This document discusses the differences between managing and leading, and provides strategies for project managers to ensure success. It emphasizes that people, not processes or rules, should come first. Project managers are responsible for managing expectations, issues, status and risks while also coaching the team. Both customer and employee satisfaction are important metrics of success. The roles of people managers, project managers, and HR are outlined. Overall it stresses that empowering people as assets, rather than viewing them as such, is key to surviving challenges or "storms" that may occur.

1. Valentina Luzina
Viktor Bezhenar
Oct 7th 2016
EYE OF THE STORM

2. CONTENT
 Difference between Managing and Leading
 Management Matrix in Outsource
 Matching Needs both People and Project
 Project Success Means People First?
 “Surviving the Storm” Rules

3. Leadership
MANAGEMENT and LEADERSHIP
Let’s talk a bit about the definitions
▪ Why your subordinates love to get clear instructions
▪ Finally, why managers are highly paid?
▪ Who they are in terms of IT business environment
Management
MANAGE TASKS, LEAD PEOPLE

4. Management Quality
HPO – 5 FACTORS
Openness and Action Orientation
Long Term Orientation
Continuous Improvement and Renewal
Employee Quality

5. MANAGEMENT MATRIX
People management
Professional growth
Coaching and mentoring
in competence area
People Manager
Project management
Cooperation with team
and
customers
Project Manager
Lead Manage

6. MANAGEMENT MATRIX
People management
Professional growth
Coaching and mentoring
in competence area
People Manager
Project management
Cooperation with team
and
customers
Project Manager
Lead ManageAny conflicts here?

7. DRAMA TRIANGLE
Organization
=
Line Organization
+
Process Organization
People Manager
EmployeesProject Manager
Drama
Triangle

8. PM’S TRIANGLE OF RESPONSIBILITIES
Scope
CostTime
Quality

9. PM ROLE TRANSFORMED EXTREMELY
PM in
Scrum
PM in
RUP/Waterfall..
PM where
ever else

10. SET OF PROCESSES PM CAN APPLY: PMBOK

11. BUT IN VERY GENERAL IT IS
Following of the plan
Customer expectation
management
Presenting
deliveries, issues
Understanding
your people
Setup
Development
process
Conflict handling
Support and
improve the
process
Status & Finance
Reporting
Risk identification
and management
Ensure that everyone is happy

12. WHAT I’M BUSY WITH IN LEVI9
Happy Customer Happy Employer
Happy Team
members
o Manage expectations
o Help to resolve issues
o Proactive risk identification
and mitigation plans
o Get relevant information,
share relevant information
o Understanding customer
needs
o Having correct proposal on
the plate if
o Be aware of the status of the
project, keep customer
updated
o Support with feature
definition and prioritization
o Engage customer to the
working process, have it
transparent
o Make customer feel
comfortable while visits
o Give the feedback
o Help to resolve issues
o Appreciate their work
o Protect from the customer
o Share relevant info from the
customer side
o Coach the team, giving them
empowerment
o Establish clear and efficient
development process
o Give the ideas for the
development plan
o Help to resolve internal and
external issues
o Conflict handling, increase
the team spirit
o Organize team buildings
o The margin of the project is
growing
o Turnover of is low
o Customer recommends us to
others via whatever channels
o PM has always complete info
about the project status and
customer possibilities
o Hire correct people to the
team

13. BUT OF COURSE IF WE FAILED SOMEWHERE
Happy Customer Happy Employer
Happy Team
members
o Manage expectations
o Help to resolve issues
o Proactive risk identification
and mitigation plans
o Get relevant information,
share relevant information
o Understanding customer
needs
o Having correct proposal on
the plate if
o Be aware of the status of the
project, keep customer
updated
o Support with feature
definition and prioritization
o Engage customer to the
working process, have it
transparent
o Make customer feel
comfortable while visits
o Give the feedback
o Help to resolve issues
o Appreciate their work
o Protect from the customer
o Share relevant info from the
customer side
o Coach the team, giving them
empoverment
o Establish clear and efficient
development process
o Give the ideas for the
development plan
o Help to resolve internal and
external issues
o Conflict handling, increase
the team spirit
o Organize team buildings
o The margin of the project is
growing
o Turnover of is low
o Customer recommends us to
others via whatever channels
o PM has always complete info
about the project status and
customer possibilities

