Category: Leadership & Skills

Posted on by

Why high-performing companies invest in high-performing project leaders

Projects aren’t failing because of poor ideas—they’re failing because of poor execution. And in today’s competitive market, businesses can’t afford to leave execution to chance. Enter the Project Management Professional (PMP) certification—globally recognized, rigorously earned, and one of the smartest investments a business can make in its people.

At RMC Learning Solutions, we’ve seen organizations transform their project outcomes, culture, and talent retention by building teams of PMP-certified professionals. Let’s break down why this certification is more than just letters after a name—it’s a business advantage.

1. PMP-Certified leaders deliver results

The PMP isn’t about theory—it’s about getting things done. It equips professionals with advanced tools, methodologies (Agile, hybrid, predictive—you name it), and real-world strategies that directly impact delivery.

Organizations with PMP-certified project managers see:

  • Higher on-time project completion rates
  • Better budget alignment
  • Improved stakeholder satisfaction
  • Stronger risk management

When your projects succeed, your business succeeds. It’s that simple.

2. It creates a culture of professional excellence

PMP certification raises the bar—not just for individuals, but for entire teams. Certified professionals lead with confidence, communicate clearly, and know how to align execution with strategy. They’re trained to manage complexity, not crumble under it.

This creates a culture of leadership, accountability, and forward-thinking—qualities that ripple across departments and projects alike.

3. It drives employee retention (and attraction)

Top performers want to grow. If you’re not offering opportunities for professional development, they’ll find someone who will.

Investing in PMP certification tells your team:

  • “We value your expertise.”
  • “We believe in your potential.”
  • “We’re committed to your career.”

That message sticks. Companies that support professional development through certifications like PMP report higher employee engagement, loyalty, and retention. And as a bonus? You’ll start attracting the kind of talent that’s serious about delivering results.

“When I earned my PMP, I felt empowered and seen,” said one RMC student. “It showed me that my company was serious about helping me lead, not just follow.”

4. It strengthens your reputation—inside and out

Clients and stakeholders notice when your teams are led by certified professionals. It shows you’re not just doing business—you’re doing it right. PMP-certified leaders bring structure, credibility, and strategy to every phase of a project, which builds trust, improves outcomes, and strengthens your competitive edge.

5. It future-proofs your organization

With PMP-certified leaders in place, you’re not just solving today’s project challenges—you’re building a pipeline of future-ready leaders. These professionals understand how to navigate uncertainty, lead cross-functional teams, and drive strategic outcomes that align with your organization’s evolving goals.

Let’s build your dream team of project leaders

At RMC Learning Solutions, we specialize in preparing professionals for PMP certification through proven, results-driven training. We work with companies like yours to create tailored learning paths that align with business goals and deliver long-term value.

Ready to build stronger teams, better projects, and a more resilient business?

Contact us today to explore how RMC can help your team earn their PMP certification and lead your business into its next chapter of success.

Empowered people lead powerful projects. Let’s make it happen.

Posted on by

RMC Training Partner Program

Close up of person typing with colleague taking notes

RMC’s Training Partner Program is designed for those who want to teach an exam preparation course using our trusted, proven materials. Rita “wrote the book” on PMP® exam preparation and her approach and philosophy are the foundation for our effective, up to date study materials!  Our best-selling products have been used by over 750,000 students since 1991!

Affordable Pricing for RMC’s Training Partners

As an RMC Authorized Training Partner, you’ll receive substantial discounts on our proven products for your students.  Plus, you’ll use our materials as the basis for a course you design including our comprehensive slide deck, effective exercises, and our FASTrack® online exam simulator.

Whether you’re teaching online in a live virtual format or in-person, and offering a once-a-week course, boot camp, or anything in between, our Training Partner Program can work for you. And you can be assured of accurate, up-to-date materials despite exam content changes.

Enjoy Discounts When You Select Multiple Programs

You’ll enjoy special discounts when you select more than one of our Training Partner Programs, which gives you a very affordable way to expand your Certification offerings.

PMP® Exam Prep
PMI-ACP® Exam Prep
PMI-PBA® Exam Prep
CAPM® Exam Prep

Available for training companies, universities and colleges, corporate internal training departments, PMI Chapters and those hosting study groups, RMC’s Training Partner Program is the #1 choice for those who want the most effective training program.

