"If leadership development is to make an impact, it is essential that it is linked to other strategic initiatives. Their emphasis on creating exactly this link is where People & Performance excel."
Pernille Skovmose Finnerup, Director, Talent & Leadership Group HR, Solar
Michael W. Andersen, Group HR Manager, A. Espersen A/S
"In cooperation with People & Performance we have succeeded in changing the team’s attitude, creating a much better working environment for my employees."
Jesper Ritz, Head of Global Human Resources, LM Wind Power
When working with project management together with our customers, we often start by discussing and defining “what a project actually is”. The definitions are many, but most often they involve complexity, ROI and strategic importance. A highly complex project is among other things characterised by involving resources from across the organisation which again makes high demands on structure and overview, also at the strategic level. The characteristics of successful projects are among other things that work is not done in silos, they have a clearly defined scope, they are managed by skilled project managers who understand how to communicate relevant information to relevant stakeholders, etc.
Project management is thus about defining the structure that creates a foundation to support the above characteristics and about training the project managers in using the right tools. In other words, project management is a trade that must be trained using your own context as the starting point. Our approach is systematic and methodical, and our project management tools are applicable to all organisations and projects irrespective of their size.
Project management as a trade uses many management elements and is about setting a common course, creating overview of the process and ensuring that everyone knows when and how they are supposed to contribute. The scope of project management grows as the project organisation becomes the prevailing form of organisation. This poses a number of challenges to overcome. Therefore, you should see project management as a vital tool to achieving the organisation’s strategic objectives through effective and optimised resource application and increased profitability.
Project management is a trade that must be trained using your own context as the starting pointEffective project management requires an overall project model. Project management is not just about developing the project managers’ skills, it also affects the entire organisation and creates structure and overview. If you lack structure and overview, your project management is not effective. Control your projects and teach your key employees the trade using simple means, and you will get profitable projects. Other benefits are thriving employees and a well-oiled organisation that delivers the right quality on time - and at the right price.
Developing a team requires the team members to understand why they need to work together. The team members must be able to see the need for diversity in the team’s approach to its tasks, and they must accept each other and recognise the skills each of them bring to the team. When this is in place, the foundation for obtaining synergies in the team’s work is in place. It is not about you and me - it is about us and what we do and accomplish together.
Have you identified the talents for future key positions, and is your talent development rooted in the company’s culture and strategy? Is there a clear answer to why your company needs to focus on talent development? Once this is settled, it is important to get an overview of talents and talent development through a company-specific and strategically anchored talent development process.
Do you use competence development strategically? Is your leadership training effective enough? Or are your leadership courses a waste of money? In our experience, effective learning and development happens when you apply the right learning approach for the situation at hand. We work with leaders at all levels. We have extensive experience designing and implementing leadership development courses, including individual leadership development courses, management group development and leadership academies.
Developing specialistsDo you focus on personal and professional development of your key employees?
Create awareness of the individual’s contribution to the overall strategyA development course for specialists will help create insight into and understanding of the individual employee’s contribution to the overall business. The participants must know the expectations of their individual role as a specialist and must be able to link the specialist role with tools of self-awareness and insight into others to constructively cooperate with the rest of the organisation. A specialist course could for example include: