9. Don’t govern by threats

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As a cherry on the cake, complete the circle by threatening employees by a variety of threats and bully them into submission. Completely politicise the working atmosphere by turning each employee against the other and follow through by asking each employee to “report” about the others privately. Although these may be stone age tactics, these are used effectively by managers in dealing with a new and superbly qualified professional team. 

International organisations world over recognise bullying to be detrimental to the work process. Some of the signs of bullying are :

• Micromanagement at all stages of the work process hamper the flow of the work and indirectly question the integrity of the employees. This effectively reduces an experienced employee to a rookie who needs to ask for instructions at every stage
• Intruding privacy with phone calls at odd hours and clear threats to answer emails received on hand held devices within minutes of receiving them. Not answering phone calls or emails would lead to a “dressing down” in front of other employees – another clear bullying tactic.
• Displaying intimidating behaviour about specific employees in front of other employees in their absence by threatening to fire them – incessantly and constantly.
• Constantly deflecting requests for personal time off which is contractually due to the employee thereby traumatising employees.

To top it all, none of these “rules” are available in the company rule book or available from the Human Resource department.  The employee has little or no choice but to fall in line with the bullying tactics of the boss. The employee can

• Establish ground rules and areas to allow the “micromanagement” to slowly metamorphose to a stage where it becomes redundant or even stupid
• Gradually and firmly, establish the limits of office time and private family time.
• For the intimidating behaviour, the employees could unite against such behaviour and stand up to the bully. After all, one can’t “fire” the team all at once.
• For the requests of leave, if it is clearly due and official, the employees should stand up for their rights. Eventually, the bully will back down.

In the tenth and concluding post, look forward to an entertaining piece on email writing. Links to the previous posts are below

8. Support the team on the Ground
7. Provide Mission Critical information to the Project Team
6. Resource appropriately
5. How to (not) do your budget in five easy steps
4. Read the contract you just signed
3. Don't promise the impossible in a ridiculous timeframe
2. How (not) to win a contract
1. New Business Areas

8. Support the team on the Ground

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Mistakes happen. Sometimes several of them at once or in a sequence. The team on the ground, under most circumstances at least has the strong support from the core team which is experienced and has encountered many such difficult project situations. Not So.
The core team is busy with other projects or is simply interested in churning out the monthly invoices to protect the bottom lines and manage salaries of the team. Support and advice in the form of a conference call can become difficult to organise.  In strictly hierchical firms, independent decisions by project teams are vigourously controlled where the project delivery becomes a risk.
Looking back at such situations, one could:

• Draw up clear protocols for raising project related issues all the way to the top of the hierarchy of the firm. Even top management including owners should remain accessible for project related issues. The access can of course be controlled and monitored so as to involve them in only crucial issues.
• Regular contact with the project team in forms of conference calls or meetings.
• If meetings or calls do not become possible, regular reports should be scrutinised and advice given for crucial, unanswered issues

In the next post, I shall be discussing the ninth point in the series – Don’t govern by threats.
Links to the previous posts
7. Provide Mission Critical information to the Project Team
6. Resource appropriately
5. How to (not) do your budget in five easy steps
4. Read the contract you just signed
3. Don't promise the impossible in a ridiculous timeframe
2. How (not) to win a contract
1. New Business Areas

6. Resource appropriately

To recruit the right person for the job is an an extremely rare expertise for companies to have in today’s fast paced world. A lucrative package with a fancy tag in an exotic sounding location sounds great but comes with its own pitfalls. By promising  a stable, lucrative position in today’s unstable job market, an employee is led to believe that past experience and expertise has helped him/her get the post but in all likelihood one is being set up by the employer. This becomes a necessity when all the mistakes listed in the past five posts have happened – either by conscious design or by an unnatural twist of fate.

While your employer may have signed a milestone based contract, they may have provided resources based on a timesheet based contract. Needless to say, resources that may be required at construction stage are not useful at early design stages. Construction Management resources adept at handling complex sites end up twiddling their thumbs while Design Coordination struggles due to lack of resources.

Several such situations like this may have arisen where such challenges in some form or the other present themselves to Project Managers. Under such situations, choices are limited to:

• Adapt to the challenge by accepting the situation as it unfolds in a new job situation
• Be pro active and raise a flag about the inadequacy and wrong type of resources which could potentially backfire.

A compilation of experiences on similar situations may add to our body of knowledge and will improve Project delivery to clients and modify our working methods.

