Project Management Warning Flag 4 – Too Much Time, Too Few People
Project managers know successful projects establish and maintain a balance between the elements of scope, time, and cost. Adding to or depleting any one of these elements necessitates a compensating change in one or both of the other elements; the integrity of the project management triangle being maintained.[wcm_restrict plans=”41152, 25542, 25653″]
But can a project’s scope, time, and cost elements be both in balance – the project management triangle’s integrity established and maintained – and be out of balance at the same time? Absolutely!
Resources are always in short supply. For a given project scope, the project management triangle suggests that resource (cost) shortfalls can be compensated for by extending the project’s time to completion. Doing so, however, not only has a diminishing beneficial impact but in excess will detract from a project and actually increase its costs. This happens because of the thieves of time and speed of change. Specifically:
- work expands to fill the time allotted
- the student syndrome
- multitasking
- rapidly changing internal corporate and external marketplace environment often linked to the speed of change of technology
Thus, as more and more time is added, less and less work gets done; eventually requiring additional resources. And as the time to delivery increases, changes within the company (people, processes, and technology) and marketplace (customer demands, product/service use and competitor positioning, offerings, pricing, and methods) threaten the relevance of the project’s deliverables.
Allotting too much time for a project’s completion enables the thieves of time to rob team members of their productivity and the speed of change to steal the project’s relevance. While not all inclusive, the four lists below, Process-Based Warning Flags, Process Execution Warning Flags – Behaviors, Potential, Observable Results, and Potential Causes, are designed to help leaders to recognize whether they are allocating an excessive amount of time to their organization’s projects. Only after a problem is recognized and its causes identified can the needed action be taken to move the organization toward improved performance.
Process-Based Warning Flags
- No time reporting process
- No process to collect time to perform data associated with specific project tasks or work orders
- Lack of a rigorous project scope control and/or project change management process
- Methods for monitoring project progress don’t require estimated time until task completion
- Project management processes do not exist to or are ineffective at assessing and determining the project delivery time based on marketplace conditions
Process Execution Warning Flags – Behaviors
- Individuals do not report time to perform specific work activities even if required to do so by procedure
- Individuals consistently report time worked as 8 hours per day or 40 hours per week even if they worked more or less than this amount
- Individuals record time worked from memory once every several days or more
- Executives, managers, and supervisors assign employees to work on several projects simultaneously
- Lack of executive and managerial challenge to time reports
- Lack of executive and managerial challenge to time requirement estimates
- Lack of supervisory oversight and observation of work
- Executive indifference to potential marketplace new and existing challengers regardless of their size
Potential, Observable Results
- Individuals often work on many projects at one time
- Excessive water cooler time, frequent long lunches, late arrivals, and/or early departures all with on schedule, on budget work completion at the desired quality level
- Excessive time spent on personal emails and/or personal phone calls with on schedule, on budget work completion at the desired quality level
- Excessive, perfectionist standards applied to all work with on schedule, on budget work completion
- Deliverables have additional out-of-scope features while being completed on time and on budget
- Projects typically take long periods of time to complete
- Competitor products routinely reach the market first
- Products/Services are often outdated or obsolete when they reach the market
Potential Causes
- Executives and managers are uncomfortable with conflict and avoid challenging employees regarding their work practices
- Executives and managers are not engaged with the workforce and their work practices
- Executives and managers routinely assess a person’s value contribution based on how busy they appear, thereby, encouraging ‘busy work’
- Individual contributor complacency
- Executives and managers underestimate competitors ability to deliver new products and services to the market
Final Thought…
The natural question becomes can a project have too many people and too little time? While the answer is yes, this is much easier to overcome as proper prior planning and resource coordination can overcome this dilemma. The following video provides an example of one such project where a full size home was built in the record time of 3 hours 26 minutes.[/wcm_restrict][wcm_nonmember plans=”41152, 25542, 25653″]
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StrategyDriven Editorial Perspective – Creating Event Certainty, part 3 of 3
No event response plan is even worth the paper it is written on if not promptly and properly executed. And while an estimated 20,000 to 40,000 barrels (840,000 to 1,680,000 gallons) of oil gush into the Gulf of Mexico per day1, more questions arise about the appropriateness of British Petroleum (BP) and the U.S. government’s response to the crisis.
