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Leadership and Management Article Reviews

Listed below are various articles, processes & methods, learning material, and references focused on Program Management Leadership & Management topics. 

  
  
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Summary Description
  
  
Activity Logs - Finding More Time in Your Day.aspx
  
ReferenceLeadership and Management Article Reviews
Activity Logs - Finding More Time in Your Day
Activity Logs can help you find how you spend your day and is the first step in understanding why you spend it that way!
Key Points:  Once you've analyzed your Activity Log, you should be able to boost your productivity by applying one of the following actions to various activities:

Eliminate or delegate jobs      that aren't part of your role, or that don't help you meet your      objectives.
Schedule your most      challenging tasks for the times of day when your energy levels are      highest. That way, your work will be of better quality, and it should take      you less time to do.
Minimize the number of      times you switch between types of task. Multitasking is not efficient.
Get your Team involved!

http://www.mindtools.com/pages/article/newHTE_03.htm
Editor’s Note:  There are many resources for the tools and techniques  presented in this series of articles.  A few examples follow:
Mind Tools:
http://www.mindtools.com
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Explore and share!
 
Time management skills.
5/18/2017 8:23 PM
Hartnett s Consensus-Oriented Decision-Making Model.aspx
  
ReferenceLeadership and Management Article Reviews
Developing Solutions Collectively
Hartnett's Consensus-Oriented Decision-Making Model
The CODM model was developed by psychologist, Dr. Tim Hartnett, and it was published his 2010 book "Consensus-Oriented Decision-Making."
The model uses a seven-step process. The steps are:

Framing the problem.
Having an open discussion.
Identifying underlying      concerns.
Developing proposals.
Choosing a direction.
Developing a preferred      solution.
Closing.

Getting everyone involved in the solution can go far in achieving the “buy-in” necessary for success.  Fostering an environment of open, non-judgmental discussion is key to collaboration.  This helps develop more ideas, better solutions, and better decisions.
The model is most useful for complex projects and problems, where you need to decide on the best way forward, and where the solution to your problem isn't clear. However, you can tailor it to a variety of other situations as well.
http://www.mindtools.com/pages/article/codm.htm
Editor’s Note:  There are many resources for the tools  and techniques presented in this series of articles.  A few examples  follow:
Mind Tools:
http://www.mindtools.com
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Explore and share!
Consensus approaches to developing more ideas, better solutions, and improved decisions.
5/18/2017 8:23 PM
Perfectionism - Overcoming All-or-Nothing Thinking.aspx
  
ReferenceLeadership and Management Article Reviews
Perfectionism:  Overcoming All-or-Nothing Thinking
While we all need to do high quality work, excessive perfectionism can do more harm than good. This resource provides approaches to mitigating the potential damage as well as strategies to deal with perfectionism.

Key Points
Perfectionism, in the form of "maladaptive perfectionism," can push  you to set unrealistically high goals. It can also reduce productivity  and creativity, and can lead to various health problems.
To overcome your perfectionist behaviors, start by listing everything  you do (or don't do) because of your desire for perfection.
Next, identify why you believe that each task has to be perfect, and  come up with an action that you can take to challenge this behavior.  Focus on one behavior at a time – if you try to overcome several  behaviors at once, it may leave you feeling stressed, which means that  you're far more likely to quit.
Also, set realistic goals, listen to your emotions, and don't fear mistakes.

http://www.mindtools.com/pages/article/perfectionism.htm
Editor’s Note:  There are many resources for the tools and techniques   presented in this series of articles.  A few examples follow:
Mind Tools:
http://www.mindtools.com
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Explore and share!
Improved thinking processes.
5/18/2017 8:23 PM
PEST Analysis.aspx
  
