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Tag: Career

Managing Well When Your Project is Falling Apart

In chaos, we can retreat alone to a safe place behind it all.

Safe and alone.

And from there respond as best as possible.

 

Project In-crisis

Imagine that you are in the last month (at least what you planned to be the last month) of a time-critical project and your principal team leader/designer walks out in a huff when the client decides she doesn’t like the design and changes her mind about some key product features. Further, she insists that her changes are trivial and should not affect the end date or cost.

You are in a state of severe anxiety, envisioning a serious blow to your bonus and career, since your upcoming review will hinge on how well you managed this project to the satisfaction of this important client.

What do you do?

 

Retreat

Of course, the quote above gives away the answer. “You retreat alone into a safe place behind it all.”

This answer opens some questions. What does “retreat” mean? Who has time for one? Where can you find such a place? How do you get there? What do you do once you’re there?

When faced with insurmountable forces, a wise general often chooses to retreat to live to fight another day. Retreating, in an orderly way, makes it possible to regain strength, and replan to renew the battle or go on to the next one.

In another sense, a retreat is a personal choice to take time to relax, reflect, and gain a fresh perspective. In effect, retreating is stepping back onto a platform from which you can think clearly and plan your next steps. A quiet, comfortable, secluded place is ideal, but not necessary.

 

Who Has Time for It?

You might be thinking, “Who has time to retreat?” The answer to that question is easy, you do! Make the time. Depending on the situation it might be only a minute, an hour, days, or weeks.

In our project in-crisis scenario painted above, the PM could take an hour or, better, a day to retreat, to calm down before doing anything else. Then with a clearer head, the PM and team can decide what to do next.

 

Where Can You Be Safe and Alone?

That place behind it all, like the eye of the storm, is not a physical location. Even if you could find a cabin or cave, your anxiety would be there with you. The quiet solitude could make it worse since you’d have more time for obsessive thinking and worry.

Retreat to a calm center that is always available, though often unseen, and unfiltered. It is not a specific physical place. It is a felt sense of presence, relaxed, objectively observing, accepting, and letting go. It is more of a feeling.

 

Benefits

Consider that thinking that there is no such thing as a calm center is just as much a belief as thinking there is such a thing. Consider taking on the positive belief as a hypothesis and seeing what happens.

The hypothesis is that by finding your peaceful “retreat place” within, you cultivate the ability to become increasingly responsive and less reactive. And the more responsive you are, the better your performance. The better your performance, the greater the probability of success.

 

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How You Get There: The Peaceful Warrior’s Path

While some have it naturally, for many, it takes courage and patient skillful effort to overcome reactivity and cultivate responsiveness when faced with emotional and intellectual challenges. The effort applies concepts and techniques to remove the obstacles to responsiveness.

Concepts, for example, models like servant leadership, process awareness, and systems thinking, address mindset. Mindset is the way we think, feel, and believe. Your mindset affects your performance and emotions.

The techniques include meditation, breath awareness and control, and any exercise that combines mindful self-awareness and physical health. It might be running, lifting weights, walking, or playing a sport while using the activity to hone your mindfulness and self-awareness.

 

Courage is needed to confront deeply held beliefs and uncertainty and to accept the discomfort of challenging physical sensations and emotions. Patient persistence is needed because it is hard to change habits and it takes time and practice. Target perfection and accept imperfection as part of an ongoing improvement process.

The good news is that as the concepts and techniques are contemplated, practiced, and integrated, it becomes easier to accept and let go, it becomes your natural way of being.

 

What Do You Do Once You’re There?

This “place”, the calm center, we refer to is a felt sense, a dynamic state of mind, in which you are objectively observing, relaxed, energized, making conscious choices, and performing optimally. “There” refers to this state of mind, some refer to it as Flow, or being in the Zone.

From there, the PM and his team would analyze the situation and revise the plan to reflect reality. They would consider the impact of this project running late on other projects or programs. They would consider how best to communicate the results to clients and sponsors and manage expectations. The PM may determine if the team lead who quit might come back to finish the project.

Anxiety, fear of failure, and fear of confronting superiors with unwelcome news contribute to overly optimistic plans. These create more stress and anxiety later. The skillful manager retreats, stepping back into the calm at the eye of the storm, and plans with objective clarity while managing his emotions and expectations, and the emotions and expectations of the team and all the other stakeholders.