“A good plan violently executed right now is far better than a perfect plan executed next week.”
George S. Patton (1885 – 1945)
General, United States Army
Appropriateness of Action
After persistent questioning by the U.S. State Department Press Corp, it came to light in early May that while at least thirteen countries have offered to assist in the Gulf of Mexico cleanup the U.S. government is not accepting most of this support. The countries named by the U.S. State Department as offering support include: Canada, Croatia, France, Germany, Ireland, Mexico, the Netherlands, Norway, Romania, Republic of Korea, Spain, Sweden, and the United Kingdom. The U.S. State Department notice characterized the assistance as being offers that “include experts in various aspects of oil spill impacts, research and technical expertise, booms, chemical oil dispersants, oil pumps, skimmers, and wildlife treatment.” However, this notice also stated, “While there is no need right now that the U.S. cannot meet, the U.S. Coast Guard is assessing these offers of assistance to see if there will be something which we will need in the near future.”2
Over a month later, Fox News reported that the U.S. government has accepted some foreign assistance including:
- Canada’s offer of 3,000 meters of containment boom
- Three sets of COSEZ sweeping arms from the Dutch
- Mexico’s offer of two skimmers and 4,200 meters of boom
- Norway’s offer of 8 skimming systems
More important is what is not in use, namely the world’s best oil skimming ships from Belgium, the Netherlands, and Norway because of their non-compliance with the Jones Act, a 1920’s protectionist law aimed at benefiting labor unions. While the George W. Bush Administration waived the Jones Act requirements in order to accept foreign assistance following the Hurricane Katrina Disaster, the Obama Administration has indicated no such intentions in dealing with the BP Oil Spill Crisis.3
Failure of the Obama Administration to waive the Jones Act requirements and welcome Belgian, Dutch, and Norwegian oil skimmers to defend the shores of the United States is inexcusable. Compounding this issue is the lack of command leadership being exercised by both President Obama and Coast Guard Admiral Thad Allen. Admiral Allen is quoted as saying, “if it gets to the point where a Jones Act waiver is required, we’re willing to do that too. Nobody has come to me with a request for a Jones Act waiver.” As the Incident Commander, Admiral Allen is solely responsible to make the decision on whether or not to make a waiver request. He is responsible to exercise command judgment, not wait on a subordinate or outsider to provide him with his opinion or direction. With the oil leak ongoing, an estimated 39,525,000+ gallons of oil leaked4, 840,000 to 1,680,000 gallons more oil entering the Gulf daily, failing oil booms5, a marginally effective BP well cap6, and only 320,000 gallons of oil skimmed7 add up to the common sense solution that President Obama and Admiral Allen need to act now to waive the Jones Act and invite our global allies to assist with the Gulf Oil Spill recovery effort.
As with almost all events, these inappropriate actions only serve to intensify the severity of damage being done to the people, businesses, and environment of the Gulf States.
Timeliness of Action
Timely actions mitigate events and prevent the promulgation of adverse effects. In countries such as the Netherlands, oil companies are given 12 hours to appropriately respond to an oil leak before the government takes over and the oil company presented ‘the bill.’ This, however, is not the case in the United States where BP’s response has, in several cases, been inexcusably slow8 with no or delayed government intervention.
From the beginning, BP and the U.S government were slow to respond to the oil spill in the Gulf of Mexico. It was 12 days before the relief well, cited by many experts as the key to stopping the leak, was started.9 And once one well capping method is deemed unsuccessful, it is several days before the next method is tried.10 Clearly, BP nor the U.S. government appears to have been fully prepared to implement their oil spill response plans and once implemented are doing so far too slowly.