ReferenceLeadership and Management Article Reviews
PEST Analysis
Key Points:
PEST Analysis is a useful tool for understanding the ‘big picture’ of the environment in which you are operating, and for thinking about the opportunities and threats that lie within it. By understanding your environment, you can take advantage of the opportunities and minimize the threats.
PEST is a mnemonic standing for Political, Economic, Social and Technological. These headings are used to brainstorm the characteristics of a country or region or work environment and then draw conclusions about the forces of change operating within it.  This context can improve the results of your decision processes.
http://www.mindtools.com/pages/article/newTMC_09.htm
Editor’s Note:  There are many resources for the tools and  techniques presented in this series of articles.  A few examples follow:
Mind Tools:
http://www.mindtools.com
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Explore and share!
Quickly identify the characteristics of your work environment.
5/18/2017 8:23 PM
How To Manage The 5 Triggers Of Resistance To Change.aspx
  
ReferenceLeadership and Management Article Reviews
Change -- even the suggestion of change -- can trigger very undesirable responses.  In this white paper, the author addresses the followiing:
 

Resistance triggers


We know that psychologically this is all to do with people feeling loss of control and disruption. But what triggers these feelings? Over the years we have identified five main triggers for resistance.





People feel their future security could be threatened
They will be negatively impacted financially
People?s work relationships change
Changes are made to their levels of responsibility



The learning curve for the new role is too steep

More at this link:


http://www.changefirst.com/uploads/documents/How_to_manage_the_5_triggers_of_resistance_to_change.pdf
This is one of many publically accessible resources at www.changefirst.com.


 
You KNOW there will be resistance to change.  What are the triggers to resistance that you should be aware of and try to mitigate early in the change process?
5/18/2017 8:24 PM
How to select a change management methodology.pdf
  
ReferenceLeadership and Management Article Reviews
A change management
A change management methodology includes processes,tactics and tools for managing the people side of the change and to effectively transition organisationsthrough change.  This paper uses "key questions" to evaluate a potential change management methodology.



What are the 10 key questions to ask when selecting a change methodology?




1. Will it meet your business needs and is it good value for money?


2. Can it be customized to suit your specific needs?


3. Can it be easily integrated into other processes?
4. Is it straight-forward to learn?
5. Does it have a step-by-step process that is easy to follow and apply?
6. How usable are the tools and materials that support it?
7. Is accreditation available to ensure people have reached a


specific standard?
8. What is the level of on-going support from the methodology provider?

9. Can it be maintained by internal staff?



10. Is it recognized by professional bodies?
More at this link:
http://www.changefirst.com/uploads/documents/How-to-select-a-change-management-methodology.pdf
This one of many publically accessible resources at www.changefirst.com.  
 
This resource can help mitiage the inevitable resistance that accompanies organization change attempts. Reference Link: How To Select A Change Management Methodology (http://www.changefirst.com)
5/18/2017 8:24 PM
Leaders of the Revolution Changefirst Whitepaper April 2011.pdf
  
ReferenceLeadership and Management Article Reviews
This white paper gives consideration to a question that consistently is ranked as the key risk to successfully delivering change within your organisation - how do you build change leadership capability in your organisation?   The tool and techniques section and measures of success section might be of particular interest as you consider your strategy for change in your organization.

 
Part 1: 
 
Where are tomorrow's change 
leaders?



(Pg 2) Part 2: What does good change leadership really look like? 
(Pg 2)


Part 3:
    
Part 4
 : Tools and techniques for change leaders 
 
 
Part 5:
 

 

Benefits & measures of success (Pg 10)
(Pg 7)
The process - how to build change leadership capability
(Pg 4)


For more information, go to this link:
 
http://www.changefirst.com/uploads/documents/Leaders_of_the_Revolution_-_Changefirst_Whitepaper_April_2011.pdf

This is one of many publically accessible resources from ChangeFirst.  Visit www.changefirst.com for more resources.
This resource can help mitigate the invevitable resistance that accompanies organizational change attempts. Reference Link: Leaders of the Revolution - A Change Management White Paper (http://www.changefirst.com)
5/18/2017 8:24 PM
The ROI For Change Management whitepaper.pdf
  