Plus, as a Training Partner you have the freedom to share your knowledge and expertise with your students. We’ve created our Program so you can customize your course to fit the needs and nuances of your customer, while ensuring the students are prepared for their exam. It’s the best of all worlds!

Training Partner Program Features

PowerPoint slide deck based on our best-selling Exam Prep Books. Each slide deck is a good foundation upon which Training Partners develop their own course.

  • Substantial discounts on our best-selling books, exam simulators, specialized flashcards and additional products for your students and you’re free to decide which to include in your course.
  • Instructor License for our best-selling FASTrack® Online Exam Simulators
  • Exam Prep Book – both the printed and cloud versions for you to use
  • Hot Topics Flashcards – cloud version for you to use
  • Instructor Notes*
  • “Authorized Training Partner—RMC Learning Solutions” graphic to use on your website and in your promotional materials to identify you’re using our world-class products and materials.
  • Supplemental online tools and information*
  • Ongoing support from RMC staff

* For PMP Exam Prep Program only

RMC is a Training Partner Leader

As the leader in training and professional development since 1991, we believe students learn and retain more through real-world application and we ensure our partners have the tools they need to apply this concept in their classes. We carefully designed our Training Partner Program to bring out the best in both instructor and student.

For more information about our Training Partner Program, please contact Marcie McCarthy at mmccarthy@rmcls.com, 952-641-6413 or 952-846-4484.

Posted on by

What Good Are Certifications, Anyway?

African American women questions if certifications are good

Let’s face it: project management certifications can be time-consuming, mentally taxing, and sometimes expensive. So it’s fair to ask, are they really worth it? At RMC Learning Solutions, we hear this question all the time—from newcomers just starting out to experienced professionals eyeing their next big career move.

Here’s the truth: certifications aren’t just about passing an exam. They’re about signaling credibility, sharpening your skills, and unlocking new doors—both professionally and financially.

Employers Notice the Letters After Your Name

Whether it’s a CAPM®, PMP®, PMI-ACP®, or PMI-PBA®, certifications are a quick way for hiring managers and executives to understand your commitment to the profession. In a competitive job market, having a certification:

  • Moves your resume to the top of the stack
  • Demonstrates current, standardized knowledge
  • Builds trust before you even walk into the interview

Employers want to reduce risk when hiring. Certifications reduce that risk. They show you’ve met a global benchmark and can speak the same language as the teams you’ll lead.

It’s Not Just the Paper—It’s the Process

Getting certified isn’t just about the end result. The preparation itself is a growth experience.

  • You learn frameworks and practices that improve your work immediately
  • You gain confidence in terminology, stakeholder management, and planning
  • You often discover new methodologies or tools that weren’t part of your daily work

In other words, certification study doesn’t pull you away from your role—it levels you up inside of it.

Your Career Deserves Momentum

Many professionals reach a plateau and wonder how to take the next step. Certifications are one of the clearest ways to signal you’re ready for more:

  • Looking for a promotion? Certifications back your ask with evidence.
  • Changing industries? They validate transferable skills.
  • Going independent? They boost client confidence.

For some, certification leads to a title change. For others, it brings salary increases, expanded scope, or relocation opportunities. One thing is constant: it opens doors.

RMC’s Learning Plans: A Smarter Way to Certify (and Keep Growing)

At RMC, we don’t just want you to pass an exam. We want to see your whole career accelerate.

That’s why we launched our new subscription-based learning plans—to give learners at every level a structured, supported, and affordable path to certification and beyond. Whether you’re working toward your CAPM or building leadership confidence after earning your PMP, our plans:

  • Include coaching, practice exams, and tailored study paths
  • Are built to fit around busy schedules
  • Provide access to ongoing professional development

Because once you earn your credential, the journey doesn’t end. Your learning shouldn’t either.

So, What Good Are Certifications?

They set you apart. They sharpen your thinking. They move your career forward.

Certifications aren’t a shortcut. They’re a commitment. And they’re one of the most proven ways to turn experience into opportunity.

If you’re ready to make your next move, or simply want to validate the skills you already bring to the table, RMC is here to help you do it with confidence.

