Can we get a 6th place bank into #1?
Can we transform an entire Nation?
What it requires are 3 main elements to concern of.
1. Time. (Top challenge)
2. Commitment. (Bottom challenge)
2. Resources. (the Middle)
Most books and my own believe is that people are utmost important in seeing to a successful project of any size. It may not be so.
Time, unfortunately, is more critical than human factors.
And time, leads to meeting the Key Performance Indicators (KPIs).
In one project, I had noticed the change of General Managers of a key subsidiary. A lost of a single account literally means millions of business for a year and will be almost impossible to find replacements for.
The project managers are dedicated career staff but the changing of the top management had been worrying to say the least.
That’s because with each arrival of the new top management brings back the same message – results or out.
What piles up to the pressure to perform, is that the top managers also realize that their situations are also based on results that they must draw out from their staff. Hence the constant merry-go-round.
Time, is running out.
The problem that key staff faced are two:
1. They are excellent motivated staff but with certain key flaws. If they are really excellent overall, they would’ve been the General Managers themselves – well, they are not too far from that position. But for the 2nd problem that they faced.
2. The economic situation creates the environment for the lack of “committed” staff.
In this case, the project managers faced the pressure from below. New staff comes in and eyes for good salary to begin with, fast career advancements and independent capability to do whatever changes they want. Including taking over the project managers or General Managers jobs. They don’t like to be sitting down idly waiting for instructions and doing nothing – and for these reasons – an excuse not to be paid at their level of education, be it with a good degree, Master or PhD.
Often when a consultant like myself getting the case files, one can see the historical updates, revisions and note scribbles of many hand-writings of project owners and staffers in a short space of project time frames within 2-3 years.
In 3-6 months, every new staff wants out and each resignation letter comes with good reasons.
Commitment, is fast fading.
How long will a dedicate and loyal staff wants to remain where they are?
Try 10, 20 and 40 years.
Top and central management wants everything to be perfect, automatic and both internal-external customers treated well.
With time and commitment constraints, patience are running thin and so does motivation-level of over-promised and under-delivered. How ever many training and development courses attended or conducted, one cannot still complete that one crucial project.
The project manager has a key flaw and that is, the lack of exposure and experience gained from many situations, projects, industries and different work environments.
In one of the career project executive profile, the source materials come from an even bigger subsidiary where thousands of staff had to handle a single project. That project materials were imported in and used as a reference in an attempt for a modular case. It was a ticking bomb that threatens to explode all projects in and outside of business.
At the end of the day, general managers can only see signing pages. All top managers themselves are time-constraint to be involved in the day-to-day operations. With so many internal communication, they can only hope that their choices of promotions will come out tops and stay loyal to the cause.
But not every bosses are lucky to have dedicated, loyal and yet competent executives. To lose a loyal good staff is like losing a limb, to not get replacements – which may make the organisation even better is also not a good proposal.
Can any projects, be achieved?
Written by Erasmus KL Koay;
Write to email@example.com for an honest discussion.
“To move quickly, go alone. To move far, go together.”