StrategyDriven Recommended Practices
Risk response relies as much upon the proper and timely execution of the mitigation plan as it does development of the plan itself. All too often, executives and managers become penny wise and pound foolish; focusing too much on the cost of the event’s mitigation rather than on mitigating the event itself. Those falling prey to this temptation typically find their organization’s mitigation timeline extended and their costs soaring.
Whether responding to an isolated incident such as the unexpected resignation of a key resource or a global impacting event like the BP Oil Spill, StrategyDriven recommends executives and managers consider the following event response principles:
Event Response
- Promptly execute the in place risk mitigation, transference, and avoidance mechanisms. The in place plan, conceived by the most experienced minds in a stress-free environment, cannot help alleviate the event’s negative impacts if not implemented – timely execution is critical to curtailing the damage. While executing the plan, allow flexibility to address unique circumstances.
- Always be looking ahead… assume failure and prepare to perform the next several response actions in parallel. Transitioning from one phase of a plan to another takes precious time. Assuming that current efforts will fail and prestaging the personnel, procedures, materials, components, tools, and equipment to executive several subsequent phases eliminates this wait time thereby accelerating the event response efforts which in-turn help reduce the overall negative impact incurred.
- Accept outside assistance as appropriate. Some outside assistance may be truly unnecessary, inappropriate, and distracting. However, legitimate offers of assistance from knowledgeable and experienced persons should be accepted so to shorten the response and recovery time frame and/or mitigate negative outcomes.
- Communicate constructively and proactively with the press, public, and stakeholders. People fear the unknown; and during times of crisis, the unknown creates vast unnecessary uncertainty. Remaining as transparent as possible by openly communicating known event conditions and mitigating actions as clearly and accurately as possible helps reduce the unknown and generates good will.
- Constructively assist in the incident recovery – even if the event is not your direct responsibility. As responsible members of the broader local and global community, we should reasonably assist others in the mitigation of significant events if we possess the talent, knowledge, methods, and/or equipment to do so.
- Seek legal counsel. We live in a litigious society. Whether the event is or is not your organization’s responsibility, it is often prudent to seek legal counsel to ensure your and your company’s rights are protected.
Final Thoughts…
For four weeks, we have commented on the failures of British Petroleum and the U.S. government in responding to the Gulf Oil Spill. Based on this example, we have recommended several actions be taken by leaders to ready their organization and better respond to significant events should they occur.
Johnson & Johnson’s handling of The Tylenol Crisis of 1982 stands as an example of effective crisis management. For a brief review of that event and Johnson & Johnson’s response, we suggest reading: The Tylenol Crisis, 1982 by Effective Crisis Management.11
StrategyDriven wishes to thank the people and companies of Canada, Croatia, France, Germany, Ireland, Mexico, the Netherlands, Norway, Romania, Republic of Korea, Spain, Sweden, and the United Kingdom for their offers of assistance in the BP Oil Spill recovery effort. We also extend our appreciation to the men and women of the U.S. Coast Guard and the Gulf States for their effort to contain the spill and protect our country from its harmful impacts.