Links to previous posts

5. How to (not) do your budget in five easy steps

4. Read the contract you just signed

3. Don't promise the impossible in a ridiculous timeframe

2. How (not) to win a contract

1. New Business Areas

5. How to (not) do your budget in five easy steps

Image courtesy patpitchaya / Freedigitalphotos.net

If you have reached to the point where you have to give the budget for your project after you have systematically made all the four mistakes listed previously, you are either plain lucky or a sitting duck. More likely the latter!
Here’s how to (not) do a budget. Imagine the scenario in the Post # 3. For that scenario, do the following:

1. Get the rates for a single house from a local contractor. Extrapolate the rates to 1500 houses. Simple
2. Cross check the rates against your home country rates. Rest in the comfort that they are much higher than your home country rates.
3. Ridicule all the advice by your own staff related to employing qualified Quantity surveyors by saying “That’s how we do it here.”
4. For the rates that are not available locally, use your home country rates, multiply them by some factor and build them up. Simple. Not rocket science is it?
5. Float your budget to the client

The fact that the project is the first of its kind in a less developed place, in a ridiculously impossible time frame, should not matter. Armed with this “budget” go ahead and float your tender to international contractors.
Obvious lessons from this post are

• Budgets prepared by such rudimentary methods can not be the basis to go to tender. This clearly misguides the client into believing a budget which will not stand the test when the bids come back.
• The Project Manager’s budget – if prepared at all, should not be shared as a Cost Plan document to the client.
• Do not hesitate to employ local professionals who will give you a correct picture of the rates and an accurate and reliable number.

Links to previous posts of this series
4. Read the contract you just signed
3. Don't promise the impossible in a ridiculous timeframe
2. How (not) to win a contract
1. New Business Areas

2. How (not) to win a contract

The second part in the series of “10 (un)common mistakes to avoid in Project Management”, is How (not) to win a Contract
The pressure to grow multifold, to get more revenue into the kitty prompts companies and business development executives to resort to "unconventional" means to procure projects.Most of us have encountered various unconventional methods used by the go getters of organisations who spare no effort in winning a project for the company.  During the initial stages of bidding for the project this often comes under the guise of agents who can "help" you to get a project. As a Business development executive this is an easy solution but you have only postponed the problem and successfully invited disaster for your Project Delivery team. Not to mention the strain it will create between you and the client as you start the project on the back foot because the client has the upper hand in this relationship. Not the best way to deliver a project. Other problems include a huge dent in your revenue as the agent is going to take away a huge chunk.
Valuable lessons to learn from such uncommon incidents :

• As a professional entity, disallow such practices at the highest levels as they are a surefire way to invite disaster. One project acquired in this fashion will wipe out the reputation earned from all your past projects. The industry in which you work is a small group and word travels fast.
• Emphasise on traditional values like honesty, integrity and hard work above all else – though they might sound archaic and old fashioned in today’s fast paced world.

"Don’t promise the impossible in a ridiculous time frame" is the third in the series. Read about the previous post here.
1. New Business Areas

10 (un)common mistakes to avoid in Project Management

Ten avoidable issues. Very basic, Simple and based on plain common sense but uncommon to find.

New Business areas

 Image courtesy of Renjith Krishnan / FreeDigitalPhotos.net

Success in one region or a particular discipline does not mean you can duplicate your success using the same formula in unknown regions and cultures. If you are an ace at managing and designing residential developments in the Middle east, does not automatically translate to a successful design of an airport project in a different culture and geographical region (and continent) like say South America. In the competitive world, such ventures give the age old adage "Fools rush in where angels fear to tread" a completely new meaning.
Perhaps pressure to grow into new areas pushes companies to venture into such new business areas.
Valuable lessons to learn from such uncommon incidents :

• Employ professionals who have extensive experience in the new areas and business verticals that the company wishes to venture into. Needless to say, these professionals should be trusted and groomed into the company culture.
• Recognise the differences in cultures and geographies which play a large role for new companies entering new geographies and business verticals.
• Recognise the fact that new geographies and business verticals have a gestational period and would take time to yield results and profits
• Recognise the fact that successful strategies and formulae of a hugely successful region and business vertical do not translate to the same success in other regions and cultures.

In the next post I will be posting about How (not) to win a contract 

Other posts in this series

9. Don’t govern by threats
8. Support the team on the Ground
7. Provide Mission Critical information to the Project Team
6. Resource appropriately
5. How to (not) do your budget in five easy steps
4. Read the contract you just signed
3. Don't promise the impossible in a ridiculous timeframe

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