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Introduction to Project Management Course
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Leading Projects In Organizations
SCS 1952
Session 1
Vision, Strategy and
Project Management
2
Instructor Haig Baronikian, Ph.D., PMP, P.Eng. [[email protected]]
President and Senior Consultant at eFuel Partners Inc [www.efuel.ca]
Telecom/IT, eHealth, eLearning fields
Education
Ph.D. Industrial Engineering University of Toronto
M.Ed. University of Toronto/OISE
M.Eng. Electrical Engineering McGill University
B.A.Sc. Systems Design Engineering University of Waterloo
Professional Experience
18 years at Bell Canada Leadership roles in corporate strategy, research, marketing, systems integration, customer systems engineering, software development
12 years as management consultant, project leader, innovation instigator, educator (developing/delivering training) and speaker
Co-author of textbook, Leadership in Project Management: Leading People and Projects to Success [www.YouAsaLeader.com]
Certificate in Project Management Fundamentals - Provides a comprehensive overview of project management, preparing you to manage both large and small-scale projects. It covers both the hard skills of cost and implementation management and the crucial organizational management skills necessary for long term success
The Foundations of Project Management (SCS 1860): Basic concepts and functions of project management, and the project management framework
Project Implementation and Control (SCS 1937): In-depth issues involving the successful implementation of planned projects
Leading Projects in Organizations (SCS 1952): Concepts, approaches and tools covering relevant leadership and organizational aspects of project management
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Course and Certificate Overview
Leadership in Project Management Leading People and Projects to Success, Second Edition
Authors: Arora and Baronikian
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Required Text
Over the next 12 weeks, we will cover:
1. Vision, Strategy and Project Management
2. Organizational Culture
3. Organizational Structure + Project Management Maturity and the Project Management Office
4. You as a Leader
5. Building a High Performance Team
6. Mid-Term Exam + Ethical Leadership
7. Stakeholder Management
8. Communication Management
9. Change Management
10. Success and Closure +
Project Presentations
11. Project Presentations
12. Final Exam
5
A Walk through the Course Outline
Quizzes 10%
Group Work 30%
Mid-Term Exam 20%
Final Exam 40%
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Assessment
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Session 1
Vision, Strategy and Project Management
In real life, strategy is actually very straightforward. You pick a general direction and implement like hell.
- Jack Welch
Session Outline
1. Vision, Mission and Values!
2. Strategic Planning and the Balanced Scorecard
3. Portfolios, Programs and Projects enable a successful strategy implementation
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*Please refer to the textbook for references and
sources for all information and exhibits
Learning Objectives
Define and outline key aspects of organizational:
Vision
Mission
Values
Understand how mission, vision and values provide context for strategy and the strategic planning process
Differentiate the role of deliberate and emergent strategy
Explain the concepts of portfolio, program and project management and their relationship to organizational strategy
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Readings
Vision, Strategy and Project Management
Arora and Baronikian, Leadership in Project Management, Second Edition Chapter 1: Vision, Strategy and Project Management
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1. Vision, Mission and Values!
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Leadership and Organizational Context
Project leaders and projects operate within an organizational context
Every organizations internal and external circumstances define and drive its priorities, resourcing and projects
Therefore, project leadership is impacted by organizational vision, mission, values and strategy
This strategic context guides the organization in selecting the right and most beneficial projects in which to invest
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The Mission Statement what do they say they do, why they do it, for whom, and how they do it
The Vision Statement where does the organization see itself going if anywhere! It should know its pathway! Your vision should project a compelling story about the future
The Values Statement the source or inspiration on which behaviour is (should be) based
Key Indicators of Organizational Culture and Environment
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Vision
The vision of an organization is simply a statement about its desired future
It is a description of the organizations hopes and dreams, answering the question:
What do we want for our future and what will success look like?
It speaks to the what of the destination, not the how of getting there
The vision can be and often is figurative rather than literal
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Vision Statement
An organizations Vision Statement is a concise, aspirational word picture of its future
A Vision Statement should serve as a source of inspiration for a range of stakeholders, both internal and external
An organizations Vision Statement helps to focus energy and mobilize resources toward a common and significant goal
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Example Vision Statements
Apple
An Apple on every desk
There wasnt and isnt an Apple on every desk
The vision can be figurative, rather than literal
NASA
To reach for new heights and reveal the unknown so that what we do and learn will benefit all humankind
Wikimedia Foundation
Imagine a world in which every single human being can freely share in the sum of all knowledge. Thats our commitment.
