by Dharam CW2 | Mar 21, 2024 | Professional Development Webinars
Dive deep into the PMI’s latest enhancements to the Program Management Professional (PgMP)® credentials, tailored for senior project, program, and portfolio management professionals.
Registration Link: https://bit.ly/4c9un0j
Session Date : 26th March 2024
Session Time : 10:30 AM – 11:30 AM (PDT) / 11:30 AM – 12:30 PM (MDT) / 12:30 PM – 01:30 PM (CDT) / 01:30 PM – 02:30 PM (EDT) / 02:30 PM – 03:30 PM (BRT) / 05:30 PM – 06:30 PM (GMT) / 06:30 PM – 07:30 PM (CET) / 07:30 PM – 08:30 PM (SAST) / 08:30 PM – 09:30 PM (AST) / 09:30 PM – 10:30 PM (GST)
Webinar Agenda
– Simplified Application Insights: Grasp the updated application’s simplicity, from reduced experience summaries to a wider panel expediting reviews.
– Revised Standard for Program Management: Unpack the 5th Edition’s eight principles, spotlighting Stakeholders and Governance to elevate global program practices.
– Aligned Exam Content: Decode the subtle yet vital changes in the exam outline mirroring the new standard’s language.
– Exclusive PMI Membership Perks: Uncover the benefits, including complimentary access to crucial PMI standards, bolstering your certification pursuits.
– Industry Expertise & Dialogue: During our expert insights, benefit from the wisdom of a seasoned PgMP trainer. Clarify your doubts in our extensive Q&A segment.
– Preparation Roadmap: Walk away confidently with a strategic action plan, essential resources, and community backing to conquer the new PgMP exam.
🚀 Elevate Your Project Management Career:
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by Dharam CW2 | Mar 15, 2024 | General
Managers who practice both strong management and effective leadership skills are successful project managers. Management skills are different from leadership skills. Effective leaders develop new leadership skills to enhance the ones that help them succeed as managers.
Organizations require effective leaders to achieve their strategic goals through programs and initiatives. Therefore, organizations need successful project/program managers who are also effective leaders. But what kind of leadership skills do project managers require? Are project management skills insufficient?
Project management differs from leadership. However, although project management differs from leadership, the two have some similarities. For instance, the performance of a project manager and the leader’s efficacy are both judged in terms of the performance of the followers—the team’s performance. As a result, focusing on team performance is a critical component of building project managers’ leadership skills.
Leadership Effectiveness
![Explore how leadership effectiveness is defined by a leader's ability to influence, manage, and inspire team members to achieve common goals, leading to high productivity, performance, and employee well-being. Discover the impact of great leadership on corporate culture and organizational success.](https://dharamsingh.co/wp-content/uploads/2024/07/1-1.png)
Leadership Effectiveness
On a macro level, leadership effectiveness is defined by a leader’s ability to gain support and influence throughout an organization to guarantee that everyone is going in the same direction to achieve common goals. It effectively measures a leader’s ability to lead, influence, manage, advice, and build their team members. The total growth and performance of the teams may be used to assess leadership effectiveness. Those who report high levels of productivity, performance, employee happiness, and well-being indicate high levels of leadership effectiveness.
A good leader inspires the best in others. These leaders understand how to create the ideal corporate vision, establish the proper values, and assist employees in focusing on and improving their skills. Great leadership reflects great performance, not just complex numbers. Workers and the organization will improve if leaders establish a great corporate culture and help employees thrive.
Program management
According to the Standard of Program Management – Fourth Edition, Program management is “the application of knowledge, skills, and principles to a program to achieve the program objectives and to obtain benefits and control not available by managing program components individually.” Program management involves aligning program components to ensure goals are achieved and benefits are optimally delivered. Program management is performed by a program manager authorized by the organization to lead the team(s) responsible for achieving program goals and objectives.
Ways to improve leadership effectiveness in Program Management
![Discover key strategies to enhance leadership impact in program management. Learn how to foster clarity, accountability, feedback culture, trust, and continuous performance management for driving team success and achieving organizational goals.](https://dharamsingh.co/wp-content/uploads/2024/07/2-2.png)
Ways to improve leadership effectiveness in Program Management
- Ensure clarity and visibility of goals
You may begin your path to improve leadership effectiveness in your business by encouraging leaders, managers, and executives to focus on objective clarity and visibility. This move has multiple aspects. First and foremost, the goals must be very clear. As a result, goals must be SMART for effective leadership, and adopting an OKR approach will make sense.
Second, for comprehensive visibility, the goals must be communicated to everybody. On the one hand, everyone in the team has to understand the organization’s goals and their role in attaining them.
- Facilitate accountability and responsibility
Second, exercising accountability and responsibility is critical for leadership success. Encourage your leaders to take accountability for their actions. The goal is to encourage them to be interested in increasing their leadership effectiveness. This aspect requires determining which skills and abilities to be acquired, as well as aspects such as emotional intelligence and empathy. When your leaders seek to improve themselves, they usually set a good example for others to follow, increasing their effectiveness as leaders since they may start a positive trend.