14. BUT OF COURSE IF WE FAILED SOMEWHERE
Happy Customer Happy Employer
Happy Team
members
o Manage expectations
o Help to resolve issues
o Proactive risk identification
and mitigation plans
o Get relevant information,
share relevant information
o Understanding customer
needs
o Having correct proposal on
the plate if
o Be aware of the status of the
project, keep customer
updated
o Support with feature
definition and prioritization
o Engage customer to the
working process, have it
transparent
o Make customer feel
comfortable while visits
o Give the feedback
o Help to resolve issues
o Appreciate their work
o Protect from the customer
o Share relevant info from the
customer side
o Coach the team, giving them
empoverment
o Establish clear and efficient
development process
o Give the ideas for the
development plan
o Help to resolve internal and
external issues
o Conflict handling, increase
the team spirit
o Organize team buildings
o The margin of the project is
growing
o Turnover of is low
o Customer recommends us to
others via whatever channels
o PM has always complete info
about the project status and
customer possibilities

15. BUT OF COURSE IF WE FAILED SOMEWHERE
Happy Customer Happy Employer
Happy Team
members
o Manage expectations
o Help to resolve issues
o Proactive risk identification
and mitigation plans
o Get relevant information,
share relevant information
o Understanding customer
needs
o Having correct proposal on
the plate if
o Be aware of the status of the
project, keep customer
updated
o Support with feature definition
and prioritization
o Engage customer to the
working process, have it
transparent
o Make customer feel
comfortable while visits
o Give the feedback
o Help to resolve issues
o Appreciate their work
o Protect from the customer
o Share relevant info from the
customer side
o Coach the team, giving them
empoverment
o Establish clear and efficient
development process
o Give the ideas for the
development plan
o Help to resolve internal and
external issues
o Conflict handling, increase
the team spirit
o Organize team buildings
o The margin of the project is
growing
o Turnover of is low
o Customer recommends us to
others via whatever channels
o PM has always complete info
about the project status and
customer possibilities
WE’VE FAILED EVERYWHERE

16. GOALS ORIENTATION
Project oriented goals:
• deliver in time
• focus of right things
• collaborate with the
clients well
People oriented goals:
• be well trained and
motivated
• be stable
• be effective
• continuously educate
yourself
HR Toolbox:
• trainings / conferences
• performance
assessment
• personal development
plans
• life/work balance
HR

17. INCONVENIENT TRUTH
• Productivity Management • Is it about people?
• Manage the moment
• Immediate results No, it’s not.

18. NOT YOUR GREAT ASSEST
People are not your great asset
Your asset is how you EMPOWER them

19. HOW WE DO IT?
Project Manager
Customer
Project Planning
Budget
Utilization
Engagement(both)
Culture
Moment / Issue
Reporting
Onboarding Project
People Manager
People
Hiring
People Budget
Performance
Engagement
Culture
Planning
HR processes
Onboarding Company
• Management Training
Program
• Less bureaucracy approach
• Simplification
• Mutual support
• Interchangeability

20. SURVIVING THE STORM
Summary:
Storm appears when you(company):
 thoughtlessly follow any rules
 processes come first, not real relations
 no initiative allowed
 responsibilities are too clear 
 people managers are weak in leading team
 HR is not understanding difference in needs thus serving wrong
 Hire “not-your-values” people

21. ONE COMMON GOAL
We make change happen
We don’t wait for change, we are the
change.
Valentina Luzina, v.luzina@levi9.com
Viktor Bezhenar, v.bezhenar@levi9.com