Posted on by

How to create a project communication plan

Woman writing a project communication plan

Creating a clear communication plan can help you effectively collaborate with your team, client, and stakeholders. Like other tools that you’ll use for the duration of a project, this plan will set straightforward guidelines that everyone will follow to stay on the same page as they work on meeting goals.

What’s a Project Communication Plan?

This plan outlines the methods that will be used to share information (think: meetings, emails, phone calls, status reports, discussion boards, etc.). And it also covers when information will be shared, who will be sharing it, and who will be receiving it. Plus, it gives everyone the opportunity to provide critical feedback that can help ensure a project’s success. Continue reading How to create a project communication plan

Posted on by

The Value of Training

Group of co-workers at a table listening to a trainer

Now, more than ever, training and development is essential for employees trying to determine who they want to work for and for organizations to attract employees.  The shrinking talent pool, complicated by a global pandemic, has placed greater importance on employee training and development.  Organizations everywhere are becoming increasingly aware that skills gaps are lowering their chances of finding and keeping capable employees. Many organizations believe there’s a problem when it comes to hiring employees with the necessary skills. But what may be less clear is that failing to address skills gaps through training can also make it harder to retain worthy employees, who may be frustrated at not being able to grow and develop their skill set.

From the employee’s perspective, getting your foot in the door of the right organization is step one. Step two is fulfilling your role to the best of your abilities. They hired you, right, so obviously they think you have the potential to do your job and expand your skillset? But what if you are falling just a bit short in fulfilling the tasks your employer is asking of you? The answer may be to request skills training.

Training can go a long way toward addressing skills gaps, but maybe your employer or people within your organization just don’t see the need or are reluctant to invest the necessary time and funds. Below I address several common misconceptions about training to demonstrate its value.

In this Post

  1. Why Train If They’re Just Going to Leave?
  2. One Size Fits All Training
  3. Training is a Threat to Our Organization’s Productivity
  4. After Training, There’s No Implementation Option or Recognition
  5. Training Can Help Address Skills Gaps

1. Why Train If They’re Just Going to Leave?

For organizations to maintain credibility with their customers, they need to make sure their employees have the skills necessary to provide the services or create the products the customers will use. Fifty-nine percent of organizations cite “building critical skills and competencies” as one of their top five priorities. And these same organizations say they can’t build skill development solutions fast enough to meet evolving skill needs. Training can provide a competitive advantage plus it can be a great retention tool.

Organizations can address improving competencies by investing in their employees through training. Such training can help employees work together as a group to build skills through exercises and discussions; training can also help them recognize gaps in their processes and identify ways to improve. Most importantly, the skills and lessons employees bring back to projects will no doubt yield a significant return on any investment in training.

2. One Size Fits All Training

Often, organizations looking to train their teams find it challenging to pinpoint exactly what the skills gaps are. When seeking training, it’s important to find the right solution for your organization’s unique needs.  When employers dedicate time and resources to help employees grow and develop in their current role, it is important to focus on what skills are lacking in the organization.  This allows your organization to align the skill building training to the business need.  A training provider should have the expertise to determine what type of training will best serve an organization’s needs. They can then create a tailored solution to meet those needs.

Employees share this interest.  They want to participate in developing their skills to grow and be challenged to help achieve their organization’s goals. According to a recent study from LinkedIn, employees want to be more relevant and more productive in their current role and they have ideas and opinions on how to shape their development.

3. Training is a Threat to our Organization’s Productivity

Ah, yes, this is always a concern for organizations. How can we do business as usual when our employees are busy training? This may be one of the most challenging concerns to address, especially for the learning and development department or even individual professionals trying to sell the need for training to their managers.

Some organizations are concerned about “away from the office” challenges when people are in a training course.  The key to success is minimizing the number of hours required to learn new skills, while maximizing retention through innovative course design and a true understanding of adult learning.

If performance improvement is what you are after, then learning and practicing are required—there are no shortcuts. Recently, a friend of mine had their golf swing analyzed. At the end of the analysis session this friend said, ‘I can see what I’m doing wrong but I don’t want my game to get worse while I make the changes needed.’ My bottom-line question to the organization would be, do you really want change? If so and you are concerned about reduced productivity, then talk about options to shorten the learning curve and ingrain the new skills more quickly.

