11th October 2016

Adrian Dooley Praxis Framework

Donnie MacNicol Team Animation Ltd

People Power – how to improve the practice of

project management through insights into personal

style

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Description of the session

People are different – the way we make decisions, communicate, involve others and the materials we produce. Surprisingly these differences are not taken into account in how we describe what project management is and how it should be practiced.

That is about to change through ground-breaking work by the speakers on how personal differences should be taken into account to improve individual, team and organisational performance. The presentation will:

• Introduce the free on-line resources, Praxis Framework and iMA Diagnostic

• Present a unique set of insights to improve individual and team project performance

• Show you how to improve the design, adoption and use of PM frameworks and processes.

If you plan to attend please complete the iMA Diagnostic at www.ima-pm.co.uk (free and takes only 3 minutes).

2. Present a unique set

of insights to improve

individual and team

project performance

3. Show you how to

improve the design,

adoption and use of PM

frameworks and

processes

.

1. Introduce the free

on-line resources,

Praxis Framework and

iMA Diagnostic

Objectives for today’s session

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“Innovative, disruptive and pioneering.”

“Over the past two decades, academic insight and rea l-world experience have demonstrated, beyond much doubt, th at when

companies channel their competitive and collaborati ve instincts, embrace diversity, and recognize the needs and emoti ons of their employees, they can reap dividends in perform ance. ”

Leadership and behavior: Mastering the mechanics of reason and emotion.McKinsey, October 2016

#iMAPraxis

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Structure of todays presentation

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Things we want to say

• Use Project Manager but also mean Programme, Portfo lio and PMO professionals

• Hang about at end if questions

• 35 mins and 10 Q

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What is the problem we are trying to solve?xxx

“Our aim is to enhance your ability to implement and benefit from project / programme / portfolio / change management (P3CM™) by understanding how to adapt it to, not only to the context of your

project or programme, but also the people and organisations you work with.”

People are different – the way we make decisions, communicate, involve others and the materials we produce. Surprisingly these differences are not taken into account in how we describe what project management is and how it should be practiced.That is about to change through ground-breaking work by the speakers on how personal differences should be taken into account to improve individual, team and organisational performance. The presentation will:• Introduce the free on-line resources, Praxis Framework and iMA Diagnostic• Present a unique set of insights to improve individual and team project performance• Show you how to improve the design, adoption and use of PM frameworks and processes.

“Transforming the performance of project, programme , portfolio and change delivery through understandi ng how people perceive, adopt, use and involve others in the associated management functions.”

©Team Animation Ltd

People + Process = Success• Effective collaboration and teamworking are a key to success in project, programme and portfolio

management (P3M). However, teams are made up of individuals, each of whom have their own

communication and working style. Having awareness of personal styles provides insights that

improve cohesion and performance.

• The P3M frameworks currently available take a 'one size fits all' approach. They provide good

practice in knowledge and process but make no allowance for the different ways that different

people perceive, understand and implement that practice.

• Looking to address this vital aspect of implementing P3M through teams of individuals with diverse

communication and working styles.

• “Our aim is to enhance your ability to implement and benefit from project / programme / portfolio /

change management (P3CM™) by understanding how to adapt it to, not only to the context of your

project or programme, but also the people you work with.”

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The 2 critical ingredients necessary for success

Diagnostic which identifies a persons communication and engagement style (latter impacting how they lead and engage with the world of projects)

• Free

• Easily accessible and online

• People centric

iMA Diagnostic and the Praxis Framework

Praxis is an integrated framework for the management of projects, programmes and portfolios

• Free

• Easily accessible and online

• Community driven

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The APM Body of Knowledge - Association for Project Management

PMBoK® Guide – The Project Management Institute

PRINCE2® Managing Successful Projects - Axelos

Managing Successful Programmes - Axelos

Management of Portfolios - Axelos

GAPPS performance standards - Global Alliance for Project Performance Standards

The Standard for Program management – The Project Management Institute

Project, Programme and Portfolio Management Maturity Model - Axelos

Organisational Project Management Maturity Model - The Project Management Institute

ISO21500 - International Standards Organisation

Project Manager Competency Development Framework – The Project Management Institute

International Competency Baseline – International Project Management Association

Professional Competency Standards for Project Management – Australian Institute for Project Management

National Occupational Standards – Construction Industry Training Board

Capability Maturity Model® Integration for Development - Software Engineering Institute

The APM Competency Framework - Association for Project Management

The Standard for Portfolio management – The Project Management Institute

Project excellence model - International Project Management Association

P2M – Project Management Association of Japan

APM BoK

PMBoK® Guide

PRINCE2®

MSP

MoP

GAPPS

PgMBoK Guide

P3M3

OPM3®

ISO21500

PMCD

ICB

PCSPM

NOS

CMMI – Dev.