- Create a culture of feedback
Leadership effectiveness is heavily influenced by a leader’s desire to improve oneself. It is optional to self-assess the deficiencies and work on upskilling in this situation. Instead, it is critical to foster a feedback culture. First and foremost, it is vital to provide feedback to employees on their performance and to assist them in improving and growing along the way. This move will immediately influence organizational goals and define increased effectiveness.
Second, encourage your leaders to be receptive to employee input as well which will assist them in seeing and comprehending the gaps in their leadership style that may impede their success as a leader. Creating a feedback culture can promote improved outcomes, eventually enhancing leadership effectiveness.
- Build trust and transparency
Trust and openness are required for leaders to influence, direct, and build their teams to success. When employees trust their supervisors or leaders, they will follow them fully and offer their all. If not, following their manager will be a pointless exercise limiting leadership effectiveness.
Similarly, it is critical to be open and honest with all employees. Secrets, nepotism, preferences, and biases will be self-defeating if you want your leaders to inspire everyone collectively. Instead, everyone must be treated equitably, and all processes must be transparent to acquire team trust and influence them.
- Focus on continuous performance management
Effective leadership is not just about motivating and encouraging team members to follow a leader or manager but also about doing so in a way that leads to achieving a certain objective or high level of performance. As a result, boosting leadership effectiveness necessitates emphasizing continuous performance management.
Employees grow and develop when their leaders or managers regularly monitor and track employee performance and give frequent interventions and corrective steps to minimize risks or problems. As a result, they can motivate and inspire their team members, resulting in increased leadership effectiveness.
- Respect differences and promote inclusion
Members of each team come from various backgrounds, bringing with them different perspectives, ideas, and opinions. An effective leader accepts these differences, appreciates them, and recognizes their value. To boost leadership effectiveness, you must cultivate an inclusive culture. In addition, your leaders must understand the important skills and competencies each team member brings to the table and how the multiple views and perspectives offer the ideal breeding environment for creativity and success, resulting in leadership effectiveness.
- Foster a growth mindset
The last recommended practice for increasing leadership effectiveness is cultivating a growth mindset. It would be best to encourage your leaders to have a growth mindset during all interactions or choices they make. For example, when dealing with a team member, they must keep the employee’s personal and professional development in mind. Likewise, when making a strategic choice, they must link it with the organization’s goals and how it will eventually contribute to its success. With a development mentality, your leaders will guarantee that they lead effectively, strategically, and in the greatest way possible.
Leadership in Project Management
Leadership in project management is a vital ability for completing the project effectively. Leadership in a project setting, like leadership in other areas of business, necessitates demonstrating many talents and behaviors. Leadership is essential to ensure your initiatives’ success, from team direction to project governance.
Leadership and project management go hand in hand. You oversee the project and lead the team as the project lead. Setting the vision and encouraging the team to work together to accomplish it is a vital component of leadership. You can see how significant that is in a project environment. Delivering any project requires a team effort. While some teams work without a clear leader, in today’s business, it is more customary for someone to be in the leadership role, guiding and directing the team toward their goals.
5 Essential Project Leadership Skills
Influential leaders draw on many essential project management skills and competencies. The top five project management leadership skills are:
![Discover the top 5 essential leadership skills for project success: communication, team leadership, motivation, solution crafting, and conflict resolution. Learn how to inspire your team, build strong relationships, and drive project outcomes.](https://dharamsingh.co/wp-content/uploads/2024/07/3-2.png)
5 Essential Project Leadership Skills
- Communication
One of the essential project management characteristics is communication skills. Communication skills are essential for project leaders since their job requires collaboration. You can only collaborate efficiently if you can communicate clearly. Leaders can communicate ideas to people and groups in person, over the phone, or through other modes of communication. Therefore, communication is one of the most important abilities of a program manager, especially in a leadership role.
- Team leadership
The leader establishes the vision. They motivate others around them. Someone with outstanding project leadership skills fosters team agreement and togetherness while managing day-to-day team activities.
Team leadership on projects entails establishing an atmosphere in which everyone may thrive. People are drawn to the project culture that surrounds them. Stakeholders want to participate in the project because they know you will complete the task while creating a pleasant working environment.
- Motivation
Leaders inspire people to act even when they are not technically in control. As a program manager, you figure out what makes the other team members feel like they’re doing their best, and you do your best to deliver it to them.
Everyone is driven differently, and a person’s motivation can shift over time. Great leaders realize these distinctions and enable their employees to accomplish their best by fostering a happy work environment.
- Crafting solutions
Empowering the team and the larger stakeholder community to participate in developing solutions is part of fostering a positive working culture. That entails removing obstacles so each team member may fulfill their work and contribute new ideas without worrying about something getting in the way. Empowering leaders will also drive decisions down the hierarchy to the lowest possible level, allowing specialists to judge the solutions required to keep the project going.