 

The Process is Its Own Reward

In my most recent book, The Peaceful Warrior’s Path: Optimal Wellness through Self-aware Living, I quote Amelia Earhart:

“The most difficult thing is the decision to act; the rest is merely tenacity . . .

You can act to change and control your life;

and the procedure, the process, is its own reward.”[1]

 

The procedure and process she refers to is the application of the concepts and techniques that cultivate your ability to optimally manage whatever comes. The reward is priceless, it is the increasing self-confidence that leads to acceptance and letting go into optimal performance and wellness.

[1] Pitagorsky, George, The Peaceful Warrior’s Path: Optimal Wellness through Self-aware Living, 2023, Self-Aware living, p.1

 

How to Select the Right Project Management Course for Your Needs?

Many of us do not know how to grow in our chosen careers. After all, career growth seems like a complex puzzle. Making a career switch in today’s job market can be challenging.

If you too are plagued by thoughts of how to make your mark in the world of today, then obtaining a project management certification can help you get out of low paying jobs. A certification course in project management has the potential to increase your earnings significantly.

 

Research shows that professionals with a project management certification can get a salary increase of up to 23% more than those without one! The U.S. Bureau of Labor Statistics also predict a 7% growth or a demand for project managers from 2021 to 2031.

With this in mind, it’s crucial to understand how to pick the right management course. Read on to learn what to keep in mind when selecting one for your needs.

 

 

Selecting the Right Project Management Course

“Completing a project management course aligned with recognized certifications not only enhances your knowledge but also boosts your career prospects.” – Shaz Shafiq, Career Coach

 

It is not surprising that getting a project management certification can open doors to a lot of opportunities. After all, project management expertise is a highly sought skill after in the current job market.

By enrolling in a project management program, you position yourself as a serious player in the career league.

The Project Management Institute (PMI) provides a variety of project management certifications, such as the Certified Associate in Project Management (CAPM) for beginners.  Additionally, there’s the PfMP designation for portfolio managers and various other certifications for other professionals.

Many online platforms also offer courses for project management certification. Apart from PMI, reputed institutes like Transform Learning Academy offer programs, including a certified Project Management course (PRINCE2 certificate) along with hands on work experience and job placement assistance.

So, make sure, you happen to select the program that fits your needs and offers a flexible schedule if you need one.

Evaluate Your Project Requirements

When considering project management courses, it’s essential to start by evaluating your skills and professional background.

For newcomers focusing on fundamentals and basic principles is a must. In some cases, prior field-specific experience may not be necessary. This is true when you are trying to switch careers or when actively trying to find a job in a different sector.

 

If you are an experienced professional, it’s better to pursue an advanced project management certification. Begin by reviewing the course curriculum, and study material.

Thereon, if possible, connect with the instructor for a discussion about your career goals.  It’s better to have a one-on-one chat or conversation with an instructor to know if obtaining a project management certification would help your career prospects.

 

Setting Your Goals

Before starting a project management course, it’s important to list out both personal and professional goals.

Take a moment to reflect on why you’ve chosen to enroll for a project management certification program. Some of the reasons worth considering a certification course in project management are as follows:

  • Improve communication and collaboration
  • Aiming for a salary increase or doubling your income
  • To improve your performance and productivity
  • To achieve desired outcomes and meet deadlines

Hence, having a roadmap outlining how you plan to reach your goals is essential. For instance, certain project management courses offer a three-month program. Others may offer a flexible schedule such as requiring a commitment of five hours per week.

Some courses can help you switch your career within 90 days. Whether your goal is growth or career advancement, defining your goal before enrollment is a must.

 

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Understanding the Course Content

Ensure that the curriculum outlines essential principles, techniques and tools necessary for managing day-to-day projects. At the end of the day, a good project management course will prepare you for handling the projects.

Select a program that covers how to handle stakeholder communication, managing project finances and provides you necessary industry exposure

 

Evaluate the Instructor

The ideal mentor should be a well-known figure in the field of project management. Additionally, he/she should have a proven history of completing real world projects.

To learn more, take a look at their LinkedIn profile. Find out if they have an online presence to understand their background and teaching approach.

Additional Resources

Ensure that the course provides assistance and study material. You must have access to mentors, online discussion forums or supplementary learning materials.