APM CF

PfMBoK Guide

P2M

PEM

APM BoK

PRINCE2®

MSP

MoP

ISO21500

ICB

PCSPM

NOS

P3M3

CMMI – Dev.

GAPPS

PMCD

APM CF

PMBoK® Guide

PgMBoK Guide

PfMBoK Guide

P2M

OPM3®

PEM

Knowledge Method

Competence Capability maturity

Life cycle

Stakeholder management

Scope management

Risk management

Sponsorship

Identification

Definition

Delivery

Business case

Communications plan

Stakeholder management

Scope management

Sponsorship

Identification

Definition

Stakeholder management

Scope management

Sponsorship

Identification

Definition

APM BoK

PRINCE2®

MSP

MoP

ISO21500

ICB

PCSPM

NOS

P3M3

CMMI – Dev.

GAPPS

PMCD

APM CF

PMBoK® Guide

PgMBoK Guide

PfMBoK Guide

P2M

OPM3®

PEM

Knowledge Method

Competence Capability maturity

Knowledge Method

Competence Capability maturity

Knowledge

(42 contextual and management functions)

Method

(12 processes and 30 documents)

Competence

(Management functions and processes)

Capability maturity

(Functional capability and process maturity)

www.praxisframework.org

Currently available in:

Praxis – the free framework for project, programme and portfolio management

English

Italian

Spanish

Competency

framework

Body of

knowledge

Capability maturity

model

Method

16 areas describing

project, programme

and portfolio context

35 areas describing

the management of

projects, programmes

and portfolios

33 management,

scope and delivery

documents

Competency

descriptions for 25

knowledge areas

12 life cycle based

processes for

implementing the

knowledge areas

Capability definitions

for 25 knowledge

areas

Competency

descriptions for the 12

processes

Maturity

descriptions for 11

processes

Encyclopaedia: explanations of over 80 tools

and techniques

Comparative glossary: over 1,300 definitions

comparing and translating between popular best

practice guides

Articles and blogs: from some of the best

thinkers in project management

Books: a new section of complete books.

One so far and four more in preparation

Worked examples: a growing number of short

tutorials on techniques from the encyclopaedia

External resources: a developing portal with

links to the best free P3M resources on the

web

Templates: blank and annotated templates plus an emerging

library of sample documents

360o capability maturity assessment tool: compare

opinions from team members and stakeholders

Core framework

Library

Praxis®

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We are unique

We are as unique as the cross section of a tree

Helpful to identify distinctions that allow us to c onsider how to modify what we do and how we do it

ProjectManager

Communicate

Delegate

Negotiate

Resolve conflict

CelebrateProvide feedback

Motivate others

Build teams

Deal with conflict

Make decisions

Listen Review materials

iMA

Personality

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Groupings (Functions /

Organisations)

Teams

Relationships

Understanding of Self

• iMA – identify Modify and Adapt

• Colo ur-ba sed m odel

• Simple and fast

• High ……. – predominantly one of four styles

• Comfort zone

• Effective – immediate insight and application

• Sustainable – unlimited use

• Global reach – across professional and geographical boundaries

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Distinction 1 - Openness

Thinking - Right BrainOrientation - Relationship

Open

Openness is the readiness and willingness to:

•Share and show feelings

•Enter into and initiate relationships

•Accept others when they share and show feelings

• Wear their heart on their sleeves

• Read like an open book

• Share things about themselves

• Focus on the needs of people

• Make decisions based on intuition

• Don’t readily share and show their feelings

• Take longer for them to warm up

• Like to keep a mental and physical distance

• Make decisions based on logic

Thinking - Left BrainOrientation - Task

Self-contained / Guarded

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Distinction 2 - Assertiveness

Assertiveness is a person ’s need to

move forward

• The way a person deals with information and the situation.

• The degree of directness, forcefulness, expressing

thoughts, feeling and emotions.

• Move at a fast pace

• Are outspoken

• Dominant

• Talkative

• Extrovert

• Speak forcefully

• Move at a slower pace

• Approach risk, change, decision slowly and deliberately

• Compliant

• Co-operative

• Supportive

• Soft spoken

AssertiveFast

Non-AssertiveSlow

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The four iMA Colour Styles

Thinking - Right BrainOrientation - Relationship

Open

AssertiveFast

Non-AssertiveSlow

• Most people are a blend of colours

• Everyone has a dominant (High ) colour

• This is our “Comfort Zone ”

If you Respond to people in her/his iMA style you will reduce tension and increase communication, co-operation and trust

Use iMA extensively in:• Coaching and mentoring• Facilitation• Training sessions• Resolving issues with teams

Thinking - Left BrainOrientation - Task

Self-contained / Guarded

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Overview of the 4 iMA colour styles

RelationshipOrientation / Open

Assertive

Non-Assertive

Task Orientation /Self-contained

• Be pleasant

• Be non

assertive

• Be selfless

• Be supportive

of my feelings

• Be sincere

iMA High Blue … are warm,

supportive and nurturing individuals

who develop strong networks of

people who are willing to be mutually

supportive and reliable. They are

excellent team players, courteous,

friendly, good planners; persistent

workers and good with follow

through.

iMA High Green … are serious,

analytical, persistent, systematic and

task oriented people who enjoy

problem solving, perfecting processes

and working towards tangible results.

They do research, make comparisons,

determine risk, calculate margins of

error and then take action.

• Be time

disciplined

• Be logical

and prepared

• Be respectful

of rules

• Be

structured

and well

organised

• Be precise

iMA High Red … are goal oriented

go-getters who are most comfortable

when they are in charge of people and

situations. They focus on a no-

nonsense approach to bottom-line

results. They are fast-paced; task

oriented and work quickly by

themselves.

• Be practical

• Be brief

• Be assertive

• Be to the

point

• Be

supportive of

my goals

• Be flexible

• Be quick paced

• Be positive

• Be generous

with your

praise

• Be supportive

of my idea

iMA High Yellow … are outgoing,

friendly and enthusiastic idea people

who excel in getting others excited

about their vision. They are fast

paced, high energy and deal with

people in a positive upbeat way;

eternal optimists that can influence

people and build alliances to

accomplish their goals.

Description of iMA™ colour types. Reproduced with permission by Team

Animation Ltd and iMA Strategies.

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Sponsors group within a Bank Sept 2016

2

6

1 RelationshipOrientation / Open

Assertive

Non-Assertive

Task Orientation/ Guarded

7

30

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Characteristics of the way people interact with pro cess

• Perceive

• Design

• Adopt

• Deploy on the project

• Use

• Involve others

• Adapt

• Sustain its use

• Learn from

• Share knowledge

How this impacts the management functions

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Let’s take one example - Risk Management

©Team Animation Ltd

iMA impact on adoption and use of process

Impact on the adoption and use of processes

• Readily adopt and apply the way of working

• Desire to involve others in the process

• May not readily make decisions

• Supportive of others in using the approach

• Good planners – commit the time necessary

• Adopt and apply if they perceive the way of working as logical and robust

• May have a tendency to work in isolation on processes such as planning and risk management

• Require time to plan

• Produce detailed and comprehensive plans

• Will challenge the output if it is not thought to have been robustly thought through

• Will not make decisions unless provided with sufficient quantity and quality of information

• May be a potential to see rigorous processes as bureaucratic

• May wish to adapt to suit the situation

• Will be happy making decisions, often with all information being available

• Typically wish to lead the process and decision making

• May wish to adapt to suit the situation and then work in a flexible manner

• May not always apply the processes in full

• Wish to involve others through group discussion and workshops

• May make decisions based on gut feel and then look to back up based on the data available

• Can act a champion for new ways of working and engage others

• Good at getting other people’s input to the processes.

iMA and Risk Management in the Praxis

Framework

• Adopt and apply if they perceive the way of working as logical

and robust

• May have a tendency to work in isolation

• Require time to consider and plan

• Produce detailed and comprehensive plans

• Will not make decisions unless provided with sufficient quantity

and quality of information

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How to gain the maximum value from using the iMA Pr axis Framework

1. Reflecting on your own style and strengths• identify what you would typically propose or want to see• Consider if this is appropriate given the context

• identify how other colour styles would tackle the same thing – would this approach add value?

