Project Manager Traits

Having been a Project Manager and managing Project Managers, I have identified three critical traits to be an excellent Project Manager. Currently, I have the privilege to train a team of Millennials, whom have never been Project Managers. I appreciate their anxiousness to learn. Below is what I have imparted on them, not only as a starting point, but also for performance evaluation.

• Meet Deadlines
• Raise flags when any element is jeopardizing the timeline
• Be pro-active on approaching deadlines (internal and external)

The first two bullets seem obvious, but to a new Project Manager, not so much. They bear full emphasis on their key responsibilities.

The third bullet requires the most attention. Without it, inexperienced PMs will wait for the responsible party to fulfill their duties on-time. This is a major process fail point, with potential, and substantial, penalties.

Here is one more piece of wisdom to impart on a new, or experience PM for that matter, that coincides with the third bullet. An acronym that should be a poster on every Project Managers wall.

P - Push

U - Until

S - Something

H - Happens

Ensure your Project Managers lead the schedule and connect with each area on the project, before the deadline!

If Project Managers follow these basic guidelines, the projects' success is assured.

How Do You Communicate?

With all the technology to communicate, email, text, chat, phone (landline or cell), what is the best tool?

I had a rule, when I was in corporate America, after three consistent emails back and forth, I picked up the phone and called the person. After two consistent phone calls , I’d show up in their office. Of course, this was before text and chat. Now, the rule would still apply. Just include text and chat with email.

It seems we have become to dependent on texting. Sometimes I think to avoid face-to-face communication. Don’t get me wrong, I think texting is a good thing (as long as you’re not driving). It can be less intrusive, like email, allowing the recipient to respond on their own time or get a quick answer to an immediate need.

A colleague of mine told me he sends an email and then calls the person. He’s in sales and informed me people have a harder time saying no over the phone. The concept is valid in all communications. Working with someone in their presence has its own dynamics - facial expressions, tone of voice, body language, etc. I think these are positive traits, whether the conversation is positive or negative, typically some result is accomplished.

If we all could adopt a similar policy to communications, as mentioned above, I believe humanity in the workplace can be augmented or even restored if lost. Life is all about relationships.

What is your greatest strength?

You have all heard this question. If not, you have never looked for a job. This blog post is to update the question.

The strength question had a partner, "What is your weakness?" Regardless how you answer either question the response can be reversed. Say your greatest strength is team building. Does this mean your weakness in working independently. Most people will steer their answer based on the job description, or worse when answering their weakness, will attempt to make a negative a positive, i.e. "I'm a workaholic."

What about updating the question to, "What are your qualities?" Qualities are character traits that can define your work habits or your personality, which are both regarded important to fitting in the company's culture.

If your résumé clearly demonstrates you credentials, as it should, the interview process is to confirm and dig deeper into the position's specific skill sets. Depending on the interview process, at some point the interview will eventually be about "fit".

This post will not list qualities or provide a cheat sheet to answer the question. It's time for you to think about what qualities you can bring to the company. Remember, it's not about you. You can also apply this new thought to your current job for potential advancement, enhancement or just to save it.

Hiring managers, strongly consider this approach. You will discover more than just the best and worst of a person's traits (if the response is even reliable). You will discover multiple applicable "qualities" with potential and existing associates.