforts should be expended in the planning phase, the plan should be repeatedly reviewed by the Team, and proper contingency should be put in place to manage the risks.



7)
The PM needs real authority in order to ‘get stuff done’



8)
Regular Team meetings need to be held to review progress.



9)
The team are located in the same building, even better the same room.



0)
The PM is calm, assured & approachable

Could you suggest some more ?

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When persistence is not always good…………………….#pmot

Project Managers are generally encouraged to be persistent and this characteristic is normally seen to be a “good” thing and something to be encouraged.

listeningSometimes, however, being persistent can bring “bad” results.

Consider the case of a Project Manager who has a preconceived agenda & seeks to impose it on a meeker member of the team. Despite the initial objections of the Team member the Project Manager persists and “badgers” the other into doing what She wants.

Six months later the project hits a major hurdle and the Project Manager realizes this was exactly what She was warned about all those months ago but chose to ignore in order to bash ahead with her agenda.

The wise Project Manager always listens to her Team and is prepared to question her own agenda with as open a mind as possible.

Persistence is a great attribute of any Project Manager but not when it impedes good judgement.

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Start your own Consultancy from scratch – practical tips

So you really want to start your own Consultancy business from scratch !?

ppt1Here are some tips I hope will help:-

  • Identify your key skills – if you want to sell yourself as a Consultant the first thing you need to identify is the skills you possess which people will be willing to pay for. If you can’t do this don’t give up your day job.
  • Develop a Business Plan – don’t put it off because you can’t be bothered or don’t think it’s necessary. If you want people to take you seriously as a Business you need to start thinking like a Business.
  • Identify your target market – who are you going to sell your skills to ? – your current or former employer perhaps ? Former customers or suppliers, ex colleagues, business partners etc etc
  • Network – Develop your contacts, LinkedIn is great for this but don’t forget about your address book & business card collection.
  • Have a look at the Professional Contractors Group website www.pcg.org.uk – it has a fantastic free downloadable guide for freelancers/consultants.
  • If you still want to take the plunge this is perhaps the hardest step of all – You will need a MINIMUM of 6 months income in the bank before you start. Do not plan to earn anything from your Consultancy business for the first six months. If you really want to succeed with your own Consultancy business you will find this money. If you see this as too big a hurdle then sorry but Consultancy is not for you.

Look out for my new book “Start your own Consultancy – Now!”

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What’s wrong with #Interim?….

Rafael Benitez the current Chelsea F.C  Manager has been having a bit of a rant about his job title including “interim”.

But that’s exactly what he signed up to when he took the job!

Benitez was appointed Chelsea F.C Manager until the end of the season and that makes him an “interim”

Anyway, what’s wrong with that ? Those of us who are Professional Interim Managers by choice are proud of the fact. We provide an essential service in an increasingly fragmented economy where flexibility is a key factor for success and interim personnel are valued for the contribution they make.

Come on Rafa ! celebrate your interim status with pride.

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10 great #Leadership traits….#pmot

All great Leaders share common traits, here are some of them:-

  1. Swim against the tide – if you want to be a great leader, don’t go with the flow. Great leaders invariably pursue their goals regardless of the opinion of the masses.
  2. Have a Vision – to be a leader you need to know where your headed.
  3. Be tenacious – strive for your goals & never give up.
  4. Maintain a sense of calm – no matter how bad things get, keep your cool (or at least look like you do!)
  5. Promote people who are cleverer than yourself – the great leader does not put his ego above success.
  6. Consult experts – it doesn’t matter how great you are, you can’t know everything.
  7. Achieve the impossible – don’t let anyone tell you it can’t be done.
  8. Be Positive – always moving forward.
  9. See the big picture – rise above the situation.
  10. Learn from mistakes – don’t seek someone to blame.