These resources can be incredibly helpful when you face challenges with a section or need clarity on a concept.

 

Testimonials, Ratings and Reviews

It’s best to read the reviews and find out as much as possible about the project management course you wish to take. Online user forums can be a great place to start.

Feedback from previous students can help you make a decision. Generally, previously enrolled students provide honest feedback about the course content and instructor.

 

Cost-Benefit Analysis

Before enrolling conduct a cost benefit analysis. While cost is important to consider, it’s better to conduct a litmus test. You must question yourself against one yardstick alone. It is at the end of the day what skills you will acquire after enrolling in a paid course.

The answer that must resound with you is whether it will help you advance your career or not.

Note: A paid course with a fee that focuses on sought-after skills could be more beneficial than a free one. Think of it as an investment opportunity!

 

Networking Opportunities

Aside from focusing on the course material it’s essential to find out if you will get a chance to network. Getting to network can greatly help you secure a position as a project manager.

 

Global Project Management Consultant Salaries

Now that we have established that getting a PMP certification can be useful for your career growth, let’s take a quick look at the salaries.

Not only can you double your earnings after securing a PMP certificate but also use that certification to access even better opportunities.

However, the income you receive as a project management consultant is influenced by factors like your location, level of experience, and above all, your industry.

Here’s a brief overview of salaries in different regions around the world (sourced from Glassdoor);

United States of America:102,615 USD per year

United Kingdom: 65,354 USD (or £51,098.01) per year

Australia: 83,042 per year

Canada: 60,959 per year

 

Conclusion

Today the demand for project managers is at an all-time high.  Just keep in mind, that you need to stay up to date. Remember there is no perfect project management certification course out there.

Only the one that fits your goals and schedule is the one that is the right project management course. It’s time to get certified to thrive as a project manager!

7 Powerful Time Management Tips For 2024

Your greatest asset is your earning ability. Your greatest resource is your time. -Brian Tracy

 

Speaking of time, it is the only thing I suppose every professional can’t get enough of.

“I didn’t get time”, is the one thing that we have both used and heard a gazillion times in both our professional and personal lives. And with only 20% of people feeling their workload under control, the importance becomes even more pronounced.

However, I acknowledge that controlling every minute of your life is impossible for every individual. But for every leader in a position, the essence of effective time management remains unbeatable.

 

If you’re finding managing time hard, I’ve got the solution.

Just be with me in this whole journey and let me take you through the time management tips for getting work done smart and not hard.

But before delving straight into effective strategies for time management, let’s first understand what time management is.

 

What is Time Management?

Time management is the process of exercising ways to get supreme control over the time spent on specific tasks and activities. The basic goal is to get more done in less time without wasting any second.

Good time management is an act of increasing efficiency and productivity.  And that too, without undergoing an extensive ordeal of stress and overwhelmness. It is a strategic approach to getting tasks executed successfully while meeting deadlines.

 

7 Tips for Effective Time Management

1.    Stay Organized

Keeping both your physical and digital workspace organized is the most prominent factor that minimizes clutter and saves you an extra hour.

Piled-up papers, overloaded email boxes, and scattered files stretch the reins of time unnecessarily, costing you precious minutes. And the frustration that comes with it is another barrier that hinders you from focusing on what matters.

 

2.    Understand Priorities

The key is not to prioritize what’s on your schedule but to schedule your priorities. – Stephen Covey

While allocating tasks or setting up a to-do list, make sure to do your priority evaluation based on importance and not urgency. This way you curate a schedule that aligns with your goals. However, I acknowledge the unpredictability of unforeseen instances. The moments where you’ll have to pay immediate attention to a task, ruling the urgency meter.

 

3.    Create an Effective Daily Plan

Plan it out. Be it your workflow or daily schedule, invest a good amount of time mapping it out. When you have a clear roadmap to your tasks, you do not waste a major chunk of your workday figuring out what to do next.

You will surely realize how creating a plan is more valuable than navigating cluelessly. This way you prop up your hold on productivity and let the show running in no time.

 

4.    Set Clear Goals

Concentrate all your thoughts on the work at hand. The sun’s rays do not burn until brought to a focus.” – Alexander Graham Bell

Set for your team and yourself a clear set of goals – both short and long-term. Establishing a clear sense of purpose contributes to the probability of achieving the goals in a specific time frame. You can define your objectives using the SMART method –  Specific, Measurable, Attainable, Relevant, and Timely.