4. After Training, There’s No Implementation Option or Recognition

A good training provider will offer outcome-based curricula and services such as mentoring, executive briefings, and action plans. Coaching calls can be arranged to help the team implement the skills learned in training within the organization’s unique day-to-day operations. This add-on value will ensure the effectiveness and efficiency of the training your team undergoes.

Recognition of newfound skills is also essential.  Employees want to be able to document and display their skills and achievements through digital badges, credentials, and certifications. When employees develop new skills, they don’t want to go back and do the same work they have been doing.  They need to be given the opportunity to apply what they have learned in the context of their current role and experience that their organization recognizes and values their efforts.

5. Training Can Help Address Skills Gaps

For the organization, training is a valuable tool that can address skills gaps that are holding employees back. For the employee, asking for what you need in order grow in your position should show that you are not only a valuable employee, but also that you have the confidence to make it happen.

RMC offers eLearning courses and instructor-led virtual training.  eLearning occurs outside the classroom, is self-paced, and is usually quicker and cheaper than other types of instruction, making it one of the more popular options for training. Instructor-led virtual training is most popular for groups of professionals seeking training, because of the ability to interact and communicate with the instructor and other classmates. In recent years, we have developed micro-learning as another way to help employees develop skills beyond the current tasks for which they may be responsible.

Finally, a carefully designed training plan with a blend of learning formats yields the best solution to successfully balance cost and effective learning.

Posted on by

Project Leadership and the PMP

Young members working together at a white board on a project

Previously I wrote a post about Project Leadership where I discussed the distinction between power and authority. The major take away from the post is that it’s better for a project manager to exercise leadership by obtaining “buy-in” from team members and stake holders and use a coaching leadership style when working with project team members.

Leadership had become an important part of the PMP.  It is a component of Domain I (People) of the Exam Content Outline and there are a fair number of questions on the exam relating to leadership.  We cover project leadership in Chapter 5 of our PMP Exam Prep book Rita Mulcahy’s PMP Exam Prep.

Project Leadership

  1. Project Leadership According to PMI
  2. Project Leadership Versus Management
  3. Servant Leadership
  4. Project Leadership and Communication
  5. Emotional Intelligence and Project Leadership

Project Leadership According to PMI

The Project Management Institute (PMI) takes a more comprehensive approach to leadership.  It is identified as part of Domain 1 or the Exam Content Outline (ECO) for the PMP, and is part of a suite of “people skills” that PMI tests people on as part of the exam.

Leadership is handled as a single chapter of the PMP Exam Prep book (11th ed.).  In preparing for the exam, it is best to look at leadership as an umbrella covering all of the people skills necessary to be an effective project manager.  This is the approach taken by PMI on the exam.

Project Leadership Versus Management

In preparing for the exam, the student needs to understand the distinction between leadership and management.  As noted in the book: “Leadership involves a sophisticated approach to working with people.  We don’t manage people; we get work done through others.”

In some ways this distinction is similar to the one between power and authority described by Richard Neustadt in his book “Presidential Power.”  However, there are important differences, the obvious one is that in the context of the PMP the distinction between leadership and management is entirely business focused.

Like the power versus authority distinction, the management versus leadership distinction looks at formal versus information methods to get team members to perform necessary functions.  Whereas management focuses on things like tasks, control and efficiency, leadership focuses on things like people, empowerment and communication.

Servant Leadership

This style of project leadership is normally associated with agile project management.  In many ways, it is traditional command and control leadership flipped on its head.  Here the project manager is a servant leader.  They ensure that team members can effectively do the work needed to deliver business value.  The focus is to maximize team productivity by removing impediments.

The servant leader makes sure the team stays on track, removes impediments and continually communicates with team members.  If the team needs to increase its budget, the servant leader’s job is to get it.  If they need more people, training or physical resources, the servant leader makes sure they have those.

Project Leadership and Communication

Effective communication is an important project leadership skill. The People Domain and the exam cover many aspects of communication.  PMI covers many aspects of project communication on the exam.  The following are some, but not all of those aspects.