- Conflict resolution
Conflict is inevitable when introducing or altering anything. However, effective leaders understand how to use conflict for good since the finest solutions emerge when ideas are challenged.
Conflict may benefit teams because it allows all voices to be heard and opposing viewpoints to be expressed, frequently leading to a better solution and more effective project outcomes. However, leaders must be prepared with conflict resolution tactics to recognize and address conflict before it becomes a problem for the team.
The Challenges of Leadership Effectiveness
![Discover the key challenges leaders face in today's complex project environments. Learn how to develop managerial effectiveness, inspire teams, embrace servant leadership, and lead diverse teams for optimal project success.](https://dharamsingh.co/wp-content/uploads/2024/07/4-2.png)
The Challenges of Leadership Effectiveness
- Development of managerial effectiveness
To improve their leadership effectiveness, project leaders must acquire the following skills:
- Time management
- Task prioritization
- Strategic thinking
- Goal-setting ability
- Good judgment
These are essential skills for a project leader to deliver effective projects and handle the possibly competing demands of many duties. Without them, a leader is more prone to burnout from focusing on irrelevant matters and achieving little of the planned tasks and objectives.
- Inspiring and Motivating the Workforce
Motivating and inspiring others to follow you and act in a specific manner is a skill that some people appear to be born with, and others must learn. However, whether you have an inherent talent for motivating others or not, it is a skill that every project leader must have to motivate their worldwide workforce.
Passion is an important aspect of inspiring and encouraging people. Passionate leaders ignite the fire in their team members, allowing innovation to flourish and encouraging everyone to participate. In addition, effective leaders can naturally share and correctly convey their team’s and stakeholders’ enthusiasm and drive.
- Developing Employees and the Rise of “Servant Leadership.”
“Servant leadership” is based on the idea that leaders should not just delegate responsibilities but also consider themselves servants of the people they manage. As a result, their actions are driven by what is best for their team or workers rather than by what is best for themselves, which might manifest itself in the following ways:
- Close collaboration between management structures and employees
- Active participation in the growth of their teams
- Leading by example and embodying the ideals that leaders want to see in their team dynamics
- Using value systems to motivate teams to act rather than spreading fear
- This managerial style is infused with sincerity and humility.
A project leader who can find a balance between the servant-leader management style and more antiquated, authoritarian methods will be able to inspire and encourage their workforce.
- Leading a Team
All diverse cultures and viewpoints must cooperate and contribute to leading a project team effectively. Whether forming a new team or taking over an existing one, leaders must be able to give the support their team requires to cope with and navigate change or to create something entirely new.
Determining the sort of assistance required might take time and effort. Teams are as distinct as the individuals that comprise them. Project leaders must be extremely attentive to detect the demands of their workforce. What works for one person may not work for another. Leaders must be able to modify their management style in response to the demands of their teams.
Final Thoughts
In today’s firms, competent project managers must also be effective leaders. Therefore, successful project managers may use their inventive and creative skills to assist them in acquiring leadership skills that will complement their project management skills by recognizing the difference between project management and leadership and adopting the roadmap to becoming effective leaders.
The shared component of project management and leadership is the yardstick by which the performance of the project manager and the leader is measured. The performance of a project manager and the efficacy of a leader are both judged in terms of the performance of the followers, i.e., the team’s performance.
As a result, improving leadership skills for project managers with an emphasis on skills to increase team performance should be an essential factor in the project management leadership skill development process. Project managers’ essential leadership skills begin with motivating and inspiring teams and individuals. These aspects can be developed via negotiation and communication, listening and influencing, and team-building skills, emphasizing leveraging these talents to improve overall team performance.
For any questions related to your Project Management career, training, and certifications, you can book an obligation free 15 minutes session with me by visiting https://bit.ly/2SbhTOK
You can subscribe to the vCare Project Management YouTube Channel to catch future videos of our Q&A series and certification success stories: https://bit.ly/2YF0wJl
You can subscribe to and follow my podcasts and interviews with Project Management Experts on YouTube at https://bit.ly/2NDY8wd
by DharamCW | Feb 6, 2023 | General
The business world is unstable and ever-changing. Changes in competition and client preferences affect every organization. So, business leaders cannot rely only on competitive advantages to continue their businesses; thus, leaders must be aware of evolving business conditions.
![Typical questions of employees and others in evolving business conditions](https://dharamsingh.co/wp-content/uploads/2023/02/1.-Dynamic-Environment_DS-Blog-Size.png)
Typical questions of employees and others in evolving business conditions
The following are typical questions that employees and others in similar situations may have:
- Was the company’s leadership aware of market developments?
- Was the leadership self-centred?
- As a market leader in the industry, did leadership think the company was not vulnerable?
Project/Program/Portfolio managers may help firm leadership by developing situational awareness and emotional intelligence to deliver essential leadership.
- The portfolio manager must understand the enterprise’s situational awareness.
