Measuring customer satisfaction at the end of the project is critical. I recently started using a new Post Implementation Project Survey document. I send the document to all key stakeholders just after the project's completion.
Is the document useful to you? Is it too long? Is there questions you would ask that aren't listed?
Click here to review the document, and please take the time to leave me some feedback.
Tips, hints, links, and helpful information related to the discipline of Project Management.
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Friday, May 15, 2009
Thursday, May 14, 2009
Corporate Purpose and Core Values
I came across this last year on the Internet. I thought it was worth sharing. I changed the company name to XYZ.
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Purpose and Core Values
Building a Better World: We better the lives of those we touch and improve communities around the world through our personal and professional contributions.
Our employees are our greatest assets and we will grow, inspire and protect them.
XYZ is committed to actively encouraging diversity through our people and our activities, as we truly believe in the value of a diverse workforce to both inspire our people and grow our business.
We will be uncompromising in our determination to achieve product excellence and, in turn, improve the world's quality of life. Our everyday work is focused on reducing impacts to the environment and improving focus on reducing impacts to the environment and improving society, while meeting client needs with superior project design and delivery.
We are committed to being involved citizens, both as a business and as individuals, in improving the communities where we reside and work. We want to leave a positive legacy in the communities we work in.
Our reputation as a trustworthy business partner is critical to our business success. Honesty, professionalism, ethical behavior, and integrity with our staff and clients. Our reputation with them is paramount to our success as is our technical leadership reputation.
Our business goals are only met when mutually we make our clients successful and we are fairly rewarded. By getting all these right, delivered through our project management, quality, safety, health and environmental management systems, we serve our clients' needs successfully.
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WOW, this sounds like an organization that is focused on the right things.
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Building a Better World: We better the lives of those we touch and improve communities around the world through our personal and professional contributions.
Our employees are our greatest assets and we will grow, inspire and protect them.
XYZ is committed to actively encouraging diversity through our people and our activities, as we truly believe in the value of a diverse workforce to both inspire our people and grow our business.
We will be uncompromising in our determination to achieve product excellence and, in turn, improve the world's quality of life. Our everyday work is focused on reducing impacts to the environment and improving focus on reducing impacts to the environment and improving society, while meeting client needs with superior project design and delivery.
We are committed to being involved citizens, both as a business and as individuals, in improving the communities where we reside and work. We want to leave a positive legacy in the communities we work in.
Our reputation as a trustworthy business partner is critical to our business success. Honesty, professionalism, ethical behavior, and integrity with our staff and clients. Our reputation with them is paramount to our success as is our technical leadership reputation.
Our business goals are only met when mutually we make our clients successful and we are fairly rewarded. By getting all these right, delivered through our project management, quality, safety, health and environmental management systems, we serve our clients' needs successfully.
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WOW, this sounds like an organization that is focused on the right things.
Wednesday, May 13, 2009
Competency and the Project Manager
Competency can also be called - Ability, Capableness, Ableness, Capacity, etc...
Knowledge + Skills + Attitude = Competency
Knowledge - Awareness or comprehension acquired by study or experience
Skills - Ability to apply knowledge
Attitude - State of mind or feeling
One of my favorite formulas is: Knowledge + Experience = Wisdom
What is your Competency Rating?
Knowledge + Skills + Attitude = Competency
Knowledge - Awareness or comprehension acquired by study or experience
Skills - Ability to apply knowledge
Attitude - State of mind or feeling
One of my favorite formulas is: Knowledge + Experience = Wisdom
What is your Competency Rating?
Monday, May 11, 2009
Don't Follow a Bad Leader
Leadership = Purpose + Direction + Motivation + Coaching + Passion + Character + Trustworthiness + Discipline + Communication
I witness poor leadership behaviors all the time. It amazes me that these scoundrels have followers. People that follow bad leaders are a lot like sheep following a shepard. Don't follow a bad leader. Break out from the flock and look for a leader that wants you to succeed.
