I’ve previously written in some detail about the processes you need to use or adapt in project management, and the steps you need to take to improve the chances of a successful project. But we mustn’t forget that projects end up affecting people, and we need to make sure they are considered as well.

Three weeks ago, I talked about the three broad types of communication we need to consider in our projects – internal, outgoing, and incoming. Two weeks ago, we had a look at the outgoing communications in the project. Last week, we looked at the internal communications in a project.

This week, let’s have a look at communications that are incoming to a project.

Incoming communications are, by their nature, the hardest to try to deal with formally. For a start, you can hardly control how and when people are going to try to talk to you! But this isn’t something you should worry about. In fact, you should welcome it.

There are formal methods of gathering incoming communications, of course. For example, it may be that you have a users’ forum, which allows the future users of what you are producing to provide input into the project. Often, if you have a User Representative on a project board, they will be from, or lead, this group.

Far more common, however, are the informal ways of people communicating to the project. Senior management may chat to your Executive, and happen to mention a couple of ideas for the project. Colleagues of members of the project team may offhandedly say something which suggests a lack of understanding about what the project is trying to do.

These type of communications are incredibly valuable to you. They are the real way that the project can learn about how it is seen by the rest of the business, and how the environment the project is working in is changing.

Of course, we need to find some way of making sure these communications aren’t lost. The best way I have found to do this is to ensure that you, as a project manager, communicate regularly with your team. You should encourage them to let you know what reactions they are getting from people outside the project.

It is important to fight the perception that can arise, both in people inside the project and those outside, that the project is somehow a separate entity, something different from the rest of the business. Remember, all the project is trying to do is achieve something that is for the benefit of the organisation it is part of. I’ve worked on projects where the perception of otherness has taken hold, and rapidly gotten out of hand, and it is definitely not somewhere you want to be – it turns into us and them, with all the conflict that implies, far too easily.

So remember, keep talking, to each other, and to the rest of the organisation. Next week we’ll look at building up a system to enable this to happen effectively, a communications plan, and what this should include.

I’ve previously written in some detail about the processes you need to use or adapt in project management, and the steps you need to take to improve the chances of a successful project. But we mustn’t forget that projects end up affecting people, and we need to make sure they are considered as well.

Two weeks ago, I talked about the three broad types of communication we need to consider in our projects – internal, outgoing, and incoming. Last week, we had a look at the outgoing communications in the project.

Today, let’s have a look at the communications that happen within a project.

The most obvious example of this type of communication are the dreaded update meetings. I’ve written before about my general dislike for meetings, but they do have value as well. They are a very effective means of communication, so long as we make the best use of them that we can.

But while this is the most obvious example of internal communications, it is far from the only one. Other formal methods of communication also exist, be it in highlight reports from the project manager to the Executive or board, or even in the update reports the project manager receives from team managers or external suppliers.

Often, however, the best forms of communication are those that don’t take place in a formal structure – the quick chat in the corridor, the phonecall to query a couple of details, the email fired off late at night doublechecking something. These communications are a way of making sure that you as project manager know what is happening in the project, and that the people involved in the project all have a good idea of what they are doing.

Yes, if a major issue comes up from these informal chats, it needs to be recorded and captured in a formal way, whether in a risk or issue log, or by adding it into a highlight report. But often these chats, and a little bit of guidance, can prevent minor misunderstandings becoming major problems.

The internal communication of the project is one of the best tools you have as a project manager to keep the project on track, to keep the project team motivated and involved, and to bring the project to a successful conclusion. Importantly, this isn’t done by being blinkered into only using formal methods – it’s the friendly word at the right time that is much more useful.

Next time, we’ll look at incoming communications.

I’ve previously written in some detail about the processes you need to use or adapt in project management, and the steps you need to take to improve the chances of a successful project. But we mustn’t forget that projects end up affecting people, and we need to make sure they are considered as well.

Last week, I talked about the three broad types of communication we need to consider in our projects – internal, outgoing, and incoming. Let’s have a look at which parts of this we can do by following a process, and which parts we need to be more flexible around.

Outgoing communications need to be handled carefully, and should be subject to some form of control. This isn’t because we want a project to be a secretive and strange organisation within the business, but to ensure that the right messages are going out – the one thing worse than no information going out is incorrect and conflicting information going out.

For this reason, it is good practice to have a formal communications plan. It helps to ensure that some thought has been given as to who to communicate with, how to communicate with them, what to communicate to them, and how often to communicate with them. In addition, it means that members of the project team are aware of their role in communication, and, just as importantly, what their role isn’t.

The first thing a communications plan needs to do is decide who the audience for communications will be. Remember, the audiences can be many and varied, but the types of communication used can be just as varied. When thinking about the audiences, try to be as inclusive as possible.

Once you have been able to identify the various stakeholders and audiences that need to be considered, it is time to think about the information they need to see, and how they need to get it.

For example, there are some fairly obvious people who need to be kept informed – the people who gave the go ahead for the project to happen, be they a programme board or senior management within the organisation. Many of the communications to them will go through the Project Executive, or be done through formal documents produced by the project team, such as highlight reports.