- The program manager analyses the program for strategic goals and enterprise understanding and how the projects may be appropriately implemented as a program.
- The project manager must identify which strategic aim the project will assist in implementing or will accomplish.
![In the dynamic environment managers want to know](https://dharamsingh.co/wp-content/uploads/2023/02/DS_Blog_Dynamic-Environment.png)
In the dynamic environment managers want to know
Understanding the professional environment helps project leaders comprehend the politics of their projects. In today’s high-pressure, dynamic environment, managers want to know the following:
- What impacts the bottom line of the business?
- What are the profits?
- Can we fulfill our quarterly targets?
The project management professional must have the emotional intelligence to understand the company’s situation. Those unable to comprehend emotions, influence a project, program, or portfolio, and have a high emotional intelligence quotient are more likely to be attentive to how essential stakeholders perceive their competence.
![Situational Awareness](https://dharamsingh.co/wp-content/uploads/2023/02/3.Situational-Awareness.png)
Situational Awareness
Situational Awareness
Situational awareness is defined as “the perception of the elements in the environment in a volume of time and space, the comprehension of their meaning, and the projection of their status shortly.”
In many project management scenarios, situational awareness is essential for success. It is the capacity to observe what is happening around you and understand how it will affect your endeavor. Situational awareness is based on a simple observation. The tools, techniques, behaviors, and approaches that work well in one scenario may not work well in another. Simple best practices may sometimes be appropriate for the context and result in a positive conclusion; other times, they may result in disaster.
Emotional intelligence and situational awareness are skills that could be taught. However, situational awareness is a dynamic, ever-changing process, not a linear one. Depending on how the scenario progresses and one’s capacity to integrate existing information in the ongoing observation, interpretation, projection, and prediction process, one may have excellent situational awareness one moment and severely poor situational awareness the next. As a result, constant practice and training are required for portfolio, program, and project leadership skills in both emotional intelligence and situational awareness.
Situational Leadership
The Situational Leadership approach established by Paul Hersey and Ken Blanchard is a useful technique for project leaders to employ when choosing a leadership interaction style.
The core premise of situational leadership theory is that there is no single “best” leadership technique. Instead, effective leadership is task-relevant, and the most successful leaders adapt their leadership style to maturity (“the capacity to set high but attainable goals, willingness and ability to take responsibility for the task, and relevant education and experience of an individual or a group for the task”) of the individual or crowd they are trying to lead or influence. Effective leadership changes not just with the individual or group being influenced but also with the task, job, or function that needs to be completed.
The Situational Leadership approach can assist you in developing relationships with your team members since you will tailor your leadership style to their degree of development. Each team member necessitates a specific amount of hands-on, communication-based leadership. It is up to you to evaluate your team members’ skills, confidence, and motivation and to decide which leadership style to employ.
Every team member has different abilities, degrees of confidence, and motivation levels at work. Some team members may like your leadership, while others will feel underserved if you employ the same leadership approach for everyone. The Situational Leadership method is adaptable, allowing you to tailor your leadership style to match the demands of everyone.
The key to Situational Leadership is determining the followers’ readiness level. Readiness is classified into four categories based on the followers’ motivation and ability to complete the assigned project activity.
![Categories of readiness level](https://dharamsingh.co/wp-content/uploads/2023/02/4.categories-of-Readiness-level.png)
Categories of readiness level
Readiness 1: Low Motivation, Low Ability – This person is incompetent at the provided task and does not wish to complete the work or engage in the project.
Readiness 2: High Motivation, Low Ability – This person is eager to work on the project yet is incompetent at the tasks.
Readiness 3: Low Motivation, High Ability – This person is capable of performing project activities but does not choose to do so for personal or commercial reasons.
Readiness 4: High Motivation, High Ability – This person is capable and motivated.
Situational Theory of Leadership
Situational leadership theory assumes that the most successful leadership style varies depending on the context. Therefore, a leader must be able to change his style and approach to the evolving conditions to be most effective and successful.
Some employees, for example, perform better under a more dictatorial and directive CEO. Others will be more likely to succeed if the leader can step back and allow his team to make choices and carry out plans without his direct participation. Similarly, not all sectors and corporate contexts need the same abilities and leadership attributes.
Hersey and Blanchard’s Situational Leadership Theory
The term “situational leadership” is most generally associated with the Situational Leadership Theory developed by Paul Hersey and Ken Blanchard. This leadership strategy indicates that two main factors must be adequately matched: the leader’s leadership style and the followers’ maturity or preparation levels.
![Four leadership styles](https://dharamsingh.co/wp-content/uploads/2023/02/5.Four-leadership-styles-from.png)
Four leadership styles
The theory recognizes four primary leadership styles:
- Telling (S1): Leaders must provide close supervision and precise directions to team members on what to do and how to accomplish it. When working with team members who are unwilling or unmotivated and need more knowledge and abilities, Style 1 is excellent.
- Selling (S2): The leader explains their decisions and allows team members to raise questions. Style 2 is best suited to followers who are driven to finish the work despite a lack of necessary information or skills.