ReferenceLeadership and Management Article Reviews
There have been a number of independent studies in the last few decades on the overall performance of projects and initiatives in organisations. But few have focused on isolating the real impact of change management on project performance. The question is: 'Does change management really work?"  While this white paper focuses on a financial return on investment, it also addresses behavioral changes as a by-product.  For your organization, a metric might be reduced cycle time for preparing supporting documentation for your program review or DAB.
More at this link:
http://www.changefirst.com/uploads/documents/The-ROI-For-Change-Management-whitepaper.pdf
This is one of many publically accsssible resources at www.changefirst.com
Being able to document a positive return on investment for, often costly, change management attempts, can help mitigate the inevitable resitance that accompanies any organizational change effort. Reference Link: The ROI For Change Management (http://www.changefirst.com)
5/18/2017 8:24 PM
Intentional Change Theory.aspx
  
ReferenceLeadership and Management Article Reviews
"Without continual growth and progress, such words as improvement, achievement, and success have no meaning." – Benjamin Franklin.
Richard Boyatzis, a professor at Case Western Reserve University, created the Intentional Change Theory (ICT) and published it in the Journal of Management Development in 2006.
The model recommends that you use the following five steps to make a lasting change:

Discover your ideal self.
Discover your real self.
Create your learning agenda.
Experiment with and practice new habits.
Get support.

You can use the framework to customize your change process to suit your own life, learning style, and environment. However, change will only happen if you build small changes into your life, practice them to build new habits, and ask for support when you need it.
Change can be very challenging and difficult.  Having the right tools can provide you the framework for success.
-----------------------------------------------
Editor’s Note:  There are many resources for the tools and techniques presented in this series of articles.  A few examples follow:
Mind Tools:
http://www.mindtools.com
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
 
Provides a framework for career-related change approaches.
5/18/2017 8:24 PM
A Leader s Mood - The Dimmer Switch for Performance.aspx
  
Learning MaterialLeadership and Management Article Reviews
In a Harvard Business Review article called Leadership That Gets Results, Daniel Goleman cites research which shows that up to 30% of a company's financial results (as measured by key business performance indicators such as revenue growth, return on sales, efficiency and profitability) are determined by the climate of the organization.
So what is the major factor that drives the climate of an organization? It's the leader: in Primal Leadership: Realizing the Power of Emotional Intelligence, Goleman states that roughly 50-70% of how employees perceive their organization's climate is attributable to the actions and behaviors of their leader. A leader creates the environment that determines people's moods at the office and their mood, in turn, affects their productivity and level of engagement.
To access this article go to:
http://www.mindtools.com/pages/article/newLDR_67.htm
Editor’s Note:  There are many resources for the tools and  techniques presented in this series of articles.  A few examples follow:
Mind Tools:
http://www.mindtools.com
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Explore and share!
Understand how people's perception of your mood can impact organizational effectiveness.
5/18/2017 8:24 PM
Decision Making Tools - How to Make Better Decisions.aspx
  
ReferenceLeadership and Management Article Reviews
Decision making is an essential leadership skill. If you can learn  how to make timely, well-considered decisions, then you can lead your  team to well-deserved success. If, however, you make poor decisions,  your time as a leader will be brutally short.
The 40+ techniques explained in this section help you to make the best decisions possible with the information available. These tools help you map out the likely consequences of decisions, balance different factors, and choose the best courses of action to take.
Once your are comfortable with these tools, you can provide coaching and mentoring to your subordinates as part of their own professional development.  See the URL listed following this description.
------------------------------------------------------------------------------
Editor’s Note:  There are many resources for the  tools and techniques presented in this series of articles.  A few  examples follow:
Mind Tools:
http://www.mindtools.com
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Explore and share!
Improve your decision making by sampling and using these 40+ techniques.
5/18/2017 8:24 PM
Energizing Yourself - Powering Through Your Day.aspx
  
ReferenceLeadership and Management Article Reviews
You KNOW when you don't have your "A Game".  Your energy levels are down, you tend to nod off, concentration wanders, and you frequently have to revisit decisions.  Bummer!
Most of us experience ups and downs in our energy levels. To keep yourself energized, incorporate a balance of short- and long-term strategies.

