A new book for executives, and project managers, has recently been published. It’s called Coming UnScrooged, written by A. Drayton Boylston, a well-known executive coach.

Based on the classic Charles Dickens’ A Christmas Carol, Boylston gives us the story of a modern CEO. This executive has lost his bearings in a world of wealth and success. He’s also about to lose his family and his job. Cutting corners is taking a toll on his life - one that he doesn’t even recognize.

Boylston calls himself a “Rescued Executive,” so he knows what he’s talking about. His vision is to rescue one million executives from the lives that they have created for themselves. Lives that are frantic and filled with anxiety. Lives where the money is good, but the living ain’t easy.

Want to help an executive rescue him/herself? Give them this book. It not only shows the problems, but also the solutions.

This book is easy to read, so get a copy soon. You might recognize someone you know, work for, or - maybe - even yourself.

RescueInstitute.org

I know, we’ve all read the Pareto Rule, nodded our heads in agreement, and then put our noses on the grindstone and continued to do what we’ve always been doing. <shakes head sadly>

As executives and project managers, our jobs are to get work done through other people. If you’re really good at that, you spend a lot of your time talking with people. Motivating, learning, begging, pleading, etc. You find that the only time you have left to actually manage the project, or the department, is after everyone else leaves work for the day.

Would you like to find out how to change the way that you work in order to get more done and have more time for yourself? Then revisit the Pareto Rule. Eighty percent of your success comes from twenty percent of your work. If you can identify that twenty percent, how much more successful could you be by spending all of your time on it?

A copywriter named Gary Bencivenga - one of the most successful in the world - has an article about this very thing. As usual, I can’t think of a better way to put it than Gary does.

There are two things that he mentions in his article that are near and dear to my heart - having a NOT-TO-DO list and managing your time by prioritizing your activities.

Here’s the link to Gary’s article: http://www.bencivengabullets.com/bullets.asp?id=26

He’s planning a follow-up article on this subject and I’ll let you know when it’s published.

Enjoy!

One of my colleagues, and friends, Alex S. Brown, PMP, asked me to publicize this survey for project managers. I’m happy to do so.

If you’ve ever considered yourself in an executive management position at your company - or any company - then this survey is for you. It is a comprehensive survye, so please allow about one hour to complete it. Here is the official invitation.

Subject: Invitation to Program and Project Managers to Participate in an Important PM Research Project

All Program and Project Managers around the world are urged to contribute to an important research project co-sponsored by PMI and the ESC-Lille Business School (France.) The project is titled “Project Managers as Senior Executives?” and focuses on these questions:

Does experience as a program or project manager lead to senior executive positions? Are there differences in this regard within project-driven versus project dependent organizations in business, industry, and government?

The research will attempt to prove or disprove these three hypotheses:

In competing for CEO & other top jobs, Project Managers:
1. Have disadvantages compared with traditional “functional” managers
2. Need to become Program Managers and PMO directors to achieve top positions
3. Have experience similar to that required by successful CEOs and other senior executives; if so, this should be recognized more that it is at present.

For a more complete description of this research project please go to http://www.pmforum.org/library/research/PMI_ESC_Research_Project.pdf

This research is being conducted with a three-pronged approach:
1. Interviews with CEOs and other Senior Executives in 10 countries.
2. On-line interview/surveys of Program and Project Managers in many countries and business, industrial, and governmental sectors.
3. Literature search and analysis.

To participate by completing the on-line interview/survey: Program and Project Managers in any country of the world are invited to go to http://executive-pm.com/]http://executive-pm.com/ to complete the interview/survey, which will take most people about 1 hour to finish. If you wish to see the complete interview/survey prior to completing it on-line you can download it here:
http://www.pmforum.org/library/research/PMI-ESC-ResearchSurvey.pdf

Benefits to You: Participants will gain these benefits from completing the on-line interview/survey:

• Insight into the pros and cons of this research project
• Ideas for further investigation by you
• Credit for you and your PM organizations in the final report
• Networking with our Project Team members
• PMI PDU credit for the time spent

Interviews with CEOs and Other Senior Executives: You are also invited to participate further in this research effort by arranging and conducting one or more interviews with CEOs or other Senior Executives. To download the project Guidelines for Interviewing CEOs and Other Senior Executives please go to:
http://www.pmforum/library/research/PMI-ESC-CEO-SrExInterviewGuidelines.pdf

Persons conducting these important interviews will gain the benefits listed above PLUS the important personal exposure that they will experience from the face-to-face time spent with the CEOs or Senior Executives whom they interview.

The cut-off date for the on-line survey and the face-to-face CEO/Senior Executive interviews is December 15, 2007. For further information on this research project please contact Prof. Jean-Pierre Debourse at <jp.debourse@esc-lille.fr> or Russ Archibald at <russell_archibald@yahoo.com>.

Please feel free to forward this invitation to all of your colleagues whom you believe will be interested in participating in this PM research project.

Best regards,
The PMI-ESC Lille Research Project Team

or

What do the Dumb-dumbs in the executive offices know?

In the first two parts of this series, we learned how to decide which executive to start building a relationship with, and what we need to do in order to advocate project management processes in our company. In this final part of the series, we’ll talk about a very important, but often overlooked, part of the advocacy process - when to advocate.

Part 3: When

After you’ve done all your homework and learned about selling, it’s time to start working.

As with any communication between people, timing is important.

Choose a time to talk with your executive when a project has succeeded in a way that the executive can appreciate.

The worst time to talk with an executive is when a project has failed, or is on the road to failure.

Even when a project is proceeding well, there’s no proof for your pudding.

