• Knowing What is Going On
  – A project manager must know, understand and be able to grasp what the
  project is all about before making any critical decisions which may affect the
  project. This is because many project managers do not know or understand the
  projects which they are managing.
   
• Taking Responsibility for Success or Failure of Project
  – Being a project manager requires one to take numerous responsibilities, such
  as being the mediator, the one who is being blamed, the pacifier, the slave
  driver, the unreasonable, and many more. The project manager should be the one
  to accept the responsibilities should the project encounter problems or
  difficulties.
   
• Having a Good Work Breakdown Structure
  – It is important for the project manager to have a good work breakdown
  structure (WBS) because it is the most critical document to keep projects
  right on track and not lose its focus during the implementation stage.
   
• Controlling the Project
  – Controlling the project after the planning stage will determine its outcome
  and success. Project managers are advised to use methods which are most
  comfortable to them, because it would be of no point when they do not know how
  to control the problems although the best methodologies are being adopted.
   
• Performing Cost Management
  – It is essential for the project manager to manage the project as accordingly
  within the given budget so as to ensure that the allocation is not overshot
  and problems would not be encountered when it comes to collection of payment.
   
• Identifying and Determining the Criteria and Expectations of Project
  team Members
  – As a project manager, one would have to determine and list down the
  expectations of the team members as well as the criteria that they consider
  and look for in a project, such as costs, time, usability, or other factors.
   
• Getting Sign-Offs
  – Sign-offs should always be obtained, be it for a phase or for requirement
  documents, as it depends on how projects are implemented and the type of
  deliverables in the particular organization. A sign-off serves as a good
  compass to let the project manager know that something is not right with the
  project, especially if he/she is unable to obtain a sign-off.
   
• Gaining Experience through Communication with Upper Management
  – Project managers should also harness the opportunity to approach the senior
  project managers, asking them about existing project problems within the firm
  and getting their input on how to proceed on with the project
   
• Reducing Use of Emails
  – As project management involves a lot of coordination and communication, and
  hence, it is only sincere that appointments and negotiations be made through
  phone calls. Emails should only be used for distribution of information as
  clients or anyone involved with the project, as most people do not fancy being
  confronted or corrected through mass emailing.
   
• Understanding Culture and How Projects are Managed
  – For a project manager who is managing and dealing with a project that
  involves cross-country resources, it would prove crucial to spend some time
  understanding the differences in culture and how projects are being managed in
  that country. In respect to this, the project manager would first have to
  understand how others work before forcing your way through.
   
• Maintaining Spirit of Integrity
  – Project managers would always have to maintain their integrity to ensure
  that projects can be successfully carried through, particularly when the going
  gets tough, difficult decisions would have to be made, and pressure is abound.

Source: Business Computing, Computimes, the News Straits Times newspapers,
19th February 2004
 

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The appraisal process used by great managers is focused on developing the
following:

• Assessing the talent of each individual
• Subsequently, they will provide the necessary training, coaching, and
  development opportunities so as to further increase their employees? know-how
  and skills.
• Weaknesses are compensated for or managed around.

Meanwhile, according to the source of Buckingham and Coffman, it has
identified the differences in tactics espoused by great managers, which are
delineated as follows:

• Selecting people based on talent
  – Great managers select staff based on talent rather than experience,
  education, or intelligence. Talents comprise striving (which is the drive for
  achievement or drive to put beliefs in action), thinking (such as focus and
  discipline), and relating (which include empathy and persuasion ability)
   
• Establishing realistic outcomes when setting expectations for employees
  – Great managers will assist individuals in establishing goals and objectives
  which are in line with the needs of the organization. Employees should be
  given the chance to determine the right path to accomplish tasks, as it is
  said that those who are not under constant supervision of a manager are able
  to perform and achieve the most works. In other words, this means that it is
  not advisable for the manager to micro-manage the employee as this indicates
  that he doesn?t place trust in them, especially the good ones. It is hence
  important for the HR department to support this approach to management by
  encouraging managers to adopt more participative styles. For instance, reward
  systems can be established in recognition of managers who develop the
  abilities of others.
   
• Motivating employees by focusing on their strengths
  – Great managers will help each person become more of who they are by building
  on their unique strengths which will best support their success. In addition,
  great managers will also take the initiative in finding out what motivates
  every staff member and will hence provide more of
   
• Finding the right job for the person to develop as an individual
  
  – The job of a manager is to help every person whom he employs improve his/her
  job performance, to which he the manager can do so by identifying the right
  role for each employee, and determining as to whether the each employee is
  fitted in the right and appropriate role.
  – The HR staff can contribute their role here by maintaining a comprehensive
  and thorough understanding of positions and needs across the organization and
  helping each individual to be matched against the right job fit. In addition,
  the HR staff should also develop a promotion and hiring process that supports
  people in positions that ?fit?, while keeping documentation of testing, job
  applications, performance appraisals, and performance development plans.
  – HR who can assist managers to understand and apply these concepts will help
  create a successful organization that consists of strong and talented people
  who can contribute productively to the well-being of the firm and business.

Source: The ?Appointments? column in the News Straits Times newspapers,
17th February 2004
 

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