Rehydrate yourself.
Use light.
Take a walk.
Listen to music.
Eat healthier food.
Exercise regularly.
Find meaning.
Look at your schedule.

Keep in mind that several factors can cause you to have low energy. If your energy levels don't improve after a few weeks, seek advice from a health professional to check that there isn't a more serious problem.
Here is a link to get you started:
http://www.mindtools.com/pages/article/energizing-yourself.htm
__________________________________________________________
Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!
Improved personal performance.
5/18/2017 8:24 PM
The ABC Technique - Overcoming Pessimistic Thinking.aspx
  
ReferenceLeadership and Management Article Reviews
Is your glass half full or half empty?  Or are you like the engineer who is convinced that the glass is always full -- with both air and liquid!  Perspective plays a large role in how we deal with our daily challenges.  Change is inevitable; progress is optional.  It's up to you!
The ABC Technique is an approach developed by Albert Ellis and adapted by Martin Seligman to help us think more optimistically.
The technique is based on our explanatory style. That is, how we explain difficult or stressful situations to ourselves, across dimensions of permanence, pervasiveness, and personalization. These thoughts directly impact what we believe about the event, ourselves, and the world at large.
The Technique pushes you to analyze three aspects of a situation:

Adversity.
Beliefs.
Consequences.

Whenever you encounter adversity you develop thoughts and beliefs about the situation. This, in turn, leads to consequences.
To be optimistic, you must change what you believe about yourself, and the situation, when you encounter adversity. Positive beliefs will, in turn, lead to more positive consequences, and a more positive outlook.
Here is a link to get you started:
http://www.mindtools.com/pages/article/abc.htm
__________________________________________________________
Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!
Improved stress management.
5/18/2017 8:24 PM
The Power of Good Habits - Using High-Performance Habits to Achieve Significant Goals.aspx
  
ReferenceLeadership and Management Article Reviews
Most of us want to be high achievers.  You wouldn't be here if a sense of accomplishment wasn't high on your list of persnal goals.  It takes lots of practice to become proficient and to consistently achieve excellent performance.  It helps if you "practice perfectly".  Good habits need to be practiced perfectly.
Habits are powerful. They bring about change one step at a time, and they help you ensure that these changes become part of your life.
However, you're far more likely to reach your goal if you make your new habits part of your regular routine. Follow these steps to make good habits stick:

Identify what you want to achieve.
Build good habits into your routine.
Reflect on your habits.
Develop self-discipline.
Get support.

When you decide to establish new habits in your life, focus on one at a time. If you try to overhaul your entire schedule at once, you'll likely get overwhelmed and quickly revert to old behaviors.
Here is a link to get you started:
http://www.mindtools.com/pages/article/power-good-habits.htm
__________________________________________________________
Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!
Improved performance through developing good habits.
5/18/2017 8:24 PM
Dealing With Poor Performance - Is it Lack of Ability or Low Motivation.aspx
  
ReferenceLeadership and Management Article Reviews
I can't believe I hired that guy!  This doesn't happen often, but when it does, you know that a lot of your most valuable resource -- your time -- is about to be consumed in ways that don't make you happy!  While it will still be a challenge, you can improve the chances of a successful intervention by focusing on other than the symptoms.
You need to understand the root of a performance problem before you can fully address it. Ability and motivation go together to impact performance, and the most successful performance improvement efforts combine strategies for improving each. This creates a positive environment where people feel supported to reach their performance potential; and feel valued, knowing that the organization wants to find a good fit for their abilities.
At times, your interventions may not be enough to salvage the situation. As long as you've given performance enhancement your best effort, and you've reasonably exhausted all your options, then you can feel confident that you're making the right decision if you do need to let someone go.
Before going down that route, however, try the strategies discussed here and create a great work environment for your employees – one where their abilities are used to their full potential, and where good motivational techniques are used on a regular basis.
Here is a link to get you started:
http://www.mindtools.com/pages/article/newTMM_80.htm
__________________________________________________________
Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!
Improved team management and performance.
5/18/2017 8:24 PM
Managing Rebels - Guiding Independent Thinkers.aspx
  