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Mission
An organizations mission is very closely tied to its vision
While the vision is about the future, the mission is about the present and near-term
The mission of an organization answers the questions:
Why do we exist?
What needs do we serve?
Who do we serve?
How are we different?
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Mission Statement
The Mission Statement briefly describes the mission of an organization
It should also give some indication of how the organization will achieve its vision
Coupled with an organizations Vision Statement, the Mission Statement helps to motivate staff, focus energy and mobilize resources toward a common goal
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Example Mission Statements
Nike To bring inspiration and innovation to every athlete* in the world.
*If you have a body, you are an athlete
United Way Toronto To meet urgent human needs and improve social conditions by
mobilizing the communitys volunteer and financial resources in a common cause of caring
Coca-Cola Promise The Coca-Cola Company exists to benefit and refresh everyone it touches. The
basic proposition of our business is simple, solid, and timeless. When we bring refreshment, value, joy and fun to our stakeholders, then we successfully nurture and protect our brands, particularly Coca-Cola. That is the key to fulfilling our ultimate obligation to provide consistently attractive returns to the owners of our business.
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how are we doing it?
why do we exist?what needs do we serve?
why do we exist?who do we serve? everyone it touches
Values
The values of an organization are those shared beliefs that are held to be most important to the organization
Values are the answer to the question:
What are the essential beliefs that we share as an organization?
Over time, the values of an organization become a fundamental element of its culture
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Values Statements
Values Statements are declarations of the central values of the organization
They may reflect the key beliefs of the founders, the history of the organization or the current view of the organization
Typically, an organization describes its values in 4 7 short statements
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Values Statements
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Example Our projects are known for:
1. On time and on budget completion.
2. Meeting or exceeding our customers quality expectations.
3. Full completion of the project as contracted.
4. Excellent communications.
Questions: Does your organization have a Values Statement? Do you know what it is? Is it being fulfilled?
Maple Leaf Leaders will always: Do what's right Acting with integrity; treating people with respect Be performance driven Having an intense competitive edge; always challenging for better performance from
better people Setting stretch targets; being accountable for results Being fact based; objectively measuring progress and success Encouraging the freedom to disagree Recognizing and rewarding progress and performance Have a bias for action Maintaining the highest level of energy and urgency Assuming the initiative Accepting calculated risks, without fear of failure Building mutually supportive teams, with decisive leadership Hating bureaucracy; fostering a lean and agile organization Continuously improve Committing to continuously learn and teach Embracing change as the only path to future opportunity
Maple Leaf Foods Values Example
Source: http://www.mapleleaf.ca/working/OurValues.aspx 23
Project Team Values Statements
There can also be values determined at the level of the project team
This is especially pertinent if a project team is drawn from multiple organizations
The project team values will be most meaningful and motivating if they emerge from the team itself
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Example Project Team Values Statements
We will use this project as a foundation for the future, both to help us reach our next level of growth and to model the way for other significant initiatives
We will seek sustainability in all aspects of the design and deployment of the project
We will act with the highest integrity, professionalism and quality in all our interactions
We will share in and celebrate our project successes
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Take a few minutes and prepare your own:
1. Mission Statement
2. Vision Statement
3. Values Statements
as these apply to you as a professional
Some Practice. . .
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1. Are they concise, but complete?
2. Is there something special about them?
3. Would they be clear to a colleague, client or other stakeholder?
4. Would they be inspiring?
Review Your Statements . . .
Share these with a trusted colleague and
get feedback.
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2. Strategic Planning and the Balanced Scorecard
Strategy is about being different. Strategy means deliberately choosing a different set of activities to deliver a unique mix of value.