- Participating (S3): Team members are encouraged to provide ideas and participate in decision-making. Style 3 suits followers with the necessary knowledge and skills to finish a task but who need more drive or motivation.
- Delegating (S4): The leader delegated greater responsibility to team members, allowing them to take ownership of the work. When dealing with high-commitment team members who are highly skilled and driven, Style 4 is acceptable since they have the knowledge, abilities, and desire to finish the assignment without much input from the leader.
While knowing the different situational leadership styles is important, their implementation may determine how effective a leader seems to their team. Examine its impact on team loyalty and the qualities of effective situational leaders.
The qualities of situational leaders
![The qualities of situational leaders](https://dharamsingh.co/wp-content/uploads/2023/02/6.The-qualities-of-situational-leaders-1.png)
The qualities of situational leaders
- Flexibility: Situational leaders are adaptable enough to change their approach depending on the level of growth of each team member.
- Trustworthiness: Good situational leaders are capable of acquiring the trust of others.
- Ability to delegate:You must be able to delegate successfully to team members with high levels of competence and commitment to employ the situational leadership approach.
- Coaching skills: When working with team members who lack confidence or ability, one must deliver clear directions for task accomplishment.
- Courage: It takes courage to change your leadership style when everyone else is comfortable with the same stale approach.
Situational Leadership: Team Development
Situational leadership is a wonderful way of establishing your team. But first, figure out how you’ll address the learning needs of your project team members, who make up your core team.
Leadership team development provides your core project team with the abilities necessary to complete the duties assigned to them. As a situational leader, you can examine what is needed at any given time. One of the most critical areas to concentrate on is assisting the team in overcoming complacency.
Final Thoughts
Successfully using the situational leadership theory is an excellent method for becoming a competent leader. The idea divides leadership into several parts, explains each, and makes it simpler to increase one’s leadership skills successfully. It also demonstrates that leadership skills may be developed with appropriate training.
Situational leadership is a concept that may help any company, especially those that are already successful, enhance its performance and development. However, when done right, incorporating situational leadership into daily operations cannot affect a company. Instead, it can only help the company’s employees and, thus, its growth.
Finally, a leader must first come to know the employees to lead and inspire them successfully. Understanding leadership and motivation is the theoretical cornerstone of being a successful leader, but knowing one’s followers is equally important. To properly apply leadership and motivating concepts, leaders must understand their members’ personalities, cultural backgrounds, and developmental levels. Frequent personal interaction with their employees is the best way for a leader to get to know them, which is quickly done when the leader becomes a team member.
Feel free to check out my discussion on this topic with Justin Buckwalter in YouTube
For any questions related to your Project Management career, training, and certifications, you can book an obligation free 15 minutes session with me by visiting talktodharam.com
You can subscribe to the vCare Project Management YouTube Channel to catch future videos of our Q&A series and certification success stories: https://bit.ly/2YF0wJl
You can subscribe to and follow my podcasts and interviews with Project Management Experts on YouTube at https://bit.ly/2NDY8wd
by DharamCW | Apr 20, 2021 | General
According to the PMI (Project Management Institute), “Ethics is about making the best possible decisions concerning people, resources and the environment. Ethical choices diminish risk, advance positive results, increase trust, determine long term success, and build reputations. Leadership is dependent on ethical choices”. Ethics represent a crucial differentiator in a highly competitive market where reputation and values are highly appreciated among the Project Management Professionals.
![The Time Is Always Right to Do What Is Right](https://dharamsingh.co/wp-content/uploads/2022/06/2.-Martin-Luther-King-Jr.-Quote.png)
The Time Is Always Right to Do What Is Right
Martin Luther King Jr. said, “The Time Is Always Right to Do What Is Right”. As project managers/program managers or portfolio managers, we must make critical decisions daily. Though in the evolving digital transformation world, many decisions might go unnoticed, few do get noticed, as critical ones. These decisions have a profound impact on people, resources, and the environment. Some decisions might have led to conflicts, dilemma, or the creation of new risks.
What is Ethics, and what is the Role of PMI?
Ethics is the branch of knowledge that deals with moral principles. It involves steps, including systematizing, defending, and recommending concepts of right and wrong behaviours.
Regarding ethics at PMI, in the year 1981, the PMI team formed the PMI Board of Directors on Ethics, Standards, and Accreditation. The current PMI ethics document outlines the essentials of ethics based on Vision, Responsibility, Respect, Fairness, and Honesty. PMI expects its members to adhere to these codes of ethics to uphold its values.
![Essentials of Ethics](https://dharamsingh.co/wp-content/uploads/2022/06/3.-Essentials-of-Ethics-.png)
Essentials of Ethics
When the whole world is fighting the COVID-19 situation, and demand for digital transformation projects is at an all-time high, PMI professionals need not ask for a better time to establish high ethical standards. Let’s understand the key challenges a PMI trained professional faces in the current digital transformation world.