 

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5.    Delegate Tasks

This is the most important and strategic part to be executed on a leader’s part. Delegating tasks without being mindful of the team’s strengths, capacities, and availability, results in counterproductivity.

While you may sometimes feel the urge to step into their shoes and get things done yourself, doing so may impede efficiency and stop you from leveraging the strength of your team members.

 

6.    Eliminate Distractions

From endless meetings and texting co-workers to browsing social media and web browsers, these distractions can significantly impact productivity at work. Identifying these time thieves is the first step to freeing your time from unnecessary interruptions and staying focused.

 

7.    Utilize Technology and Tools

Getting yourself familiar with the available technological advancements to ease out your load is the way to level up your time management game. These tools make things easy for you without requiring you to go through major training.

With a good time management tool like ProofHub, you are putting yourself and your team at great advantage. From staying on top of your task’s progress to streamlined communication and collaboration,  these tools bring everything to your radar.

 

How to Improve Time Management Skills?

Here are some brilliant ways of exercising good time management skills:

 

●     Practice the Pomodoro Technique

This method is ideal for avoiding burnout. It entails breaking your entire work into intervals, called Pomodoro. This means dedicating 25 minutes of focused work, followed by a short break of 5 minutes. After completing a set of intervals, you can take a longer break (20-30 minutes) to maintain your focus.

 

●     Use a Calendar

Calendars are no longer limited to marking the specialized dates with a pen. You can use modern digital calendars to schedule tasks and deadlines. You can even set reminders for important dates and events to stay on track.

 

●     Time Blocking

It is a time management method to divide your entire day into blocks. Where you dedicate a specific task or group of tasks to each block. This way you maintain focus on a concrete schedule, instead of keeping things open-ended.

 

●     Pareto Principle

The 80/20 rule or the Pareto principle aids in identifying the 20% impactful tasks that contribute to 80% of your goals or results. These tasks are the most impactful and effective and should be prioritized in your workflow.

 

●     Evaluate and Adjust

Never forget to reflect on your time management strategies and other business operations. Identify what works in your favour and what doesn’t for maintaining efficiency. After you have gathered all the insights, make the adjustments accordingly.

 

Good Time Management is a Gradual Process

There is no single hack or magic wand that can help you become a master in managing time overnight. Even if you are low-key at it right now, do not lose your hope. After all,  it is a continuous cycle of failing, learning, and executing.

By being aware of your shortcomings and adaptable to changes, you can develop these skills in yourself and optimize your productivity standards. Stay persistent and you will be successful in achieving excellence in your professional pursuit.

Agile Project Management Essentials: Navigating the Basics

In the dynamic landscape of project management, Agile methodologies have emerged as a transformative approach, fostering adaptability and collaboration. Understanding the essentials of Agile Project Management is crucial for navigating the complexities of modern projects. This guide will take you through the basics, providing insights into Agile principles, methodologies, and the key components that make it a powerful framework for project delivery.

 

I. Introduction to Agile Project Management

What is Agile Project Management?

Agile Project Management is an iterative and flexible approach to project execution that prioritizes adaptability, collaboration, and customer satisfaction. It emphasizes incremental progress, allowing teams to respond to changing requirements and deliver value consistently.

Why Choose Agile Project Management?

Agile is chosen for its ability to address the limitations of traditional project management. Its iterative nature accommodates changes, encourages client involvement throughout the process, and promotes a more efficient and responsive project delivery.

 

II. Agile Principles: The Foundation of Flexibility

1. Customer Satisfaction Through Continuous Delivery

Agile places a premium on delivering valuable, working solutions regularly. This ensures continuous feedback from stakeholders and enables the team to adjust course based on evolving requirements.

2. Embracing Changes Throughout the Project

Unlike rigid project plans, Agile welcomes changes even late in the development process. This flexibility allows teams to adapt to emerging priorities and ensures the final product meets the client’s evolving needs.

3. Collaborative Team Dynamics

Agile emphasizes collaboration among cross-functional team members. The collective expertise contributes to more holistic problem-solving, fostering a sense of shared ownership and accountability.