However, these aren’t the only people that need to be kept informed. The people who will use or be affected by the project also should be told what is happening on a regular basis – if nothing else, frequent communications may reduce uncertainty, nervousness, and possibly even opposition to the project. The communications to this audience are likely to be very different than those to senior management.

Now we know who, how, and how often we are communicating, we need to know who within the project team has responsibility for doing it. As we’ve already discussed, the Project Executive is best suited for communications to senior management, but he will need information you provide as project manager. Possible users, though, may be better off getting information from the Senior User on the Project Board.

These are only examples, and of course will vary from project to project. The important point to take away is that you will need to consider how this is done, and have a plan, rather than muddling through as the project goes. Make sure that for every stakeholder or audience identified, someone has the responsibility to make sure the communication gets to them.

Next time, we’ll look at internal communications. I hope you’ll join me then.

Project communications are important in a number of ways – don’t neglect any of them.

There are a few ways that we need to be comfortable communicating when we are managing a project. Clearly, we need to enable effective communication within the project, so that team members and others have the information they need about what everyone else is doing to ensure their work remains on track, and fits in with everyone else’s.

But we also need to deal with communication going out of the project – every project I have worked on has had an element of communicating what the project is about to those outside. It’s about making sure that the mysterious organisation called the project doesn’t stay mysterious for long, and the rest of the business (who, ultimately, the project is designed to benefit) are aware of what the project is doing, and why.

One final aspect that is sometimes forgotten is being aware of communication coming into the project. The most obvious example of this is the communications being passed down from the Project Executive (or Sponsor) about the environment the project is working in. After all, this is part of their role – to be able to interpret the environment, and to be a point of contact for senior people within the business.

But this isn’t the only route communications will come into the project, though it is the most easily described formally. There will also be murmurings and rumours, gossip and chatter, most of which will be of no value, but some of which may actually highlight important issues.

For example, if the murmurs outside of the project, picked up in casual conversations by team members, point at a level of mistrust towards the project (and believe me, this can happen) it is important to make sure your communications out of the project are boosted – the message about the benefits may not be getting out clearly.

Of course, it may be that the project is always going to be seen slightly negatively – sometimes the project is doing work that is of benefit to the organisation as a whole, but not to certain individuals within it. In that case, it’s important to note the problems being aired, and realise they are issues to be dealt with, or indicate risks to consider, as the project continues its work.

Project communications are an important, and often overlooked, part of every project. I’ll be going into this in more detail next week – I hope you’ll join me then.

This is a great talk from Jason Fried about the problems with working in an office, with all the distractions that implies. It is interesting and provocative, and well worth a watch.

An important lesson from this, for me, is to remember what a project manager is for. The people who are actually doing the work in your project are the most important resource you have, and you as a project manager should be guarding their time jealously.

Now, most of us are pretty good at this when it comes to resisting attempts from outside the project to take away our team members’ time, but how do we perform in making sure we aren’t destroying their ability to work?

If nothing else, I can certainly get behind the idea of reducing meetings – maybe we can’t get rid of them altogether, but we can certainly improve on them – check out my post on 10 tips for better meetings.

We all know that good communication is important in project management. It helps to keep the project on track, reduce misunderstandings, and contributes heavily to project success.

But, sadly, there is also another benefit to good communication, depending on the type of organisation you work in. Because sometimes communication isn’t about getting your message across, it’s about being seen to be giving the message out.

Every organisation is in some way political. Even the smallest of organisations has people with varying aims, but the real problems happen when you get to large organisations. These have many different people, all of whom have their own goals, as well as trying to progress the organisation’s aims.

And, unfortunately, sometimes your project can run afoul of these different aims. Recently, a project I was working on was moving happily along with two different parts of an organisation. We were rolling out a new technology into one part of the business, and had left open the possibility of the other part getting involved later on.

But all the communication had been of a rather low-level, informal style. People on both sides knew what was happening, because middle management had been speaking to each other, and passing messages up or down their chain as needed.

However, when push came to shove, and the second half of the organisation had to decide whether to get involved or not, suddenly the communication seemed to have been for nothing.

You see, as no formal communications had been passed across – the other side of the business wasn’t a stakeholder – one side could claim the other hadn’t given them enough time to consider the options. This was despite the relaxed communications of middle-management.

Sometimes, you have formal communications just so you can prove you have had the communication. It may not be project management, but it’s something project managers need to do.

Project management with scarce resources, and in troubled organisations, brings new challenges. Be mindful of the needs of the people around you, but remember your job is to make the project a success.

One of the most difficult times for a project manager is when resources are scarce. You have to scrabble around, trying to find people who can complete different work packages, or to find enough money in the budget to pay for vital supplies.

Even worse is when the whole organisation is finding recources scarce. Then it’s even more important to be able to explain the benefits of your project, and fight to get it the resources it needs to be successful.

But worst of all is when resources are scarce for the organisation, and your project is about cutting costs – because most of the time that is a euphemism for cutting staff.