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Success in Project Management by improving people skills #pmot

Whatever type of Project you are Managing results will be improved by paying more attention to your people skills:-

  • Treat others as you would expect to be treated yourself – it’s so obvious but so easily neglected. When the pressure is on it’s even more important. Every word you say, every action you take needs to take into consideration the impact on the feelings of those around you. It sounds a bit ‘wet’ but if you consistently neglect the impact your actions have on others you will pay the price of poor Team performance and morale.
  • Communicate – keep the team informed by giving regular briefings and updates.
  • Don’t rely on email – it’s a great way of communicating complex information but terrible at conveying emotions.
  •  Face to Face – the most effective way of communicating. Sit down with your key team members at least once a week.
  • Leave the door open – always make yourself available for a private chat.
  • Make it fun – it’s all too easy to get bogged down in the bureaucracy of project management – keep a sense of humor & maintain a positive outlook.
  • Never criticize anyone in front of the Team – keep it for your one to one.
  • Open & Honest – personal communication should make your team members aware of your thoughts. This means telling people face to face what you think is good & what you think is bad. This requires you to listen openly without interrupting & being argumentative. Through this process your team will gain respect for your point of view & learn that you are a good listener.
  • Treat people equally – whether they are the cleaner or the CEO.

These issues will be further explored in my forthcoming book – ‘The Projectsguru guide to effective Project Management’
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10 tips to eliminate the blame culture…..#pmot…#leadership

Changing a company culture is not an easy thing to do & the blame culture which is endemic to many organizations needs to be eliminated for innovation to thrive. Here are some tips to eliminate the blame culture:-

  • Adopt a leadership position by ignoring the accepted blame culture & practicing a solution based mind set.
  • Instead of asking who did what & why identify the steps required to move from the current position to the desired one.
  • Look to the future not the past, develop a vision of where you want the organization to be.
  • Ignore the jibes of others who try to lay the blame by focusing on the steps required to achieve the desired outcome.
  • Lead by example – people will begin to notice & copy positive behavior.
  •  Reward positive behavior with encouragement.
  • Deal with negative behavior by ignoring it.
  • Promote positive people within the organization at the expense of those who cannot change.
  • Forgive those who exhibit redemption.
  • Celebrate success & generate genuine teamwork.

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Building great teams……..#business #leadership

Team building is not all about weekends away in the Lake District building rafts & swinging through the trees. Effective Managers employ simple everyday methods to build team performance. Here are 10 tips for great team building:-

  1. Do as I do not as I say. – If you ask team members to carry out tasks you either cannot or wouldn’t do yourself you will quickly lose respect.
  2. Eliminate the blame culture – Organizations which have an overwhelming blame culture are unproductive & waste energy. Avoid blaming others, especially in public, and seek to improve your own performance & those of your team.
  3. Open & Honest Feedback – is to be encouraged. If you want to question a team members performance it must be done in private & in an open, honest manner. Be prepared to hear things you don’t want to hear but don’t be afraid to point out weaknesses you feel need to be rectified.
  4. Don’t delegate irresponsibly –  by overloading your team or passing off un-savoury tasks you don’t fancy doing yourself. This will only create resentment & lower morale.
  5. Get your hands dirty – now & then, the team will really appreciate it – and so will you.
  6. “Big Up” your team – to Senior Management instead of taking the credit yourself.
  7. Have an “open door” policy – to listen to people’s personal problems, it will be much appreciated.
  8. Show Leadership – by taking responsibility for failure as well as success.
  9. Treat others as you would have them treat you – it’s obvious but the best advice normally is.
  10. Celebrate Success – buy the drinks, cakes – whatever but celebrate that win !

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Digital Switchover – a great project management success #pmot

This week has seen the completion of the Digital TV switchover in the UK.  Over a 5 year period the team has managed the successful transfer from Analogue to Digital in all regions of the UK. This has involved:-

  • Re-engineering over 1100 transmitters from Analogue to Digital.
  • Maintaining coverage at around 98.5% of UK residents.
  • Making 95% of the population aware of the programme.
  • Ensuring those who need help get it fast.
  • Freeing up the Analogue bandwidth for other uses.

The Team achieved all this and more completing the changeover on time and within budget. It was also an excellent example of collaboration between public sector broadcasters, independent broadcasters, Ofcom, Government and other parties.

Particularly impressive were the adverts targeted at the public which were clear, concise and informative.

Congratulations to the Digital Switchover team for a job well done.
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