There are basically four types of communication:  Formal written, formal verbal, informal written and informal verbal.  These types of communication have different information densities and are appropriate in different situations.  For example, formal written could be a report to the project sponsor or a project plan while informal verbal could be an unscheduled meeting or casual discussion.  The appropriateness of a particular type of communication will vary depending on the situation.

There are also different methods of communications such as push, interactive or pull.  Interactive is reciprocal between two parties, an exchange of information in real time.  Push is where one party conveys information to another while pull occurs where one party elicits information from another party.

In addition to the types of communication discussed above, the exam extensively covers various modes of communication and tests a student’s knowledge of them on the exam.  These are covered in the leadership chapter of the book.

Emotional Intelligence and Project Leadership

Every human being needs some level of emotional intelligence, often referred to as EQ.  People with low levels of EQ often do not function well in jobs where they have to work with other people.  Unlike IQ, EQ can be taught.

EQ is about reading people, seeing changes in their expressions, how they communicate and being able to guage their feelings.  Part of EQ is the ability to “read the room.” Other times it’s knowing when to keep your mouth shut and actually listen to people when they talk. As you can see EQ has a lot in common with communication.  It’s about active listening, reading non-verbal communications and understanding the real reason behind someone’s behavior.

For the exam, EQ is considered part of the “People Domain” and an important aspect of leadership.

Project Leadership and RMC Exam Prep

Leadership is part of the exam. From PMI’s standpoint, there is a lot to it.  It’s not just directive.

Posted on by

How to Choose a Project Management Methodology?

Close up of two business people talking about project management methodologies

While attending an Agile conference, I heard a lot of discussion about the types of project management methodology from pure agile teams, waterfall teams, and a combination of the two. Several presenters stressed the importance of being a 100% dedicated agile team. They stated that the only way to be successful is to make sure your team or company follows the Scrum/Kanban/XP/etc. methodology in its purest form. Other presenters called out these statements as false and went on to discuss numerous examples of blended approaches that have worked at their company or with their clients.

How can an organization trying to understand agile figure out the best approach when so many experts in the field have different opinions?

Best Project Management Methodologies

  1. Project Structure
  2. What About a Blended Approach?
  3. Benefits of an Adaptive Approach
  4. Choose the Methodology that Works Best for your Organization
  5. Sharpen Your Agile and Hybrid Skills Sets

Project Structure

If we, as an organization, want our projects to be more successful in our customers’ eyes, we need to start asking the right questions.  How do we create a project structure that works for our current environment, team, and clientele? Is this a product we need to get to market faster? How can we get our stakeholders/customers more involved? What really defines success?

In today’s environment, many organizations are trying to figure out how to be more “agile” or adaptable. Many organizations are transitioning to the agile approach, kicking off agile pilots, and having great success. Wonderful! But just as many are failing. This is why I’m suggesting that we need to ask the right questions to determine what will be successful within our organizations. What really is the best approach for our environment, on a particular product or project?

What About a Blended Agile Approach?

It is possible to blend agile and traditional project management practices together in the right proportions to fit your project and environment. Blending some of the structure of traditional project management with the fluidity of agile can be quite liberating. I have seen this type of approach work in organizations where there’s resistance to agile among the leaders and mid-management. Leadership support is key when making any type of organizational transition.

Change is very scary to many individuals. It is easier for leaders to buy in to agile practices when the project team is asking, not to throw out all the current processes (which usually have been in place for ten or more years), but to blend the approaches in a way that means more value, quicker release to market, and more satisfied customers and employees.

Benefits of an Adaptive Approach

If you are interested in taking more of an iterative and adaptive approach to project management, consider the following key points:

  • Collaborate daily with your key stakeholders.  Communication is critical. Consistent collaboration with your key stakeholders can only make your project more successful. Increased visibility is never a bad thing, and it enhances your ability to succeed on the next three items.
  • Emphasize maximizing business value. How can we get to the market more quickly with a minimal viable product?
  • Reduce unnecessary documentation. Using an agile approach does not mean there’s no documentation, but there is less documentation than in traditional project management. Figure out what level of documentation is necessary to ensure your leaders, team members, and customers feel comfortable.
  • Be more adaptive to change. Customers tell us they know what they want, but they discover what they want when they experience it. Using an iterative approach makes us more adaptive to change requests, but also allows the customer to experience the product as the team is building it.