ReferenceLeadership and Management Article Reviews
What is a workplace rebel?  The Random House Dictionary defines a rebel as "a person who resists any authority, control, or tradition." Rebels like to challenge the status quo - and, in the workplace, that includes management, business practices, and colleagues' ideas.

Rebels can present management challenges, but they're often also valuable assets. Unlike rogues, who are disruptive and don't perform well, rebels often have innovative ideas, and they're usually the first to talk about problems that no one else wants to discuss. However, they can also upset colleagues and bend rules to pursue their own goals.
To get the best out of workplace rebels, follow these steps:

Understand their motivation.
Show them the impact of their behavior.
Refocus their energy.
Encourage them.
Coach them to be team players.

Remember that the reasons for rebels' behavior can be complex. But if you're clear that they simply want to make changes, give them the chance to do this. Remind them that while it's great to want to make changes, these won't happen overnight, and that changing their own behavior will pay the most dividends in the long run.


Here is a link to get you started:
http://www.mindtools.com/pages/article/managing-rebels.htm
__________________________________________________________
Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!
Effective use of challenging employees.
5/18/2017 8:24 PM
Predicting Program Success Not Child s Play.pdf
  
Program ManagementDoDLearning MaterialLeadership and Management Article Reviews
This article by Debra E. Hahn was published in the Defense AT&L: January-February 2014 magazine.

...In summary, wicked problems tend to be one-of-a kind situations without a "right" solution; a number of possible, reasonable solutions exist. Because of the complexity of a wicked problem, its resolution typically creates another problem; which is typically wicked. It is this never-ending cycle of wicked problem after wicked problem that explains why the DoD acquisition process is inconsistent and why years of acquisition reform changes have improved overall individual program performance very little...
5/18/2017 8:24 PM
Your PM Personality Owen Gadeken.pdf
  
Engineering; Program ManagementAir Force; DoDLearning MaterialLeadership and Management Article Reviews
This article by Owen Gadeken was published in the Defense AT&L: January-February 2014 magazine....Personality type doesn’t sound like a topic with much relevance to program management. Most of my DAU students in the program management (PM) career path don’t think a lot about the impact of their personality or management style until they begin to have problems on the job. Then it slowly dawns on them that their personality may be part of the problem as well as the way forward to a solution...
5/18/2017 8:24 PM
The Agile Leader - Adaptability.aspx
  
ReferenceLeadership and Management Article Reviews
In your role as leader, how adaptable are you?  Really?  When considering new or unfamiliar ideas, do you remain open or do you allow your usual “mental scripts” – those patterns that bias your thinking – to dominate your decision processes?  In a group setting do you help your people distinguish between observation and inference, between fact and conjecture?  Do you habitually insist on going "by the book"?  How does this affect the approach your people take?  Do you “push the envelope” and allow yourself and others to grow and mature your critical thinking skills?  If you left tomorrow, what would your successor do to improve things?  The Agile Leader: Adaptability by Bruna Martinuzzi explores these and other questions and possible approaches that can improve your adaptability (as well as your organization’s) as you increase your competitive advantage in an increasingly challenging world.

Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!
Improved critical thinking skills for you and your team. Increase personal and team effectiveness and competitiveness in a resource constrained environment.
5/18/2017 8:24 PM
Dealing With Angry People - Learning How to Defuse Tense Situations.aspx
  
ReferenceLeadership and Management Article Reviews
Key Points
Anger is a universal emotion, and, no matter what you do, it's important to know how to deal with angry people calmly and assertively.
Start by finding the root cause of their anger by asking open-ended questions. If you or your organization are at fault, apologize appropriately (but be careful of liability issues), and work on finding a solution. Ask them what you can do to resolve the situation.
Try not to get angry yourself. Stay calm, speak slowly, and use non-threatening body language. A calm, rational response can go a long way toward calming angry people down.

Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!
Conflict resolution, Improved productivity,  Coaching and mentoring
5/18/2017 8:24 PM
How Good are Your Listening Skills -- Understanding Someone s Entire Message.aspx
  
ReferenceLeadership and Management Article Reviews
Key Points
When you have good listening skills, you not only "hear" what's being said, but you listen to the whole message as well. Because of this, you help others express themselves fully.
When you need to listen, make sure that you're prepared, and ensure that things in your environment will not distract you. Also, do what you can to put people at ease.
Next, use active listening techniques so that you give people your full attention, and so that you can understand the nonverbal elements of their message.
Then, take your listening skills to the next level with empathic listening. When appropriate, embrace silence, and make an effort to see things from other people's perspectives.

Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!
Improved communication, team member feelings of value, conflict avoidance, scrap and rework reduction
5/18/2017 8:24 PM
Kotter s 8-Step Change Model - Implementing Change Powerfully and Successfully.aspx
  
ReferenceLeadership and Management Article Reviews
Key Points
No doubt you’ve heard of, or even used, Kotter’s approach.  This article provides a quick review.
You have to work hard to change an organization successfully. When you plan carefully and build the proper foundation, implementing change can be much easier, and you'll improve the chances of success. If you're too impatient, and if you expect too many results too soon, your plans for change are more likely to fail.
Create a sense of urgency, recruit powerful change leaders, build a vision and effectively communicate it, remove obstacles, create quick wins, and build on your momentum. If you do these things, you can help make the change part of your organizational culture. That's when you can declare a true victory. then sit back and enjoy the change that you envisioned so long ago.
__________________________________________________________
Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!

Effectively dealing with change and the angst that it causes.  Improved organizational effectiveness.  Proactive leadership.
5/18/2017 8:24 PM
Kelley and Conner s Emotional Cycle of Change - Keeping Going When You Make a Voluntary Change.aspx
  
ReferenceLeadership and Management Article Reviews
Key Points
Managing change is more than just organizational change.  Sometimes YOU make a personal choice to change.  How do you deal with this?  Kotter might not help here.
Don Kelley and Daryl Conner developed the Emotional Cycle of Change, and published it in the "1979 Annual Handbook for Group Facilitators." The model outlines the five emotional stages that most people go through during voluntary change:
Stage 1: Uninformed optimism. Stage 2: Informed pessimism. Stage 3: Hopeful realism. Stage 4: Informed optimism. Stage 5: Completion.
When you understand these five stages, you can prepare yourself for the practical and the emotional impacts of the changes that you decide to make.
__________________________________________________________
Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!

Manage the predictable cycle of emotions when we choose to make a change.
5/18/2017 8:24 PM
SWOT Analysis.aspx
  
ReferenceLeadership and Management Article Reviews
A SWOT analysis (alternatively SWOT matrix) is a structured planning method used to evaluate the strengths, weaknesses, opportunities, and threats involved in a project or in a business venture. A SWOT analysis can be carried out for a product, place, industry or person. It involves specifying the objective of the business venture or project and identifying the internal and external factors that are favorable and unfavorable to achieve that objective. The technique is credited to Albert Humphrey, who led a convention at the Stanford Research Institute (now SRI International) in the 1960s and 1970s using data from Fortune 500 companies. The degree to which the internal environment of the firm matches with the external environment is expressed by the concept of strategic fit.
Setting the objective should be done after the SWOT analysis has been performed. This would allow achievable goals or objectives to be set for the organization.
Strengths: characteristics of the business or project that give it an advantage over others.
Weaknesses: characteristics that place the business or project at a disadvantage relative to others
Opportunities: elements that the project could exploit to its advantage
Threats: elements in the environment that could cause trouble for the business or project
Identification of SWOTs is important because they can inform later steps in planning to achieve the objective.
First, the decision makers should consider whether the objective is attainable, given the SWOTs. If the objective is not attainable a different objective must be selected and the process repeated.
Users of SWOT analysis need to ask and answer questions that generate meaningful information for each category (strengths, weaknesses, opportunities, and threats) to make the analysis useful and find their competitive advantage.
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Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!

