We’ve had a ton of discussions with clients after the Project Management Institute (PMI)announcement that it would soon demand business and leadership training from its certification holders. Some organizations wanted just the facts – who, what, where, when, why, and how — then were on their way. A few weren’t interested for personal reasons: their organizations don’t require or reward PMI certification.
The most interesting talks, however, were with customers who didn’t really focus on the requirements at all. The original blog post or email had merely crystallized needs that they already had. We heard it again and again: “We’ve already had the basics, we’ve already put everyone through the curriculum. How do we get better, how do we advance?”
These kinds of conversations are music to my ears, because it means that we’re going to talk about building new and differentiated capabilities. In other words, these clients aren’t just thinking about industry standards and compliance. They now think strategically about how their staff’s strengths and weaknesses match up to their organization’s opportunities and threats.
So how does this play out in practice? Each firm or agency is different, but we believe there a few useful questions that help focus on the learning that your organization needs to advance.
- Knowledge and Skill Gaps: These are items that were simply missed in previous training or need formal reinforcement. Example course topics that address gaps: How to Lead a Team; How to Model, Analyze, and Improve Business Processes.
- Knowledge and Skill Mastery: Here’s where one truly goes beyond the basics and gets command of a subject. Courses like Project Cost & Schedule Management; Project Risk Management; Strategies for Effective Stakeholder Engagement; and Vendor Relationship Management take one to the next level.
- Behavior Change: Here’s the real opportunity to breakthrough performance: ensuring that skills manifest themselves in behavior. Our simulations — for example, Managing by Project; Managing by Project: Construction; and Leadership in High-Performance Teams — move participants from mere understanding of skills to application of these skills back in the working world.
As always, if your organization would like discuss these ideas and how it will impact your project management training curriculum, please use the contact form below. We are happy to review your current curriculum, your upcoming learning plans, and make recommendations.
Filed under: Leadership, Organizational Change Management, People Development, PMO, Portfolio Management, Program Management, Project Management, Simulation, Skills vs. competencies, Training, Transformation | Tagged: Advanced Training, behavior, Knowledge, Learning, PMI, Project Management Skills |