Michael Porter
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Organizational Context for Strategy and Projects
The vision, mission and values statements provide the essential context for the development and execution of strategy
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Organizational Resources
Vision
Mission
Organizational Strategy and Objectives
Operations
Planning and
Management
Portfolio
Planning and
Management
Management of
Ongoing
Operations
Management of
Projects
Strategy
Strategy is important as it acts as the organizational compass
The vision, mission and values of an organization should remain relatively stable, while the strategy of the organization is typically renewed every 3 - 5 years
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Strategic Planning
Strategic planning is a disciplined process for making key decisions and agreeing on actions that will shape: What an organization is
What it does
Why it does it
Strategic planning involves three essential steps: 1. Consider the current situation
2. Reflect on where we would like to be
3. Determine how best to get there
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Deliberate, Emergent and Realized Strategy
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The planned or proactive component of strategy is called the Deliberate Strategy
The organization may need to react to events and adjust strategy this is called the Emergent Strategy
Some elements in the deliberate strategy may need to be abandoned over time
The Deliberate Strategy and the Emergent Strategy, taken together, within changing circumstances and the reality of execution, constitute the organizations Realized Strategy
Strategic Planning Techniques
Strategic planning can involve a variety of techniques, including: Visioning exercises, to develop a desired future state
SWOT Analysis (Strengths, Weaknesses, Opportunities, Threats)
Market Analysis
Competitive Analysis and Benchmarking
Porters Five Forces Analysis
Gap Analysis
Ideation and innovation (for new products, services, processes, etc.)
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What is the Balanced Scorecard?
The phrase Balanced Scorecard was coined in the early 1990s by Robert Kaplan and David Norton
The roots of this approach are deep, and include the pioneering work at GE on performance measurement and reporting
The Balanced Scorecard is a powerful strategic planning, execution and performance management system used to align business activities to the vision and strategy of the organization
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A framework to translate a strategy into operational reality It extends the sole dominant
measure of the past and present Finances and balances it with consideration for:
The Customer
Internal Business Processes
Learning and Growth
And it fits with project management
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What is the Balanced Scorecard?
A system that requires development of effective measurements in all four perspectives.
Central to all four perspectives of the BSC are:
Mission what is our purpose
Values what is basic to how we operate
Vision where do we want to go and be in the future
Strategy how do we plan to get there!
Relating Strategy to the Balanced Scorecard
The Balanced Scorecard provides a framework to translate strategy into operational reality
The four strategic perspectives, quadrants or themes are: 1. Financial
2. Internal Processes
3. Customers
4. Learning and Growth
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Mission,
Vision and
Strategy
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The Four Perspectives.
1. Customer Perspective
Critical Questions -
1. Who are our target/key Customers?
2. What is our value proposition in serving them?
3. What do our customers expect/demand from us?
4. Do we know them well
The Measurements - How Do We Know if We Are Succeeding?
1. Customer Satisfaction/Surveys
2. Customer Loyalty do they come back?
3. Market Share, Number of Customers.
4. Customer Loss, Retention, Acquisition
2. Internal Process Perspective
Critical Questions -
1. Are we constantly improving processes that meet the present and future demands of customers?
2. Are we operating at an optimal level of efficiency?
The Measurements - How Do We Know if We Are Succeeding?
1. How often do we bring in new, more efficient, effective, systems, products, ideas and do they work?
2. Regulatory and Social Measures are we on top of and demonstrating these?
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The Four Perspectives.
3. Learning & Growth Perspective
1. Identify core competencies what we need in our employees to attain constant success both skills and attitude.
2. Personal Development Planning making sure staff knows and shares strategic directions.
3. Measure Employee Training how much is there and is it on target for present and new needs, is it shared with others.
4. Employee Productivity does employee development result in improved productivity and performance over time.
4. Financial Perspective
Financial measures are a critical component in all organizations profit or not-for-profit
Key Issues are:
1. Profitability or surpluses
2. Revenue growth
3. Higher output/productivity at consistent cost
4. Optimum Asset Utilization
Balanced Scorecard Framework
The Balanced Scorecard framework elaborates strategy under each perspective through specific: Objectives
Measures
Targets
Initiatives
Programs or projects
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3. Portfolios, Programs and Projects Enable a Successful Strategy Implementation
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PMBOK defines a project as a temporary endeavor
undertaken to create a unique product, service, or result.