Improved organizational insight and better decisionmaking.
5/18/2017 8:24 PM
The Psychological Contract.aspx
  
ReferenceLeadership and Management Article Reviews
Key Points
In management, economics and HR (human resources) the term 'the Psychological Contract' commonly and somewhat loosely refers to the actual - but unwritten - expectations of an employee or workforce towards the employer. The Psychological Contract represents, in a basic sense, the obligations, rights, rewards, etc., that an employee believes he/she is 'owed' by his/her employer, in return for the employee's work and loyalty.
This notion applies to a group of employees or a workforce, just as it may be seen applying to a single employee.
This article refers to 'the organization' and 'leaders' and 'leadership', which broadly are the same thing in considering and describing the Psychological Contract. Leadership or 'the leader' is basically seen to represent the organization, and to reflect the aims and purposes of the owners of the organization. Leaders and leadership in this context refer to senior executive leaders or a chief executive, etc., not to team leaders or managers who (rightly) aspire to be leaders in the true sense of the word (covered under leadership, separately).
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Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Leadership Qualities:
https://www.tinypulse.com/blog/sk-top-leadership-qualities
Leadership Library:
http://www.lsus.edu/Documents/Student%20Life/Student%20Activities/Leadership%20Resources%20-%20Online%20Leadership%20Library%20Final.pdf
The Art & Science of Leadership:
http://www.nwlink.com/~donclark/leader/leader.html
Explore and share!
Understand employee versus leadership expectations of inputs and outcomes in the workplace.
5/18/2017 8:24 PM
Six Sigma Cliff s Notes.aspx
  
ReferenceLeadership and Management Article Reviews
Key Points
OK gang, it’s review time.  You may not have opened this tool box in quite a while so let’s get familiarized (again) with the jargon associated with six sigma training, history, definitions – in short, the six sigma and quality management glossary.  As the DoD continues to operate in a rather austere fiscal environment, finding ways to do things “faster, cheaper, better” becomes even more compelling.  Much of what we do relies on customer funding and our customers demand value.  I encourage you to refresh yourselves on Lean and Six Sigma guiding principles – and then apply them to your organization’s and customers’ advantage.
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Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!

Deliver quality products and services that customers demand in a challenging budgetary environment.
5/18/2017 8:24 PM
Risk Management Refresher.aspx
  
ReferenceLeadership and Management Article Reviews
Key Points
This “refresher” on project risk management tools and techniques is no substitute for experience and a thorough understanding of the Risk Management Guide for DoD Acquisition at this link:
http://www.acq.osd.mil/se/docs/2006-RM-Guide-4Aug06-final-version.pdf
That said, a quick review of the major risk management tenets may help the PM focus on where more in-depth study is required.  It may also encourage the PM to benchmark other program’s and their approach to risk management.  Why reinvent the wheel if you can adopt best practices for your program.
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Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!