Digital Transformation
Digital transformation is the process of using digital technologies to create new — or modify existing — business processes, culture, and customer experiences to meet changing business and market requirements.
There are four types of digital transformation: business process, business model, domain, and cultural/organizational. We often see corporations focused solely on the process or organizational transformation.
![Digital Transformation](https://dharamsingh.co/wp-content/uploads/2022/06/4.-Types-of-Digital-Transformation.png)
Digital Transformation
There are three essential components of a digital transformation:
- The overhaul of processes
- The overhaul of operations, and,
- The overhaul of relationships with customers.
The crucial elements that every digital transformation program needs to focus on are,
- Customer focus
- Organisational structure
- Change management
- Transformational leadership
- Technology decisions involve the whole c-suite
- Integration of data
- Internal customer experience
- Logistics and supply chain
- Data, security, and privacy
- Evolution of products, sales, and process around the delivery
- Digitisation
- Personalisation
The key aspects of the digital transformation world could have a major impact on Ethics.
![Major impact on Ethics](https://dharamsingh.co/wp-content/uploads/2022/06/5.-major-impact-on-Ethics.png)
Major impact on Ethics
The transformative effect of Process with Digital Technology: Award-winning Author James Moor in 1985 mentions the transformative effect Digital Transformation could create. He cites the example transformation of manual votes to Electronic Voting Machines, which might benefit from speed and accuracy. On the contrary, it could impact security, vulnerability, transparency, and trustworthiness related issues.
Projects executed in Virtual environments: Today, the projects get implemented in remote places – Home/Office/Small Office combinations. People are working from remote, and it has become the new normal. People significantly use collaboration tools and in some occasions even communicate using social media, which could be manipulative.
Blogging/Newsletters/Social Media Platforms: Professionals tend to share the experience and insights reflecting upon the work ecosystem. Either sharing happens as an experience in a newsletter or a blog post, or it could be even a Twitter thread or a simple tweet reflecting a view. This act is typically done by those who tend to be expressive even within a professional organizational setup.
Global and fast-moving digital society: Communications spread very fast, and a diverse global culture leaves very little control. Digital technology, which is supposed to help leverage, could turn dangerous. The expectation for responsiveness sometimes leaves very little room for interpretation.
Real-world pressures or Peer Competition: Today’s real-world information sharing creates unwarranted peer pressure. This pressure might develop dilemmas and force individuals towards adverse decision-making. Sometimes, due to competitive peer pressures or financial pressures, even the employees’ health and safety concerns might get overseen.
Confidentiality and data security issues: Enhanced digital transformations across the globe have made data exchange easier. In the case of a data expose, it is vital to understand what is exchanged and what is the importance of the exchanged data. Lack of understanding of the data classification at appropriate levels could become risky when the proper accountability level could not be ascertained.
Disruptive AI Tech: Disruptive AI tech such as Chatbots, Speech Recognition Systems, etc., has made the way we think of data and decision making. Too much dependence or flawed inference might have an impact.
Ethics focus on PMIs Performance Domains & Digital Transformation
When a portfolio/program/project vision is established and defined, observable outcomes between the current state and future state as part of the digital transformation must be counted in. The key components that would impact the above said performance domains would be done with re-imagination, cultural change, and cross-functionality.
Digital transformation might have changed in a newer business model, new product focus, and a more contemporary way of working. Digital transformation is about getting the technology right and building necessary support and buy-in from the people managing resistance. Business processes need to be horizontally redesigned to enable collaboration across the teams.
![PMI's Program Management Standard](https://dharamsingh.co/wp-content/uploads/2021/04/6.-Program-Management-Five-Performance-Domains.png)
PMI’s Program Management Standard
PMI’s Program Management Standard defines five performance domains that can be integrated with ethics, giving a significant shift in ethics adoption, and may help in improving overall digital transformation initiatives. They are:
- Benefits Management: Benefits profile, which would be based on outcomes and measurement, has to have the ingredients of the ethics as well.
- Strategy Alignment: Strategic alignment to focus on the changing business environment and strategic targets on digital transformation must be governed through ethics.
- Governance: Governance focus and establishes control related to programs. Governance would bring discipline and ethics into the broader organizational structure.
- Stakeholder Engagement: Stakeholders to be kept well informed on the ethical aspects of getting involved whenever any changes in stakeholders.
- Program Lifecycle: Given a structure and suggested flow for a program, the ethics principle has to be adopted to address dilemmas related to circumstances of a business and initiative.
5As Decision-Making framework
PMI has recommended the 5A’ss decision-making framework outlines with Assessment-Alternatives-Analysis-Application-Action. The 5A’s assessment helps to collate all the facts about the ethical dilemma. It considers all your choices. Subsequently, decision candidates are identified and tested for their validity. Apply these principles to the candidates and make the final decision.
![5As Decision-Making framework](https://dharamsingh.co/wp-content/uploads/2022/06/7.-EDMF.png)
5As Decision-Making framework
The decision-makers, when they adopt the 5A decision-making framework, the following checklist:
Assessment
- Does it adhere to the law?