I witness poor leadership behaviors all the time. It amazes me that these scoundrels have followers. People that follow bad leaders are a lot like sheep following a shepard. Don't follow a bad leader. Break out from the flock and look for a leader that wants you to succeed.
Thursday, May 07, 2009
Characteristics of a Successful Organizational Culture - Part 2
Signs your organization's culture is healthy
Change is not seen as a goal but a journey
An individual’s status in the organization is gained because of their results ...and methods ...and communications, not their role or title
People have fun at work
People become more willing to speak their minds
All levels of the organization come together to solve problems
Risk taking is encouraged
Project management is taken seriously
Senior staff and executives are visible, available, and relevant
There are blurred lines between organizational groups and departments
External employee concerns (home, family, school) are part of the organization’s agenda
Teams evaluate themselves and other teams
Teams determine who is on or off “the team”
Executives and senior managers that show anti-social behavior or who are not team players are told to seek work elsewhere
People manage themselves
People doing the work are looked upon as experts on how the work should be done
Organizational decisions, rewards, and results are shared openly
There are formal and explicit links and work rules between internal groups
Managers are visible, informed, and accountable
Team assessments are used to measure a Team’s success
There is a new paradigm about what the organization owes the employee and what the employee owes the organization
The gap between potential and performance is reduced (must be measured by outsiders)
Teams replace supervisors
Information is shared about the organization’s failures, problems, successes, and opportunities
People smile more and like coming to work
People discuss then decide
Trust, Respect, Integrity, and Truthfulness are not an option
People are eager and willing to learn new things
Tuesday, May 05, 2009
Characteristics of a Successful Organizational Culture
Culture can be described as a set of behaviors that are refined and are used or sought after by people in their group. Cultural behaviors are a set of shared ideas and beliefs that are associated with a way of life.
In highly effective enterprises, cultures tend to have the following characteristics. There are many more, but these are some that come to mind:
Leaders lead and teach others to be leaders
A positive attitude is displayed by key managers and leaders
The organization's plans, policies, procedures, rules, and strategic direction are well documented and discussed at all levels of the organization
The opinions of employees are valued and they believe they are key members of the larger enterprise team
Work teams are encouraged to develop solutions to organizational problems
Continuous improvement is a part of the way business is done
The organization believes in and practices a philosophy of creativity and innovation
Professional politicians are looked at as a liability
Interdependent relationships are numerous and exist at all levels of the organization
Employees are recognized for their achievements
Feedback is continuous and two-way
Senior managers are visible and available
Resourse planning is practiced continuously
There is "Systems Thinking"
There is a shrinking gap between organizatinal potential and performance (and it is measured)
Team members evaluate the performance of their team as a whole and eliminate unproductive members that are unwilling to perform at acceptable levels
Senior management understands that the people doing the work are the ones that know how the work should be done
Managers are facilitators and coaches
Moral is high and people are satisfied with their jobs
People are committed to the organization's goals and to their work groups success
In highly effective enterprises, cultures tend to have the following characteristics. There are many more, but these are some that come to mind:
Leaders lead and teach others to be leaders
A positive attitude is displayed by key managers and leaders
The organization's plans, policies, procedures, rules, and strategic direction are well documented and discussed at all levels of the organization
The opinions of employees are valued and they believe they are key members of the larger enterprise team
Work teams are encouraged to develop solutions to organizational problems
Continuous improvement is a part of the way business is done
The organization believes in and practices a philosophy of creativity and innovation
Professional politicians are looked at as a liability
Interdependent relationships are numerous and exist at all levels of the organization
Employees are recognized for their achievements
Feedback is continuous and two-way
Senior managers are visible and available
Resourse planning is practiced continuously
There is "Systems Thinking"
There is a shrinking gap between organizatinal potential and performance (and it is measured)
Team members evaluate the performance of their team as a whole and eliminate unproductive members that are unwilling to perform at acceptable levels
Senior management understands that the people doing the work are the ones that know how the work should be done
Managers are facilitators and coaches
Moral is high and people are satisfied with their jobs
People are committed to the organization's goals and to their work groups success