Provide a framework for anticipating and dealing with the risks that inevitably accompany a program on its journey to completion.
5/18/2017 8:24 PM
How to Create a Wiki.aspx
  
ReferenceLeadership and Management Article Reviews
Key Points
DoD work is increasingly virtual.  Collaboration and sharing can be a significant challenge with geographically dispersed team members.  But there is help!  A wiki is a website that allows you and your team to share information and ideas, organize group work, and collaborate on projects. Anyone with permission to access the site can contribute to, and edit, the wiki.
To create a wiki for your team, follow these six steps:
Step 1: Establish a need.
Step 2: Conduct a risk analysis.
Step 3: Set the wiki up.
Step 4: Achieve buy-in.
Step 5: Invest in training.
Step 6: Keep the wiki up-to-date.
Wikis are "live" documents, and they need to be maintained. Appoint a curator to take care of the wiki and ensure that others are updating it. This will extend the useful lifespan of the wiki by keeping the information up-to-date, relevant, and well-ordered.
There are several officially sanctioned sites that could host your wiki.  Which one you choose depends on your needs:

DTIC runs DoDTechipedia (https://www.dodtechipedia.mil/), which is a DoD wide wiki for sharing technical information.  DoDTechipedia only allows up to UNCLASSIFIED/FOUO information to be posted.
The  PEO C3T MilTech Solutions office runs milSuite (https://www.milsuite.mil/), which has a general use D0D wide wiki (https://www.milsuite.mil/wiki/Main_Page).  milWiki only allows up to UNCLASSIFIED/FOUO to be posted.
The The Intelink Service Management Center (ISMC) runs Intelink (https://www.intelink.gov/homepage/default2.aspx), which is mainly but not exclusively for the intelligence community.  Intelink has a wiki called Intellipedia (https://intellipedia.intelink.gov/wiki/Main_Page) which only allows up to UNCLASSIFIED/FOUO information to be posted.  However, there are also versions for classified information as well.

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Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!
Learn how to set up a wiki to encourage collaboration and knowledge-building in your team.
5/18/2017 8:24 PM
The 7 Cs of Communication.aspx
  
ReferenceLeadership and Management Article Reviews
Key Points
We can spend almost our entire day communicating.
So, how can we provide a huge boost to our productivity? We can make sure that we communicate in the clearest, most effective way possible.
This is why the 7 Cs of Communication are helpful. The 7 Cs provide a checklist for making sure that your meetings , emails , conference calls , reports , and presentations are well constructed and clear – so your audience gets your message.
According to the 7 Cs, communication needs to be:

Clear.
Concise.
Concrete.
Correct.
Coherent.
Complete.
Courteous.

In this article, we look at each of the 7 Cs of Communication, and we'll illustrate each element with both good and bad examples.
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Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!
 
Use the 7 Cs of Communication as a checklist for all of your communication. By doing this, you'll stay clear, concise, concrete, correct, coherent, complete, and courteous.
5/18/2017 8:24 PM
Team-Specific Motivation.aspx
  
ReferenceLeadership and Management Article Reviews
Key Points
People who do the same job or work in the same team are often motivated by similar things. By approaching motivation at team level, you can maximize the impact of your work on motivation.
Although many people understand how important it is to customize motivational strategies to fit a person's strengths and interests, you can also use the Team-Specific Motivation exercise to motivate your team.
Meet with your team and explain why it's important to find their top five motivators. Then, ask them to come up with what motivates them from their perspective, and from others' perspectives. Rate the team's top five motivators, tally the scores and then decide as a group how to deliver on those motivators.
Don't forget, though, that each individual will have his or her own motivators, so remember to address these. Set up an anonymous survey, or provide a suggestions box that people can use to submit their comments.
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Editor’s Note: There are many resources for the tools and techniques presented in this series of articles. A few examples follow:
Learn Out Loud:
http://www.learnoutloud.com/Free-Audio-Video/Self-Development
Business Balls:
http://www.businessballs.com/
Project Management Guru:
http://www.projectmanagementguru.com/index.html
Mind Tools:
http://www.mindtools.com
Explore and share!
There are some common factors that motivate everyone on your team.  Once you have uncovered these top motivators, you can focus on them to bring out the very best in everyone.
5/18/2017 8:24 PM
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