 

III. Agile Methodologies: Scrum, Kanban, and More

1. Scrum: A Framework for Team Collaboration

Scrum is one of the most popular Agile methodologies, emphasizing iterative progress, short development cycles (sprints), and frequent team collaboration. It is particularly effective for complex projects with changing requirements.

2. Kanban: Visualizing Workflows for Continuous Improvement

Kanban focuses on visualizing workflow, limiting work in progress, and enhancing overall efficiency. It’s a versatile approach suitable for both project management and continuous improvement processes.

3. Lean Agile: Streamlining Processes for Efficiency

Lean Agile combines principles from Lean manufacturing and Agile methodologies to eliminate waste, optimize efficiency, and deliver maximum value to customers.

 

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IV. Key Components of Agile Project Management

1. User Stories: Understanding Client Needs

User stories are concise descriptions of desired functionalities from an end user’s perspective. They serve as the foundation for planning and executing Agile projects.

2. Sprint Planning: Iterative Development Cycles

Sprint planning involves breaking down project tasks into manageable units and prioritizing them for iterative development cycles. This ensures regular delivery of functional components.

3. Daily Stand-ups: Enhancing Communication

Daily stand-up meetings, or scrum meetings, provide a platform for team members to discuss progress, challenges, and goals. These brief, focused sessions foster communication and collaboration.

 

V. FAQs About Agile Project Management

Q1: How Does Agile Project Management Differ From Traditional Approaches?

Agile differs by prioritizing adaptability, collaboration, and customer satisfaction over rigid plans. It welcomes changes throughout the project and encourages continuous delivery of value.

Q2: Is Agile Project Management Suitable for All Types of Projects?

While Agile is versatile, its suitability depends on project characteristics. It is highly effective for projects with evolving requirements, complex problem-solving, and a need for regular client feedback.

Q3: How Do Agile Teams Handle Changing Client Requirements?

Agile teams address changing client requirements through continuous communication and flexibility. The iterative nature of Agile allows teams to adapt and adjust project priorities as needed.

Q4: What Are the Common Challenges in Adopting Agile Project Management?

Challenges may include resistance to change, difficulty in transitioning from traditional methods, and the need for a cultural shift within the organization. However, these challenges can be addressed through proper training and change management.

Q5: Can Agile Principles Be Applied Outside of Software Development?

Absolutely. While Agile originated in software development, its principles can be applied to various industries, including marketing, product development, and even non-profit initiatives. The focus on collaboration, adaptability, and value delivery is universally applicable.

 

VI. Conclusion: Navigating Project Flexibility with Agile

In the realm of project management, mastering the basics of Agile is synonymous with embracing adaptability and collaboration. Agile Project Management provides a framework that aligns with the evolving needs of today’s dynamic projects. Whether you’re a seasoned project manager or new to the field, understanding these essentials is the key to navigating the complexities and unlocking the full potential of Agile methodologies in your projects.

Healthy Goals, Psychology, and Performance Assessment

A reader reported that the “Motivation: Intentions, Goals and Plans” chapter of my book, The Peaceful Warrior’s Path, triggered memories and painful feelings about performance reviews.

 

That set me to thinking that the cause of much of the trouble with performance assessment as a part of performance management was psychology and mindset about criticism, coupled with organizational and personal resistance to addressing those issues.

A recent Harvard Business Review article pointed out that

“Performance reviews are awkward. They’re biased. They stick us in boxes and leave us waiting far too long for feedback. It’s no surprise that by the end of 2015, at least 30 of the Fortune 500 companies had ditched performance evaluations altogether. But let’s not throw the baby out with the bathwater.”[1]

 

My reader, a financial professional with a decades long career, reexperienced anxiety about being found deficient, reinforcing her need for perfection and acceptance by others, highlighting weakness and imperfection. Embarrassment, financial, and career consequences, circled in her mind.

As a result, she was triggered by the thought of setting goals and objectives. In her experience they were often unrealistic and rigid.

Others report a sense that they are being evaluated without adequate objective criteria and by people who are biased and, in some cases, unqualified, unprepared, or uninterested. Often the goals and objectives, even those set by the individual performer, are rigid and not adjusted when conditions change.

 

The Benefits of Performance Reviews

But let’s not just jettison performance goals, objectives, and assessments. Let’s make the best of them, to use them for personal growth and organizational success.