Be careful to understand the executive’s timing as well. Just after layoffs are announced is probably not a good time. Wait for a few days - or until the assistant lets you know that it’s okay.

Choose a time to talk when you won’t be interrupted. It’s often a good idea to get out of the office - lunch, coffee, dinner, or some other place where the two of you can talk openly.

Because you’ve gotten to know a bit about this executive, you’ll know how much small talk he/she wants. Many executives want to get to the point quickly - even at dinner.

Summary

We’ve talked about the who, what, and when of talking with executives about the value of project management practices.

Be picky about who you talk with. Choose with care.

Build a relationship with that executive. Base your talks on the benefits that project management practices will bring to the strategy that the executive has.

Choose your times to talk very carefully. Make sure you’re both ready to talk, and go somewhere that limits interruptions.

This is only the starting point. There’s so much involved - people skills, communication skills, strategic thinking - that it takes time.

There are two main points:

1. Build a one-to-one relationship with the executive
2. Talk with one executive at a time

Until next time . . .

or

What do the Dumb-dumbs in the executive offices know?

In part 1 we learned how to decide which executive to start building a relationship with. In this part of the three-part series, we’ll learn the beginning steps about what to do next.

Part 2: What

Selling is NOT evil.

Here are a couple of definitions that I prefer.

Sell - to persuade another to recognize the worth or desirability of something
Sell - to cause to be accepted; advocate successfully

American Heritage Dictionary

Besides thinking of ourselves as advocates, we’re also teachers. Whether we want to or not, as project managers we teach people about project expectations every day. They come to expect success, or failure, based on what we deliver.

When we consistently deliver successful projects, it’s much easier to advocate the process.

Learn how to sell. Read books, take classes, talk with salespeople. There are many sales techniques - and some are not relevant to what we do. I’ve found that techniques that use relationship building work best for this type of sale.

Then translate the word “sell” to “teach” or “advocate.”

We don’t convince other people of anything - they convince themselves. We supply the information for them to do that.

The best information to give them is the benefits of project practices. Answer this question: What will they get?

Be careful here and really study this point. Benefits are not features. A feature would be the project schedule. A benefit would be opening a new market.

Next time, we’ll talk about when to sell project management practices.

Until then . . .

or

What do the Dumb-dumbs in the executive offices know?

As project managers, we know that the processes we use are valuable. We want to help our companies to succeed. It makes sense to us that using project management throughout the company will lead to success.

No brainer, right?

Wrong.

Executives see projects as operational processes, and not part of a successful business strategy. Which means that they see project managers as staff people, not executive managers.

How do we do that?

As project managers, we need to learn more about the business of our companies. Do you know your company’s business plan? Marketing plan? Sales plan?

In this three-part post, I’m presenting some ideas on how to get started talking with executives about the value of project management practices. We’ll talk about the who, what, and when.

Part 1: Who

I mentioned that executives view projects as operations, not strategy. That’s the key to unlocking the mystery of executive support.

As project managers, we understand the strategy that we use to manage a project. We also know to break that strategy down into tactics.

Just like a project plan maps out the project strategy, the business plan maps out the company’s strategy.

In a project the communications plan and risk management plan are tactical support for the project plan. It makes sense that the marketing plan and sales plan are tactical support for the business plan in a company.

Knowing the strategy, as well as the tactical details, allows us to see our goal before we get there. It’s the same in running a business.

Executives deal with the strategy of the business, and their direct reports deal with the tactical details.

So when you want to talk with an executive, remember that strategic solutions are their only interest.

So how do we find out about the company’s strategy?

Do the research and read the plans. It may take some relationship building with people in marketing and sales in order to get access to the plans. There are many advantages to having these relationships - but that’s another subject.

Find out more information about the various executives in your company. Does any one of them have a project management background? Do they come out of an industry that views project management as a core competency?

Choose the person who you find you have the most in common with. When building any type of relationship, people are more comfortable when they can bond at some level.

One of the criteria for choosing an executive is how likely that person is to be open about his/her concerns.

How do you find that out? By talking with other people in your company. Figure out who knows the most about the people at your company. You may need to start talking with people outside of your own department.

One of the things that I learned in the Navy is to always treat the commanding officer’s secretary, the finance person, and at least one corpsman with great respect. These people can make, or break, your career.

The CO’s secretary can help out in many, many ways - from information to head’s up notification to scheduling time with the CO.

The finance person keeps your payroll records and authorizes your pay check. That’s someone to keep happy.

The corpsman maintains your medical records - including your shot records - and can make your transfers a living hell. Don’t make that person angry.

It’s the same in companies. If your executives have assistants - whether it’s an admin assistant, executive assistant, or personal assistant - those are the people who know the most. Build a relationship with them.

When you’ve learned about the company’s strategy and chosen an executive to talk with, then you’re ready to begin the sales process. That’s the What.

Until next time . . .

Would you rather talk to a brick wall than an executive at your company? Do you wonder why executives don’t have time to talk about project management? Then this call’s for you!

I’ll be participating in a conference call hosted by PM Lessons Learned (Henry Will is the founder). Here are the details:

Thursday Nov. 16, 2007, at 9PM (EST/NYC)

“Tips from a PM who’s also an ex-executive: How to talk with executives about the value of PM practices” - Diana Lindstrom, PMP (that’s me!)

For the phone number and access code, go to http://www.pmlessonslearned.com/

Just in case the link doesn’t work, here’s the info:

Conference Dial-in: (712) 432-6060
Access Code: 424424#

I’m looking forward to speaking with you then.