Choose the Methodology That Works for Your Organization

In conclusion, with proper planning, coaching, and training, organizations can choose a project management methodology that works best for their project teams, customers, and environment. At the conference, most presenters really stressed the importance of working with a qualified agile coach to help assess your organization’s maturity and determine the best approach for your project and environment. Waterfall, agile, and blended approaches all work!

Planning, coaching, and training for any type of project transition are the key to success with any methodology. We all need to drop our preconceived notions that one particular methodology is better than another. Find the one that will make your team and project more viable, productive, and collaborative.

Sharpen Your Agile and Hybrid Skill Set

Regardless of methodology, having a comprehensive understanding of agile and predictive approaches allows you to adapt based upon the project and your business environment.

If you want to run more projects using agile practices or a hybrid approach, RMC has options for you to discover.  RMC has many offerings including our Agile Fundamentals book, available in hard copy or in an online subscription format.  RMC also offers a self-directed Agile Fundamentals eLearning Course that teaches agile project development, practices, tools, and techniques. Our Hybrid Agile eLearning course teaches you what you need to know to combine predictive and agile approaches.

Sources:

https://www.teamwork.com/project-management-guide/project-management-methodologies/[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section]

Posted on by

Project Vision and Mission

Two Business colleagues standing around table discussing

Project managers are expected lead, engage, and empower their teams and stakeholders toward outcomes that deliver value to the organization and your customers. Defining a clear project vision and mission for the project gives direction and meaning to the team to deliver the project goals. This leads to greater accountability for the” why” and “how” of the project.

Establishing the mission and vision is key, whether you are executing a predictive or agile project or using a hybrid approach. Let’s define what’s in a vision and mission statement and how to craft one of your own.

Vision and Mission for Projects

  1. What is a Vision and Mission for Projects?
  2. Why is the Project Vision and Mission Important?
  3. Connecting Work and Achievement
  4. How Do You Create a Vision and Mission Statement?

What is a Vision and Mission for Projects?

Project Vision Statement – The Why Project Mission Statement – The What and The How
  • Communicates where the organization or customer want or need to be at the end of a project.
  • The vision helps state the expected benefits and the future state where the benefits will be realized.
  • Defines the problem we are trying to solve or the goal we wish to achieve. It includes the purpose, focus and the objectives for what we are trying to do.
  • The mission describes how the team will work to deliver the product, service, or result.  It focuses on the approach to achieve the objectives.

Why is the Project Vision and Mission Important?

The vision empowers the project team by answering “why.”  Team members are tired of just executing without a sense of the bigger picture.  They want to be a part of the solution, making a difference through their contributions.  Vision gives direction and meaning to the work.  It helps fosters growth and engagement in the effort.  It lends focus to the project and can lead to better ideas and fewer fire drills.

The mission confirms the benefits and value of the project. It answers the “what” and “how” question. The mission helps motivate your team to move forward, allowing each team member to own their work and decisions to support the common goal.  It provides the basis for performance metrics and evaluation. When the team understands the direction, it informs their analysis and decision-making. Mission also establishes a framework for work behaviors and responsibilities.

Connecting Work and Achievement

The communication of the project vision and mission is an ongoing part of the plan. The vision and mission need to be shared with project stakeholders. Regularly refer to them in meetings and other communications to maintain alignment and identify possible misunderstanding.  Link them to efforts, deliverables, and milestones through the project. Use them to inspire and motivate the team.

How Do You Create a Vision and Mission Statement for a Project?

Prepare the Team:

Set the stage by preparing them for what will happen and its value. The investment in the team’s knowledge inspires their commitment.

  • Define what the team will be doing, why and when?
  • Communicate how the vision and mission statements will be used.
  • What are known project objectives.
  • Prepare for resistance.
  • Understand the needs and of introverts and extroverts.

Create the Project Vision Statement:

Describe the desired future state of the project. It answers the “why” question. Your vision statement can be written out or it can be mapped out to give the team guidance and direction. Include the following key elements:

  • What are the final project goals? What are you trying to achieve through the project?
  • List examples in broad terms of what the future will look like. Ask what is the greater good you are trying to solve for? What is the need?
  • What are you organizing your efforts to change?
  • Imagine the risks if the project is unsuccessful.
  • Describe each example in terms of “I wish” or “Wouldn’t it be great if?”
  • Refine the statements that should stay in the vision.
  • Imagine it as reality and capture the data for strategy development.