I’ve been brought in to run projects like that from time to time. It is a very difficult position for anyone to be in. It is also a problem for the project – an external consultant brought in to run a project which may lead to job losses is almost automatically distrusted.

An extra difficulty is that the people best placed to know how to make the project a success are also likely to be amongst those whose jobs will be put at risk. Initially, some will be eager to help, to get a connection with the project, but those who aren’t part of the project could very easily come to feel defensive and resentful.

There’s no easy way to deal with this. You have to remember that the project you are working on is for the benefit of the organisation as a whole, and unfortunately that means some people within it may suffer. Understand their feelings, but keep working to make the project a success.

The Executive is the one who makes the decisions about whether the project is right for the organisation. You have to trust his judgement, and be as professional as you can in completing the project.

Project management is often more about knowing what to leave out than anything else. Every project will need a different blend of methods, procedures and processes, and you need to use your judgement to know what to apply.

It’s easy to buy a book on project management which will hand you a set of processes to follow, or rules to obey. These books have their place, and are a valuable resource for those just getting started in project management.

But what these books are providing you with are the raw tools you’ll need. These are, naturally, incredibly useful. But there is no point in having a toolbox brimming with shiny new tools if, when confronted with a problem, we don’t know which one to reach for first.

Working as a project management contractor, I have to go into projects without any prior knowledge of the people I am working with, or the organisation. Sometimes I don’t even know much about the project until I’m sat at a new desk in a new office, trying to get to grips with it!

It would be madness to try to use every single tool I have to hand on every project as soon as I arrive. Some projects need lots of big, formal, prescriptive project management procedures and methods. Thankfully, the vast majority do not – they need bits and pieces, they need the right tools in the right places.

This is what the books of procedures and methods can’t teach you – judgement. I need to look around at the situation I find myself in, at the people around me, at the project itself, and make a judgement about what needs to be in place to give the project the best chance of success.

Sometimes, that will be quite strict project management methods. Sometimes I can be more relaxed. Some people I can happily leave a task and now it will be done, while with others I will need to chase regularly for reports. All of these decisions require me to draw on my judgement – and that judgement comes from experience.

Now, all this could be quite disheartening to someone coming new to project management – but it really shouldn’t be. Experience comes to all of us, eventually, and will come to you. And you won’t go far wrong if you apply strict methods to begin with, and relax from there once you have more understanding of the project and project team.

Building a team is tough. That seems to be the consensus.

Which is pretty odd, when you think about it. After all, human beings are social animals; we like to form groups. So why is it that we seem to find it so hard to form a team in our projects?

The problem isn’t really with forming a team, or a group, it’s with forming the team we want. Normally, we would form social groups with people we like, and the traits and attributes that we like in those people may not necessarily be the ones we would value in a team member.

And therein lies the problem. We select project team members based on attributes other than how well they get on with the rest of the team members. This is based on the not unreasonable expectation that they will be professional enough to work with pretty much anyone.

Much of the time, when there isn’t too much pressure on the team, this works out fine. People are professional enough to just get on with their job. But where this falls apart is when you start putting pressure on the group.

At that point, tensions rise to the surface. Little irritations explode into major problems. And people who were just getting on with their job start to feel less willing to do that.

The problem is the level of commitment, of connection to the project, that a group of individuals has is much lower than that of a team. A team is working towards a common goal, and feels a duty and responsibility to each other, and to the project.

That means that when a team is put under pressure, they work together to defeat the problem, to build the solution, to find the right path to their goal. Pressure can actually help a team be more productive, not less.

Building a team, then, requires emphasising and promoting the values and goals the members share, it involves listening to them, helping them all work together. But most importantly, it involves recognising that most of the work of building a team has to come from the team members themselves.

Yes, you can help the process, facilitate it, provide an environment which makes it more likely to happen. Ultimately, though, it is as much the responsibility of your team members as it is of the project manager. Let them know the importance of this, of them, and of the team.

Last time, I talked about the importance of teams, and the importance of making sure they didn’t turn into cliques. That got me thinking about the good side of teams.

A team is really just a small community, a group of people who work together to achieve something. Now, a team at work is unlikely to be as close as other communities (which, as we have seen, is probably a good thing), but it is still a community.

Human beings like being in communities. We are social creatures. But it can be very hard to create a community deliberately, rather than having one gradually grow up. In a project, though, you want to ensure your team gels quickly.

This often means you, as the project manager, have to take steps to foster the growth of a team. Yes, this may mean talking about the dreaded team building activities.

One example I have is of the head of a department deciding the whole department should go and help out at a local nature reserve. Their job, when they arrived, was to use shears and secateurs to clear out some of the undergrowth within some woodland.

I can’t help but feel sending an entire department out into the wilds after arming them with sharp metal implements was a brave thing to do, especially as the senior management were out there with them…

However, it seems to have worked – though at least in part because the department bonded over the absurdity of the whole process!

This is where I throw it open to you – how do you go about creating a real team? What do you do to help them form a community? Any particular tips, techniques, even activities that you use?