Dan Corbett
TO MANY, THE ROLE OF PROJECT MANAGEMENT IS A SIMPLE AND STRAIGHTFORWARD ONE THAT INVOLVES SCHEDULES, REPORTING, MANAGEMENT OF SCOPE AND RESOURCES WITH AN END GOAL TO BE DELIVERED. IT’S OFTEN SAID THE PRINCIPLES OF PROJECT MANAGEMENT SHOULD SEE A COMPETENT PROJECT MANAGER ABLE TO FACILITATE THE BUILDING OF A BRIDGE OR IMPLEMENT SOFTWARE ACROSS A COMPANY. IF THAT’S THE CASE, WHY DO PROJECTS FACE SO MANY RISKS OF FAILURE IF PROJECT MANAGEMENT TRANSLATES SO STRAIGHTFORWARDLY ACROSS PROJECTS AND INDUSTRY?
In recruiting the right project managers, it’s clear that one of the most important skill-sets to identify is how the project manager manages relationships with key stakeholders. These stakeholders are not just on the steering committee or senior management, but they are at the operational level. Understanding how project managers can read an organisations culture and adapt their project delivery style is one of the most underrated components of project management recruitment.
But how is stakeholder management assessed? The following are key points to consider in assessing stakeholder management in recruitment:
Similarity
The most straightforward way to identify how someone can manage the diverse stakeholders in a business is by looking at like-for-like experience. Has the candidate worked in a similar environment? Has the candidate managed similar projects in a similar environment? These are simple strategies that result in a safer project process as there is an inbuilt confidence that the project manager knows how different stakeholders will approach a project and has the toolkit to influence them. This is particularly effective when delivering specific technology solutions but it can lead to the problem of using a template approach to different problems rather than fresh thinking.
Adaptability
If project management is truly an adaptable process than the best sign for success in delivering a new project is how a candidate has successfully transitioned across different industries. If a project manager has demonstrated that they can successfully manage stakeholders that range from government, banking, retail and not for profit this indicates a strength in stakeholder management. Rather than having a narrow scope of cultural experiences this industry adaptability highlights a real strength in managing and understanding people rather than understanding an industry.
When you are looking to recruit, the key question to ask in the process is if you want a similar candidate or an adaptable candidate. These profiles lead to different types of candidates that bring different tools to deliver projects.
At Project Resource Partners we support businesses to ensure that they get the right candidate profile for what their project demands. If you are looking to recruit fresh thinking or a track record of delivery, we’re here to help you.
Dan Corbett
Consultant
Project Resource Partners
Level 29, 360 Collins Street, Melbourne VIC 3000 Australia
T +61 3 9949 8100 D +61 3 9949 8105
E dcorbett@projectresourcepartners.com.au