- Does it comply with PMI code of ethics ?
- Does it comply with the organization code of ethics?
- Does it comply with the professional conduct ?
- Does it comply with the ethical values and culture of ecosystem?
Alternatives
- Whether alternatives are listed ?
- For the given choices do we have pros and cons ?
Analysis
- What kind of impact it would make ? (Positive/Negative)
- Does it count in cultural differences ?
- Is this decision taken considering long term impact ?
- Is this decision taken without any external influence ?
- Were you calm and unstressed during this decision ?
Application
- Will the decision be for larger good ?
- Has the decision is without any bias ?
- Is this fair for all concerned ?
Action
- Will you take responsibility ?
- Would you be ok to make your decision public ?
- Are you ready to act ?
Benefits:
When the portfolio managers and program managers adopt the above-said approach outlined in the PMI code of ethics, it provides the following benefits:
- Elevates the profession and raises future standards
- Increases the faith and trust among peers
- Imprints on individual moral mindsets and behaviors
- Improves business relationships across the board
- Promotes fair decision making
- Reduces project risks
- Reduces anxiety and stress and ultimately turnover in projects
Conclusion
Transparency and integrity must be the core values which has to be established by the professionals. The data must be used in responsible and ethical ways during the digital transformation initiative. Data collection has to be based on the ethics principle called “Informed Consent.” The actions cannot be intrusive, manipulative, or disrespectful to others.
Trust must be established among the individuals, groups, or organizations involved in the digital transformations. This trust can be created by establishing data provenance, traceability from the source to the user interface. Program managers or portfolio managers have to act without any bias and with a high level of integrity and impartiality. The same has to be established for the clients, suppliers, and subcontractors without any favoritism and giving them an unfair advantage.
by DharamCW | Mar 19, 2021 | How many PgMP | How many PfMP
Most project management professionals with a certain number of years of experience would like to move up their career ladder to senior positions that provide them with higher visibility, wider recognition, and a definite bump in their pay scale. They would aim to become a
- PMO Leader of their organization
- A Program Manager handling multiple connected projects
- A Portfolio Manager who drives the vision and mission of an organization through successful programs and projects
- An executive who is implementing a strategic initiative for the success of the organization
Some professionals might be looking to migrate from their current organization to a better/higher position in another organization and might be wondering what could be one of the keys that open that door to success.
Advanced Certifications might be the solution.
![Move up the career ladder](https://dharamsingh.co/wp-content/uploads/2021/03/Move-up-The-career-ladder.png)
Move up the career ladder
Advanced Certifications
Advanced Certifications are for professionals,
- Who are established in their careers but want to climb up further
- Who want to increase their knowledge and improve professional ways of working
- Who are working in a role much more extensive than their current designation
- Who wants to prove a point to professionals in their space about their capabilities
- Who wants to prove a point to themselves for self-motivation and increase their self-worth
Advanced Certifications help you to,
- Change labels from being named an Experienced/Advanced professional to become an Expert/Master of the art.
- Change levels to elevate yourself to higher levels in the organizational hierarchy. Earn the birds-eye view.
- From “Doing the work right”, move to a phase where you start “Doing the right work” to ensure your organization’s mission and vision are accomplished through your actions. Go from Tactical to Strategic.
- It opens doors that were earlier closed in your career and creates new doors for you to venture. Gain global recognition. SKIP THE QUEUE IN PROFESSIONAL EVALUATIONS.
- Stand out from the crowd, Be that Differentiator.When all is Equal, the certified gets hired.
- Eliminate career shocks such as layoffs and retrenchments.
![Advanced Certifications help you to](https://dharamsingh.co/wp-content/uploads/2022/05/Advanced-Certifications-help-you-to.png)
Advanced Certifications
Why PgMP® & PfMP®?
The PgMP® certification recognizes advanced experience, skill, and performance in overseeing multiple related projects and their resources aligned with an organizational objective. PgMP® certification holders oversee a program’s success — a way to group multiple related projects to achieve benefits that may not be realized if the projects were managed in a stand-alone fashion.
The PfMP® certification recognizes advanced experience, skill, and performance necessary to manage and align a portfolio of projects and programs to realize organizational strategy and objectives. PfMP® certification holders oversee one or more portfolios’ success, balance conflicting demands between programs and projects, and allocate resources based on corporate priorities and capacity. As portfolio management continues to grow and organizations adopt it to achieve strategic objectives, it becomes more critical to have individuals competent in this practice area. As employers demand portfolio managers who can support the organization’s strategic goals, PfMP® certification holders will gain a distinct advantage in employment and promotional opportunities over their peers.
![Why PgMP® & PfMP®](https://dharamsingh.co/wp-content/uploads/2022/05/Why-PgMP-PfMP.png)
Why PgMP® & PfMP®
Both PgMP® & PfMP® from PMI could help you achieve the possible elevation within your organization or get you the golden ticket to join your targeted organization. Compared with the PMP, which is more than a million globally, the numbers for PgMP® and PfMP® are still in the four digits, with PfMP® crossing the 4-digit mark just a few months ago.