Develop the Project Mission Statement:

Your vision needs a strategy! You need a summary of the purpose, the focus, and the aim that we are trying to achieve today. The mission statement answers the following:

  • What is the project?
  • Who are we doing this for?
  • What are the objectives?
  • What does it take to reach the objectives?

Review for the Mission for Changes:

The mission is likely to go through some changes during the project. Schedule a periodic evaluation informed by the following questions:

  • Do our efforts align with the vision and mission? (Are we off-track)
  • Do we still have a shared vision?
  • What have we learned?
  • What should be adjusted?

Learn More on this Topic

Developing a project vision and mission is a worthwhile exercise for project leaders.  Taking the time to do so can positively impact your team’s understanding of what you are trying to achieve and how the team will work to solve the need.  If you want to learn more about mission and vision, RMC offers a Strategic Business Management Best Practices eLearning course.  This course is worth a total of 33 PDUs (2 Technical, 4 Leadership and 27 Strategic).  We also cover this topic extensively in Rita’s PMP Exam Prep book which is a great project management reference guide

You can also listen to our webinar Empowering Your Project Team with Vision and Mission and earn 1 Free PDU.

Sources:

Current PMP Exam Content Outline

https://www.lytho.com/blog/the-case-for-a-project-mission-statement

Posted on by

Six Tips for Planning Your Project Communications

Two coworkers planning their project communications plan on their computer

Having a well-thought-out and documented plan at the beginning of a project is important. The plan can often mean the difference between success and failure. As a project manager, you need to care about project communication. Too often project managers (PMs) approach their projects without planning communications. They may focus all their efforts on issuing status reports. Status reports are important. Unfortunately, all they do is describe where your project currently stands. Status reports don’t address the communication needs of the project from beginning to end. Given how crucial communication is to the project and project team, a failure to plan can lead to misunderstandings, rework, and other problems.

Planning communication on the project doesn’t have to be elaborate, but it does require some thought. You need to consider all the exchanges of information required of you and everyone involved on the project. Doing so will keep the project deadline on track. A plan can help you prepare for any obstacles the project encounters along the way. Such planning will guide you and the team in creating information that is clear and understandable. It will help you reach the right people and allow stakeholders to act when necessary.  Here are six ways to consider as you plan your project.

Six Communication Planning Tips

  1. Think How to Communicate: Think through the different types and methods available.  Make sure you choose the best approach for each item that needs to be communicated. Information can be communicated in different ways—formally or informally, written or verbal—and through a variety of methods. It’s important to consider what approach to use for the different information exchange needs of the project.
  1. Analyze Stakeholders’ Communication Requirement: Keep in mind the phrase “to each their own.” Ask your stakeholders how they prefer to give and receive information. Try to follow their preferences within reason. As the PM, you will likely need to communicate to individuals on your team using several different methods. Although this may mean extra work, it can be worth the effort if it prevents problems. Miscommunication can be avoided by asking a simple question like, “How would you like me to pass this information to you?”
  1. Consider the Company Culture and Existing Systems: You also need to take the company’s culture and expectations into consideration when planning project communications. If people in the organization are resistant to technology, for example, that will impact your thinking about what types of tools or software to include on the project. Similarly, the company may already have existing systems and programs in place. You’ll want to make use of for communicating.
  1. Refer to Lessons Learned from Past Projects: There’s no need to reinvent the wheel. Instead, draw on existing procedures, issues, and lessons learned from past projects. Assessments of what has and has not worked in the past can be a great help for planning.
  1. Take Advantage of Available Technology: Modern collaboration tools such as Trello and others can help keep project communication and the team organized. Such tools help the team track progress on deliverables. They allow the team to communicate about the schedule and other project concerns. These might document deadlines, ownership of tasks, updates, and the time required to complete tasks.
  1. Follow the Plan: Make sure everyone knows about the plan and how important it is to the project. Then, follow the plan in your own approach. Constantly refer the team back to the plan until the habit becomes ingrained.

