When we designate a hands-on project manager, we're usually hoping to save money by having one person in two roles. The hands-on project manager is supposed to both manage the project and personally carry out part of the work. For small, low-risk projects, it probably works well, most of the time.
And then there are the other times.
The arrangement places the project at elevated risk, both for structural reasons and because of the conflicts of interest inherent in the role.
- Schedule collisions
- Project managers devise, negotiate, defend, explain, and adjust project schedules, but they can't control unanticipated events. Situations that demand the full attention of the project manager can collide with the parts of the schedule that demand the full attention of the same person as a team contributor.
- Conflict of love or fascination
- Sometimes, hands-on project managers have a love for or fascination with particular subsets of the project's work. Hands-on project managers tend to assign that work to themselves, independent of whether or not that assignment is a sound project management decision. Some will even contort the project schedule to make this assignment possible.
- At times when the project management work isn't fun, the hands-on project manager is often tempted to retreat to the hands-on part of the role, and when the hands-on part isn't going well, the hands-on project manager might retreat to the project management part of the role. Sadly, the right choice is usually exactly the opposite behavior.
- Teammate risk
- A special risk appears when the road gets so rocky that the hands-on project manager must ask for extra effort from the team. Unless everyone believes that the hands-on project manager bears a fair share of the extra load, some might experience resentment, because the hands-on project manager has a conflict of interest. The result can stress the team and its relationships.
- Financial conflicts
- The possibility Usually, hands-on project managers
have a love for or fascination
with particular subsets
of the project's workof savings from the hands-on project manager role sometimes biases those who decide whether or not a project will have a hands-on project manager. The bias likely arises from underestimating the risks of the combined role compared to a structure with a separation of the roles.
One factor that makes the device of hands-on project manager so tempting to sponsors and managers is the small size of the projects in which it's usually employed. According to this argument, even in the worst case, the downside for the organization is limited, because the project is so small.
But the small size of the project might not provide much protection. For instance, larger projects with big impact might depend on the success of one little project. Or the dependent projects might themselves be small, but the impact of their deliverables on the organization might be considerable. In assessing these risks, it's not the size of the project that matters — it's the size of the consequences. To think otherwise is risky. Top Next Issue
This article is based on an excerpt from my ebook How to Spot a Troubled Project Before the Trouble Starts, which has much more about the factors that put projects at risk.
Projects never go quite as planned. We expect that, but we don't expect disaster. How can we get better at spotting disaster when there's still time to prevent it? How to Spot a Troubled Project Before the Trouble Starts is filled with tips for executives, senior managers, managers of project managers, and sponsors of projects in project-oriented organizations. It helps readers learn the subtle cues that indicate that a project is at risk for wreckage in time to do something about it. It's an ebook, but it's about 15% larger than "Who Moved My Cheese?" Just USD 19.95. Order Now! .
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More articles on Project Management:
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projects. When all organizational elements help decide which projects to investigate, the menu they
develop best suits organizational needs and capabilities.
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- Managing Non-Content Risks: II
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— content risks. But there are other risks, to which we pay less attention. Many of these are
outside our awareness. Here's Part II of an exploration of these non-content risks, emphasizing those
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- Managing Wishful Thinking Risk
- When things go wrong, and we look back at how we got there, we must sometimes admit to wishful thinking.
Here's a framework for managing the risk of wishful thinking.
Forthcoming issues of Point Lookout
- Coming May 31: Unresponsive Suppliers: III
- When suppliers have a customer orientation, we can usually depend on them. But government suppliers are a special case. Available here and by RSS on May 31.
- And on June 7: The Knowledge One-Upmanship Game
- The Knowledge One-Upmanship Game is a pattern of group behavior in the form of a contest to determine which player knows the most arcane fact. It can seem like innocent fun, but it can disrupt a team's ability to collaborate. Available here and by RSS on June 7.
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- Creating High Performance Virtual Teams
- Many people experience virtual teams as awkward, slow, and sometimes
frustrating. Even when most team members hail from the same nation or culture, and even when they all
speak the same language, geographic dispersion or the presence of employees from multiple enterprises
is often enough to exclude all possibility of high performance. The problem is that we lead, manage,
and support virtual teams in ways that are too much like the way we lead, manage, and support co-located
teams. In this program, Rick Brenner shows you how to change your approach to leading, managing, and
supporting virtual teams to achieve high performance using Simons' Four Spans model of high performance.
Read more about this program. Here's an upcoming date
for this program:
- Baci Grill, 134 Berlin
Road, Berlin, CT 06416: September 19,
Monthly Meeting, Southern New England Chapter of the Project Management Institute. Register now.
- Baci Grill, 134 Berlin Road, Berlin, CT 06416: September 19, Monthly Meeting, Southern New England Chapter of the Project Management Institute. Register now.
- The Race to the South Pole: Ten Lessons for Project Managers
- On 14 December 1911, four men led by Roald
Amundsen reached the South Pole. Thirty-five days later, Robert F. Scott and four others followed. Amundsen
had won the race to the pole. Amundsen's party returned to base on 26 January 1912. Scott's party perished.
As historical drama, why this happened is interesting enough, but to organizational leaders, business
analysts, project sponsors, and project managers, the story is fascinating. Lessons abound. Read
more about this program. Here's an upcoming date for this program:
- CTCPA, 716 Brook Street,
Rocky Hill, CT 06067: September 20,
Full-day Workshop, Southern New England Chapter of the Project Management Institute. Register now.
- CTCPA, 716 Brook Street, Rocky Hill, CT 06067: September 20, Full-day Workshop, Southern New England Chapter of the Project Management Institute. Register now.