Howdy. I've been lurking and aiming for about a year now. I have been trying to figure out how to use the tools in my situation. I am in a situation that I haven't seen so far in the podcasts or the forums and thus I have some questions. So here goes...
As a PM in my company, I don't have folks who report directly to me. However, I direct their workload on a regular basis. My input isn't taken into consideration for annual reviews, as far as I know. I make sure I send Thank You emails to them and their management team as a form of feedback. I occasionally use the feedback model with them simply for positive feedback as I don't use the model regularly enough to provide negative at this time. They don't know I'm using a model for this feedback (though they've probably figured something out since I'm using the same wording each time... They're not stupid...). :)
There are only 3 people that I directly influence their workload. One is a contractor working with me locally. Another is also a contractor, but working on the west coast (I'm on the east coast). And the third works for our company, but is in China and is officially managed locally by a "people manager".
In this type of a situation where the team doesn't report to me, can I really roll out the Trinity to them? What suggestions do y'all have for working on a better way to build relationships with the team to make them better performers without stepping on all the other potential toes that could be involved in this instance and across such distances?
My thoughts are to use a hybrid of the peer feedback model, the first 20 minutes of O3s, and then coaching if they request it. The plan was to mention the casts here and point them to them so they would know where I was starting from. However, if I'm not doing the exact model that M&M describe, I fear that it won't work they way I would like it to work and there would be questions about why I'm not doing it the way it is described here. Are my fears unfounded? Does this sound like a good approach?
Thanks in advance for your help!!!
Signed,
- Aiming just a little more... ;)
HA!
Can you wait a few weeks? I just today wrote the shownotes for PMO3s, Project Manager One on Ones. Following in a few more weeks, we'll roll out PM Feedback Model.
I feel like George Peppard* (but only in a wishing sort of way.) ;-)
Mark
* - (The Cigar one, Not the Holly Golightly one)
oh man...
Man, just when I get up the nerve to really get started, I have to keep waiting... ;)
But like you said in the Rolling out the Trinity cast - I haven't done it to this point. Why would a couple more weeks matter? :)
In the meantime, should I be thinking about more than O3s or is all that covered in that cast?
Can't wait to hear it! Thanks in advance for your help!!!
One on ones work so well...
...in PM orgs that they're really all you need to start on. Don't try to do 2-3-4 new things at once... everything suffers. Master one.
A show on One-on-ones for project managers? Great!
I'm also looking forward to these upcoming shows - they will be really relevant to me.
PMO3s Cast Out 5/24
Mike is the one who publishes them, but I think I have it right that it comes out 24 May.
Enjoy!
Me three
I'm also looking forward to that/those podcasts. One-on-Ones are great, but talking people into them who are not really my directs takes some convincing. I've justified them in the past as part of my method of project control. Feedback and coaching are doable. I'm ok with Delegation, but I haven't really been able to tie it all together methodically.
Love your work, and thanks for listening for requests.
David