RMC is Here to Help

You can’t plan for everything, and many unique situations will surface throughout your projects that you may not have anticipated. But planning and documenting in advance how you’ll communicate on a project—including how you’ll communicate around these unexpected situations—will help your projects run more smoothly.  Whether you are a new or experienced project manager, project communications can be a struggle.   If these tips aren’t enough, check out RMC’s Project Communication and Stakeholder Engagement eLearning course.

Posted on by

Guide to Resource Planning & Management for Project Managers

Woman discussing resource planning and management in a meeting

Do you want to increase efficiency and help your team do their best work, while providing the right resources at the right time? Of course, you do! Well, one of the ways to accomplish that is through resource planning and management.

With the help of proper planning and resource allocation in project management, you’ll be able to provide your team with exactly what they need, when they need it, at any point during the life of a project. This can help you keep everything on time and on budget.

Below, we cover what these processes involve, and how they can help you become an even better project manager.

Resource Planning and Management for Project Managers

  1. What is Resource Management?
  2. What Are the Types of Resources in Project Management?
  3. What Is Resource Planning in Project Management?
  4. Resource Planning Is All About Improved Efficiency

What Is Resource Management?

The management of resources includes various activities, such as planning, organizing, and scheduling. The ultimate goal is to allocate and use resources in a way that’s efficient and will significantly increase the odds of completing a project on time.

With the right strategy, your resource management will make your team more effective. You can also move through a project more smoothly by planning for both the short term, and long run between the start of a project and its completion. And you’ll will have used your resources strategically and effectively because you scheduled and allocate them in advance, as well as tracking progress along the way.

What Are the Types of Resources in Project Management?

They can be anything and everything that you’ll use to ensure a project will be a success. This includes resources like equipment, technology, and tools, as well as the individuals who are on your team.

To get started, ask yourself what your team will need to complete the tasks you’ll assign throughout a project. Examples include:

  • Technology
  • Machinery
  • Vehicles
  • Equipment
  • Facilities
  • Supplies

Resources can vary from one industry to another, and from one project to another. As you work on determining what you’ll need to complete tasks and milestones, figure out what resources you’ll want to tap into, and how your team can make the most of those assets.

What Is Resource Planning in Project Management?

Resource planning is an aspect of a resource management plan. You can do things like:

  • Figure out the current availability, as well as the future demand, of non-human as well as human resources, so you can ensure your team will always have what they need.
  • Use a technique known as resource leveling to adjust resource usage and start and end dates based on the supply of resources versus the need for them.
  • Determine where every resource needs to go, and when, to optimize the performance of each team member.   

Project resource planning stages and steps

Here are some of the steps you can take when resource planning:

  • Create a Work Breakdown Structure (WBS)to figure out the types of professionals you need on your team. Agile projects use a Backlog, often without a WBS, and Hybrid projects may use both.
  • Estimate the type and quantity for each needed resource.
  • Estimate when each resource is needed, and the amount of time that it will be used. This helps ensure both team members and the tools they need are available to complete an activity when needed.
  • Determine how you can fulfill all requirements and how much time you’ll need to complete the project.
  • See if you can complete the project before the deadline set by your client. You may need to negotiate this or other project constraints (like scope, cost or quality) to meet a fixed date.
  • Determine how you’ll track progress so you can make adjustments as needed.

Resource Planning Is All About Improved Efficiency

When you become a pro at resource management and planning, you’ll be able to boost efficiency by deriving as much benefit as possible from every resource. You can keep your projects organized, as you’ll have a plan to foresee how various resources will be used. And you can help your team work better by providing them with support at every step. Overall, it’s a smart strategy that can help you improve the way you lead teams and manage projects.

With the help of proper planning and resource allocation in project management, you’ll be able to provide your team with exactly what they need, when they need it, at any point during your project.

Sources:

https://www.float.com/blog/the-ultimate-guide-to-resource-planning-for-project-management/

https://memory.ai/timely-blog/resource-planning

https://www.workamajig.com/blog/a-beginners-guide-to-resource-planning-in-project-management

https://www.wrike.com/blog/what-is-resource-management/

https://www.ganttic.com/blog/why-is-resource-management-important

https://www.ganttic.com/blog/what-is-resource-management