Project Management coaching Services
Course Features
- Course Duration:
- Category: One-on-one Coaching services
- Students: 0
- Certificate: Yes
- Location:
- Language:
- Lesson: 0
- Viewers: 3223
- Prerequisites: No
- Skill Level: Beginner
- Course Capacity: 280
- Start Course:
Descriptions
Adopt a leadership strategy in managing complex projects that is founded on the science of human-behaviour and experimental Project Management.
“According to Standish only 16.2% of projects were deemed successful by being completed on time and budget, with all the promised functionality. A majority of projects, or 52.7%, were over cost, over time, and/or lacking promised functionality. That leaves 31.1% to be classified as failed, which means they were abandoned or cancelled.
The top five indicators found in failed projects are:
- Incomplete Requirements
- Lack of user involvement
- Lack of resources
- Unrealistic expectations
- Lack of executive support”
— Standish Group, 2019 report.
What is Project Management Coaching?
The International Coaching Federation (ICF) have shown the tangible measurement of the coaching impact on organizations. Based on 100 senior executives, the study shows that coaching gives about 5.7 times return on its investment.
Our Project Management Coaching solutions
Privilege MS coaching professionals are MCC (Master Certified Coach) from ICF (International Coach Federation), and well experienced to implementing:
- Leadership Coaching Framework centred on the science of human behaviour and psychology principles.
- Leadership strategies based on experimental Project Management and agile values and principles.
This solution approach has produced tangible KPIs and ROI results for organizations in the last 12 years for more than 500 clients. The leadership coaching program has been verified and certified by the ROI institute.
The framework integrates analytical, cognitive, behavioural coaching strategies to create the level of self-awareness to drive transformational change.
Leadership Coaching Phases and workflow
Privilege MS follows an effective coaching process follows a simple organization development phases: Engagement, Alignment, Coaching Delivery, and Measurement.
The coaching engagement could be accelerated to a three month period, or to a longer period to allow coachees to practice and reflect on their awareness.
Detailed steps
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# |
Description of activities |
|
A |
Define Project Management and Leadership Coaching goals, scope and outcome (desired stated). Senior Management could assist in identifying the expectations aligned with organization’s business objectives. |
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B |
Conduct 360-assessment feedback about coachee. The purpose of this assessment is to understand the Project Management strategy, and leadership habits for the coachee. The assessment will become the baseline against which the post coaching assessment will be made to compare progress and benefit |
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C |
Develop and agree upon the Project Management and Leadership Coaching scope, and strategy to meet the desired outcome. |
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D |
Conduct Project Management and Leadership Coaching session with participants. Coaching strategies will be applied to help participants become self-aware of their approaches, understand and cause, and discover the actions they need to take. This could include the following approaches: · Role playing simulation of challenging situations · On-the-job observation by the coach · Feedback from the coach about what the coachee has done well and what he/she needs to do differently. |
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E |
After the completion of half of the one-on-one coaching sessions, the coach will perform a health check assessment. This is completed by getting feedback from the nominees from the first Project Management and Leadership Assessment exercise. The coach will compare original assessment with the health check assessment, and produce a report of the improvement. |
|
F |
Repeat step D. |
|
G |
Coach will conduct the final assessment session, and will review it with coachee. Coach and coachee will reflect on the progress and commitment to sustainable change. |
Project Management Leadership coaching competencies
To establish the assessment baseline against which coachees’ progress are measured, Privilege MS measures the coachees’ competencies in the area of Project Management and leadership. Listed below are some of the core competencies that will be assessed.
| Competencies | Brief description |
| 1. PM Competency assessment | · Assessing the effectiveness of coachee’s PM competency in articulating the Project vision, and objective, and translating the vision to actions that lead to business outcome. This will depend on the need of the coachee and the organization. |
| 2. Team Motivation |
Measuring how coachees getting people motivated by exploring: · What they are good at (mastery), · What they love doing (passion & engagement) · What the world needs (purpose). |
| 3. Power & capability | Understanding the automatic thoughts of coachees regarding how they perceive their power and capabilities (how much is their thoughts connected to their authentic self (inside-out), or how much of these thoughts are depending on external drives (outside in). |
| 4. Feedback | The mindset of internalizing positive energy in giving challenging feedback to help others learn and become aware of possibilities of improvement. |
| 5. Enabling creativities | Inspire team members to find a smarter course of action, and facilitate brainstorming for new ideas; while shifting from certainty to discovery mindset. |
| 6. Change | Initiates & model the change in self, influence others to change, and facilitates team involvement to support system change. |
| 7. Collaboration | The ability to collaborate constructively with stakeholders by creating interdependency relationship that is founded on autonomy, ownership; while creating the right distance to mutually support one another. |
| 8. Develop People | Encourage people to take leadership role, show confidence in others in giving them challenging tasks |
This is the assessment baseline and based on coachees’ needs this assessment criteria could be adjusted.
High-performers thrive in Project Management coaching programs
Based on years of coaching experience, high performers achieve greater results through the transformational coaching. This is because high performers are highly motivated to develop themselves and others. Even if coachees are having a few traits of self-protection, and some traits of conscientious emotional maturity, they benefit substantially from the Agile Leadership Coaching program.
The most critical benefit from this program is that coachees will reach the state of NOT acting out of their emotional symptoms, and this leads to substantial productivity and healthy improvement.
Assessment measurement strategy
Effective Leadership Coaching is founded on the realistic assessment to help coachee becomes aware of what he / she needs to do differently after the coach shares the assessment report with coachee. The Assessment Measurement data becomes the bases against which future performance changes is measured. The future measurement is translated to KPI business impact, trend and ROI reports. Privilege MS applies the V-Model to collect and validate data.
Why external coach is more advantages
External coaches bring to organizations objectivity to the coaching program (confidentiality and privacy that is based on the ICF code of ethics). In addition, participants tend to open up to external coaches about matters they avoid sharing with internal employees. Getting participants to freely express their thoughts allow the external coach to help coachees in many ways; such as, getting the coachees to express accumulation that is hindering their relationship with others, and in some cases, getting the coach to reframe imaginary thoughts or beliefs. In addition, any conflict of interest will become non-existent.
Additional factors include the dedication and time availability of specialized expertise.