Final Request…
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Sources
- “BP Oil Leak Rate Called 8 Times Worse Than Earlier Estimate,” David Muir and Bradley Blackburn, ABC News, June 10, 2010 (http://abcnews.go.com/WN/Media/bp-oil-spill-federal-panel-flow-rate-worse/story?id=10881441)
- “U.S. not accepting foreign help on oil spill,” Josh Rogin, Foreign Policy, May 6, 2010 (http://thecable.foreignpolicy.com/posts/2010/05/06/us_not_accepting_foreign_help_on_oil_spill)
- “Jones Act Slowing Oil Spill Cleanup?” Brian Wilson, Fox News, June 10, 2010 (http://liveshots.blogs.foxnews.com/2010/06/10/jones-act-slowing-oil-spill-cleanup/)
- “How Much Oil Has Leaked Into the Gulf of Mexico?” Chris Amico, PBS, May 9, 2010 (http://www.pbs.org/newshour/rundown/2010/05/how-much-oil-has-spilled-in-the-gulf-of-mexico.html)
- “Containment boom effort comes up short in BP oil spill,” Peter Grier, The Christian Science Monitor, June 11, 2010 (http://www.csmonitor.com/USA/2010/0611/Containment-boom-effort-comes-up-short-in-BP-oil-spill)
- “BP Oil Spill Cap helps slow Gulf oil spill: Will it work?” Cheryl Phillips, Examiner, June 6, 2010 (http://www.examiner.com/x-22397-Providence-Business-Headlines-Examiner~y2010m6d6-BP-Oil-Spill-Cap-helps-slow-Gulf-oil-spill)
- “Containment boom effort comes up short in BP oil spill,” Peter Grier, The Christian Science Monitor, June 11, 2010 (http://www.csmonitor.com/USA/2010/0611/Containment-boom-effort-comes-up-short-in-BP-oil-spill)
- “Steffy: U.S. and BP slow to accept Dutch expertise,” Loren Steffy, Houston Chronicle, June 8, 2010 (http://www.chron.com/disp/story.mpl/business/steffy/7043272.html)
- “Spill relief well draws scrutiny, fears,” Greg Bluestein and Jason Dearen, Associated Press, June 13, 2010 (http://www.msnbc.msn.com/id/37674027/ns/disaster_in_the_gulf)
- “’Top kill’ fails to stop Gulf oil leak, new plan readied,” The Economic Times, May 30, 2010 (http://economictimes.indiatimes.com/articleshow/5990458.cms)
- “The Tylenol Crisis, 1982,” Effective Crisis Management, 2002 (http://iml.jou.ufl.edu/projects/Fall02/Susi/tylenol.htm)
Leadership Inspirations – How We See Things
“We see things not as they are, but as we are.”
H. M. Tomlinson (1873 – 1958)
British writer and journalist
The New Thinking on KPIs, part 4 of 4
Removing the lead / lag confusion
Many management books talk about “lead and lag indicators” which I believe merely clouds the KPI debate. Using this new way of looking at KPIs we dispense with the terms lag (outcome) and lead (performance driver) indicators. I have presented to nearly two thousand people on KPIs and I always ask “is the late planes in the air KPI, a lead or lag indicator?” The vote count is always evenly split. Surely, this is enough proof that lead and lag labels are not a useful way of defining measures.
Key result indicators replace outcome measures, which typically look at activity over months or quarters. PIs, and KPIs are now characterised as either past, current or future measures. The new concept called “current measures” are those monitored 24/7 or daily. You will find the real KPIs in your organization are either “current” or “future” measures.
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Past measures | Current measures | Future measures |
(last week / fortnight / month / quarter) | (24/7 and daily) | (next day / week / month / quarter) |
e.g. number of late planes last week/ last month | e.g. planes over 2 hours late (updated continuously) | e.g. number of initiatives to be commenced in the next month / two months to target areas which are causing late planes. |
The lead lag division did not focus adequately enough on the timing of the measures. Most organizations who want to create alignment and change behavior need to be monitoring what corrective action is to take place in the future. In other words if quality improvements are to happen we need to measure the number of initiatives which are about to come online in the next week, fortnight, month. If we want to increase sales it is important to know what meetings have already been organised/scheduled with our key customers in the next week, fortnight, month.
Finding the critical success factors
Most organizations know their success factors, however few organizations have:
- worded their success factors appropriately
- segregated out success factors from their strategic objectives
- sifted through the success factors to find their critical ones – their critical success factors
- communicated the critical success factors to staff
Finding the success factors and narrowing them down to no more than five to eight CSFs is a vital step in any KPI exercise. If your organization has not completed a thorough exercise to know its critical success factors (CSFs) performance measurement will be a random process creating an army of measurers producing numerous numbing reports, and who often “measure” progress in a direction very remote from the strategic direction of the organization.