The HBR authors reported that at Facebook “a survey of more than 300 people found that “87% of people wanted to keep performance ratings.”[2]

They realized the need for candid feedback to give employees a sense of where they stand in the eyes of their organization and what they need to improve, and to give the organization knowledge of employee performance to support training, compensation, and hiring decisions.

Add to that the benefits, clarity of purpose and direction, which come from establishing rational expectations in the form of goals and objectives.

 

What Gets in The Way?

But something gets in the way. Not every organization is as wise as Facebook about optimizing their performance assessment process, including setting, and adjusting goals.

When I look at the issue from a project management perspective, I see three predominant causes of unskillful performance assessment: lack of clear goals and objectives, psychological/mindset issues, and poor process.

In this article we home in on the psychological issues and how they impact and are impacted by the other causes.

 

Psychology, Mindset, and Performance

There has been resistance to addressing psychological issues in the workplace. But we do well to be aware of these issues because individual psychology influences behavior and behavior influences performance and relationships.

The interplay among individual psychological tendencies and mindsets, cultural and organizational norms, and self-awareness influences performance and makes for a complex system. In a complex system change anywhere can have an impact everywhere.

For example, a project team member may make decisions influenced by fear of upsetting the functional manager who will give her the next review. Another performer may avoid committing to goals and objectives to avoid imagined failure. A project team may be reluctant to commit to objectives they feel are unrealistic and that they will be evaluated against regardless of changes to any number of conditions

 

In our projects, we see that factors like

  • Individual anxiety and perfectionism,
  • cultural norms,
  • performance processes
  • attitudes regarding success and failure,
  • communication and relationship capabilities,
  • levels of emotional and social intelligence, and
  • organizational support levels evidenced by allocating sufficient time and attention and adjusting objectives as conditions change,

all contribute to the success or failure of performance assessments and performance management.

 

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Skillful Performance management

Awareness of and sensitivity to psychological and cultural tendencies enables skillful performance management.

In projects, performance reviews are not limited to individual performers. We assess performance on individual projects and the performance across multiple projects of individuals, project teams, departments, and organizations.

Performance management should be treated like a program with each assessment of a project. Intentions, goals, and values drive performance. When we evaluate the effectiveness of performance management these elements must be considered. If we never evaluate the effectiveness of the program, it is likely to be ineffective. And that leads to less-than-optimal performance overall.

 

The intention of performance management is to improve and optimize performance while creating a work environment in which performers at all levels of the organization’s hierarchy feel safe and have a sense that the process is fair and objective. Values: effectiveness, kindness, candor, self-reflection, emotional intelligence.

The goal is to enable clarity regarding performance effectiveness through a process of performance reviews which include the assessment of the factors beyond individual behaviors that contribute to achieving optimal performance.

Objectives are to regularly assess the performance of individuals, projects, teams, and organizations to identify opportunities for improvement based upon pre-established criteria and to make decisions regarding the need for training, deciding who will be compensated at what levels, who will and will not be retained, and what organizational, management, cultural, and environmental changes are needed to achieve optimal performance.

 

Optimal Performance

If the intention and goal is to achieve optimal performance, then we must know what optimal performance means. It means performing as best as possible given current conditions where performance is measured by the ability to achieve desired results – satisfied clients, profits, clean air, healthy and happy executives, managers, and staff.

 

Next Steps

To move from the general to the specific you need an action plan for your situation. Consider each of these:

  • Identify a responsible party for performance management – and it can’t be ‘everybody’ even though everyone and every team is responsible for their performance
  • Educate the staff at all levels regarding the intent of performance assessment and the reality of psychological, emotional, and cultural influences
  • Set a baseline for optimal performance – objective and realistic criteria that are agreed upon by those whose performance will be measured
  • Assess your current performance management process – get feedback from the staff, assess against industry benchmarks
  • Refine the process as needed
  • Be open to continuous improvement based on ongoing assessment of both performance management and individual and project performance.

[1] Lori Goler, Janelle Gale, Adam Grant, Let’s Not Kill Performance Evaluations Yet, Harvard Business Review https://hbr.org/2016/11/lets-not-kill-performance-evaluations-yet#:~:text=People%20want%20to%20know%20where,recognize%20and%20reward%20top%20performance.
[2] Ibid