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A 'revolution' (from the Latin revolutio, "a turn around")1 is a fundamental change in power or organisational structures that takes place in a relatively short period of time.
Those new to project management often worry about which qualifications to seek; which will give them the best opportunity to develop their career or the widest choice of possible industries or the best credentials for working in international organisations, or whatever else is important to them in their careers.
In April this year, a small group of us got together to talk about innovation in the way we manage projects.
Being able to realise the full benefits from a portfolio of programmes is critical to organisational success, particularly in the current economic climate.
Software development, project management, and risk management all have maturity models that set criteria to allow organisations to measure the level of institutionalisation of good practices.
Business analysts, project managers, executive sponsors, all identify that something needs to be communicated, but lack the skills, knowledge and experience of a communication specialist to be able to turn those requirements into impactful, meaningful communications that deliver the required results.
When it comes to good leadership we all have our own favourites and benchmarks.
I just walked out of an Agile presentation.
Note: The original Gantt chart developed by Henry Gantt in 1910 was not the same as the one we use today; it actually showed resources against time (but that’s a topic for another blog post).
I have been thinking about managing projects and programmes by clichs and particularly the ups and downs.