The Numbers – What do they say?
Irrespective of the Pandemic concerns, professionals have been pursuing their PgMP® & PfMP® goals aided by the online/remote learning program options. PgMP® has crossed the 3500 number barrier, and as on 1st March 2021, it is now at 3543. PfMP® has crossed the 1000 number milestone, and as on 1st March 2021, it is now at 1035.
![Global PgMP Stats 2021](https://dharamsingh.co/wp-content/uploads/2021/03/5.Global-PgMP-Stats-2021.png)
Global PgMP® Stats 2021
![Global PfMP® Stats 2021](https://dharamsingh.co/wp-content/uploads/2021/03/4.Global-PfMP-Stats-2021.png)
Global PfMP® Stats 2021
USA, China, India, Canada, and KSA contribute to the top 5 numbers in PgMP® and PfMP® numbers.
![Top 5 PgMP® Countries](https://dharamsingh.co/wp-content/uploads/2021/03/8.Top-5-PgMPs-Countries.png)
Top 5 PgMP® Countries
![Top Five PfMP® Countries](https://dharamsingh.co/wp-content/uploads/2021/03/9.Top-Five-PfMPs-Countries.png)
Top Five PfMP® Countries
A unique aspect in PfMP® numbers is the surge of certification holders from KSA, which has overtaken India to become the second country with the maximum number of PfMP® holders after the USA. With our training partnership with the PMI-KSA chapter, I wish the numbers of not only PfMP® but also that of PgMP® surge ahead. Students from KSA and the PMI-KSA chapter can reach out to me to avail offer associated with our partnership.
vCare Project Management is proud to have supported the following students in February 2021 in their successful pursuit of certification. This 2021, we have been producing excellent results with 10 PgMP®s and 6 PfMP®s achieving success in their certification goals aided by our training services thus far.
![Our PfMP® & PgMP®s Success Stories | Feb'21](https://dharamsingh.co/wp-content/uploads/2021/03/2.Our-PfMP-PgMP-Success-Stories-_-Feb21.png)
PfMP® & PgMP®s Success Stories | Feb’21
In the year 2020, we supported 48 PgMP®s and 16 PfMP®s in achieving success. As on 1st March 2021, we have thus far aided 322 PgMP®s of the 3543 PgMP® professionals and 58 PfMP®s of the 1035 PfMP® professionals. We have supported 322 students across 44 countries in their successful PgMP® journey.
![vCare Project Management PgMP® Stats](https://dharamsingh.co/wp-content/uploads/2021/03/6.-vCare-Project-Management-PgMP-Stats.png)
vCare Project Management PgMP® Stats
Because of the hardships that the companies and professionals are going through currently, I have decided to offer multiple discounts and flexible payment options to our upcoming mentoring and boot camp programs in 2021. These include,
- A 20% discount for Active Duty or Veteran professionals from Army, Marines, Navy, Air Force, Border, and Coast guards or any other valid military service branch
- A 20% discount for Women professionals
- A 20% discount for Differently abled professionals
- A 20% discount for professionals who are currently in dire financial constraints
Please email ([email protected]) or reach out to me on LinkedIn to avail of this discount post appropriate scrutiny.
Given below are the various online programs’ links. The online mentoring programs / virtual boot camps cover all time zones.
PgMP®: http://bit.ly/2oBKQXQ
PfMP®: http://bit.ly/39jOZSf
SAFe® / Disciplined Agile: http://bit.ly/3ogQY0N
PMP®: https://bit.ly/2BU0mFp
E-Learning: http://bit.ly/3b2HOid
Subscribe to vCare Project Management YouTube Channel to view our success stories: https://bit.ly/2YF0wJl
We are planning to do more webinars in the coming weeks. Subscribe and follow my Podcasts and interviews with Project Management Experts on YouTube at https://bit.ly/2NDY8wd
Aspirants aiming to get the PgMP® / PfMP® / SAFe® / PMP® / Disciplined Agile Credentials in 2021 can book an obligation free session with me to find out how I can assist you in passing the exam in your very first attempt. For any questions related to Project Management career, training, and certifications, you can book an obligation free 15 minutes session with me by visiting talktodharam.com
PgMP4U LinkedIn Group: http://bit.ly/2SBPwIp
PfMP4U LinkedIn Group: http://bit.ly/31P7GKR
Conclusion
Going by the numbers and the process involved in gaining the PgMP® / PfMP® certifications, it isn’t that easy for everyone to climb this mountain. These certifications are elusive by nature, and only with a determined focus, dedication, and brilliance coupled with hard work can one be able to achieve success.
I believe that this makes these certifications elite when compared with other senior project management certification offerings. This aspect alone could be the differentiator that highlights you from your peers in the project management community, helping you achieve your objectives.
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