Projects can be large or small, relatively simple or highly
complex. They end when their objectives have been reached or
the project has been terminated
A group of related projects managed in a coordinated way to
obtain benefits and control not possible from managing them
individually is called a program. Programs may include other
elements of work outside of the scope of the discrete projects
A collection of programs and projects, that are grouped
together to facilitate effective management of that work and
meet strategic business objectives, is called a portfolio
Comparison of Key Aspects of Project, Program and Portfolio Management
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Project
Management Program
Management Portfolio
Management
Purpose
Provide deliverables by executing a network of tasks
Deliver benefits by executing a network of projects
Support strategy formulation and execution from an investment perspective
Duration Temporary Longer time-frames compared to projects
Enduring process with regular balancing of investments
Strategic Alignment means
Accomplishing specific requirements and objectives
Accomplishing specific requirements and objectives, typically on a grander scale
Adjusting the balance of investments to increase probability of achieving financial and other outcomes
Strategic Accomplishment
means
Projects address functional or business unit strategies
Programs fulfill functional, business unit or enterprise strategies
Portfolios accomplish enterprise strategies
Success defined by
Meet defined metrics in terms of the triple constraint
Meet broader objectives of and generate benefits for different stakeholders
Produce longer-term value to investors and shareholders
Risk Management
Risks are typically regarded as threats
Risks are framed as opportunities and threats
Risks are deviations from investor expectations managed through portfolio balancing
Key Competencies
Management skills Leadership skills Analysis and decision-making skills
Strategic Objectives Influence Portfolio Criteria
An organizations strategic objectives considerably influence portfolio criteria, decision-making and performance indicators
Program and project intake, monitoring and the success of the portfolio would be evaluated based on a set of agreed-upon indicators
Effective strategic planning in an organization leads to appropriate new projects, programs and portfolios
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Relating Portfolios, Programs and Projects to Strategies
An example of the cascading of organization vision and mission through one or more strategic themes, to one or more programs, and then to a set of projects
Strategic planning can be extremely useful for uncovering innovative ideas and approaches
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On-Strategy is the Fourth Dimension of the Iron Triangle
Iron triangle refers to scope, cost (or budget) and time (or schedule)
These traditional constraints or success criteria should be extended to incorporate strategic alignment or being On-Strategy
It is even more important to be On-Strategy than just On-Cost, On-Time and On-Scope/On-Quality
A project which fully meets the triple constraint, but has little or no strategic value, is likely a lost investment An important exception is a project
mandated by regulatory or legislative requirements
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The Fourth Dimension
An On-Strategy project will have a larger impact on the organization and yield a better return on investment and human capital than one where the connection is unclear
This fourth dimension facilitates: Alignment of project objectives with strategy Alignment of the organizations limited resources with
strategy
Strategic alignment should be a criterion within a project scoring system, helping to filter and prioritize projects
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Good, Bad and Naughty Projects
Good projects are those which are aligned well with the organizational strategy
Bad projects are those which are not!
Naughty projects are marginal Could be highly
dependent on the influence of the sponsor
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Good [Planned] Good [Opportunistic] Naughty Bad
projects projects projects projects
Naughty Projects
Naughty projects seldom accomplish business objectives
A project sponsored by a director that makes him/her look good might not generate the right organizational benefit
Such Director or pet projects may be based on a hidden agenda e.g. Promotion to VP, transfer to a new role, receiving a
large bonus, etc.
Projects of this nature squander resources, can create unnecessary risks and may have high opportunity costs
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Chapter Summary
An organizations vision, mission and values provide fundamental context for project leaders
Effective strategic planning is vital for the health of every organization
An organizations strategy provides the compass, roadmap and rationale to help it move from its current state to its desired future state
The Balanced Scorecard is a powerful strategic planning, execution and performance management system
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Activity
Review the case study in Activity 4 at the back of Chapter 1 on strategic alignment
Consider: What was the central issue? How was it addressed? What were the outcomes? What implications might there be for project selection and for the project leader?
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Next
Read Chapter 1 in text
Check out Additional Resources on Blackboard
Check out review questions and other resources at the back of the chapter
Consider contributing resources for sharing on Blackboard with your colleagues
Send article, video, link, etc to the instructor for review
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