In a typical organization, the middle managers would have quite a big responsibility for making things happen.
So how to rock as a middle manager? Well, Here are some tips:
- Request clear, specific goals from your boss;
- Pull the work that matters;
- Ask your boss tough questions which challenge dominating premises;
- Do your best to fulfill those goals;
- If your boss guides you about ‘how’ to achieve the goal but you have a different idea, do present your point but once a conclusion is made, commit to it;
- Define clear, specific goals for your subordinates;
- Demand excellence. Convey that anything less than excellence will not be tolerated;
- Ask your subordinates tough questions, which make them discover new ways of achieving the goals;
- Inspire your subordinates to ask you tough questions;
- Inspire your subordinates to pull the work that matters.
And, you’ll rock as a middle manager.
Probably it is time to rethink our project management strategy.
“Earlier Project Managers of our organizations have applied project management concepts so poorly that we need to switch to some other project management practice.”
“Perhaps the principles offered by PMI are not for the project managers of our organization. Why can’t we alter the project management methodology so that we can pacify our project managers?”
There’s a problem with the above thinking.
The incompetence of people in project management is never a good reason to alter the known, proven set of practices based on project management principles.
However better project management methodology poor project managers employ, they produce poor results.
Principles of project management methodologies are valued only when they’re used by the right people to produce the right results.
It’s never like those principles have worked for this set of people so it will work for other sets of people as well.
It is important to know what to change, why to change and when to change. It’s more effective when preceded by “whom” to change.