• Modify as appropriate

2. Working with others – individuals or teams

• identify their colour style

• Consider the implications in terms of the relationship and achieving the task

• Consider how other colour styles will tackle the task or deal with the situation – how will this impact you?

• Modify as appropriate

• Similar approach for teams

3. Approach is applicable in other ways• E.g. culture of the department / organisation

Reflecting on identify, Modify and Adapt

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Uses for iMA Praxis Framework Initiative

• Who• Individual project / programme / portfolio leaders and team members• PMO leaders / team members• Heads of Centre of Excellence• Head of Delivery / Strategy Execution

• What• Basis for the design and introduction of a new way of working – taking into account people and process• Improving specific performance issues around a particular aspect of the project• Increase level and quality of adoption of existing approaches• Invaluable insight to the development of project leadership, communities, project team development and

conflict resolution

iMA has multiple uses in its own right wrt relation ships, teambuilding and issue resolution –discuss with Donnie

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Gaining your feedback

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Contributing to the 1 st Phase of Research

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Additional follow on actions

1. Tweet - #iMAPraxis - tell the world what you think!

2. Join the IMA Praxis Framework LinkedIn Group• Main engagement tool with the community -

https://www.linkedin.com/groups/12008370• We will share the full set of slides via Slideshare today

3. Use the Praxis Framework!

4. Use the iMA for free:

• www.ima-pm.co.uk – 3500 completed to date and counting!

• Description of the 4 iMA profiles - http://www.slideshare.net/donniemacnicol/iima-colour-styles-description

• Article on the application of iMA -http://www.slideshare.net/donniemacnicol/spotlight-ontraining0615-3839

5. Contribute to the PMO FlashMob iMA Research Proje ct

• Looking at the characteristics of people including a full presentation of iMA at the 2016 conference

• Go and visit the wonderful Lindsay and Eileen at their stand!

6. Contact • donnie@teamanimation.co.uk – 07799 766238• adrian.dooley@praxisframework.org - 07403 555431

After of course completing our survey!

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Project Leadership 3 rd Edition Discount CodeBook by Donnie MacNicol

To celebrate the publication of “Project Leadership” 3rd Edition we are offering a 35% discount using the code in th e leaflet.

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Contact details for Donnie MacNicol

Donnie MacNicolTeam Animation

+44 (0)7799 766238donnie@teamanimation.co.uk www.teamanimation.co.uk

http://uk.linkedin.com/in/donniemacnicol

@donniemacnicol

http://www.facebook.com/pages/Team-Animation-Ltd/160769337303100

Donnie is an experienced project and programme leader who is passionate about developing the leadership capabilities of individuals, teams and organisations to deliver success. He is at his best when working with senior management teams, challenged by complex situations and inspiring individuals and teams to perform.

He leads consultancy and training assignments, specializing in developing leadership capability, details of which can be found at www.teamanimation.co.uk. Donnie is currently working with infrastructure, defence, technology, aerospace and public sector organisations to improve delivery and leadership capability.Widely recognized as contributing to the ‘people and organizational side’ of project management thinking, he is much in demand as a lecturer, speaker and writer. He is passionate about delivering value by incorporating the latest organisational, cultural and behavioural thinking.

Donnie is chair of the PMI UK Chapter Organisational Project Management (OPM) Forum and previously the APM’s People SIG for 10 years. He is also a Visiting Teaching Fellow at Warwick Manufacturing Group (WMG) and has strong relationships with other prestigious academic bodies. Donnie is a member of the Acumen7 network of business leaders and has established an enviable network of leaders across the projects world. He has had over 30 articles published and contributed to 5 books including Programme and Portfolio Management Demystified and MSP® Survival Guide for SROs. He has presented at over 100 events and conferences including for the MPA, Defence Academy, IOD, APM, PMI, RICS and ICE and a host of private and public sector organisations.