Next steps
- Listen to the webcasts KPIs I have recorded on www.bettermanagement.com search “parmenter” using the search engine on the site
- Acquire my KPI starter kit, available on www.davidparmenter.com
- Engage an in-house or external public relations expert to help sell concept
- Deliver a PowerPoint presentation to the SMT to get buy-in for your KPI / BSC project
- Start the exercise to list all the success factors and then sort out which ones are critical – the CSFs
- Link with an external expert who can contribute to brainstorming sessions designed to ascertain the CSFs for your organization
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About the Author
David Parmenter, author of Key Performance Indicators: Developing, Implementing, and Using Winning KPIs
and Pareto’s 80/20 Rule for Corporate Accountants
, is an international presenter who is known for his thought provoking and lively sessions, which have led to substantial change in many organizations. He is a leading expert in developing winning KPIs, replacing the annual planning process with quarterly rolling planning, accelerating month-end processes, and converting reporting to a decision based tool.
David’s work on KPIs has received international recognition with clients in Auckland, Wellington, Sydney, Melbourne, Brisbane, Adelaide, Canberra, Perth, Kuala Lumpur, Singapore, Tehran, Prague, Dublin, London, Birmingham, Manchester and Edinburgh. David is a fellow of the Institute of Chartered Accountants in England & Wales and has worked for Ernst & Young, BP Oil Ltd, Arthur Andersen, and Price Waterhouse Coopers.
David’s recent thinking is accessible from www.davidparmenter.com. He can be contacted at parmenter@waymark.co.nz or telephone +64 4 499 0007.
This articles is an extract from his “Implementing winning KPIs” whitepaper which can be downloaded from http://davidparmenter.com/how-to-guides)
StrategyDriven Podcast Special Edition 36 – An Interview with Robert Wysocki, author of Adaptive Project Framework
StrategyDriven Podcasts focus on the tools and techniques executives and managers can use to improve their organization’s alignment and accountability to ultimately achieve superior results. These podcasts elaborate on the best practice and warning flag articles on the StrategyDriven website.
Special Edition 36 – An Interview with Robert Wysocki, author of Adaptive Project Framework explores how to deal with the often monumental uncertainty associated with project scope, resources, and time; increasing the organization’s rate of project success and improving its bottom line returns. During our discussion, Robert Wysocki, author of Adaptive Project Framework: Managing Complexity in the Face of Uncertainty and President of Enterprise Information Insights, shares with us his insights and illustrative examples regarding:
the differences and benefits of using the Adaptive Project Framework to deal with project uncertainty
- core values of the Adaptive Project Framework
- types of projects for which the Adaptive Project Framework is ideally suited
- how the Adaptive Project Framework is executed through its five phases
- how the Adaptive Project Framework helps leaders evaluate the ongoing viability of an initiative and terminate it, if necessary, while still receiving value for the time and resources expended
Additional Information
In addition to the invaluable insights Robert shares in Adaptive Project Framework and this special edition podcast are the resources accessible from his website, www.EIICorp.com. Robert’s book, Adaptive Project Framework
, can be purchased by clicking here
.
About the Author
Robert Wysocki, author of Adaptive Project Framework
, is President of Enterprise Information Insights, a consulting and training practice that specializes in helping large organizations run projects more effectively. For more than forty years, Robert has served as a project management consultant, information systems manager, and training developer and provider. His clients range from AT&T and Aetna to the U.S. Army Signal Corps, Wal-Mart, and Wells Fargo. Robert has written sixteen books on project and IT management including the Project Management Institute-recommended book, Effective Project Management
. To read Robert’s complete biography, click here.
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