The To Do List Two

If you haven't figured out by now, I really think the to-do list is a powerful tool for project managers. Today, I was looking at my to-do list and thinking about how many of these lists that I have made over the last thirty years. I have tried to modify the to-do list based on the advice of some self help guru, but I always go back to the tried and true to-do list.

Today, these to-do lists came in handy.  I looked back to the beginning of the month, as I am compiling my end of the month report.  This report, for my client, recounts all deliverables that I delivered and all the products that I worked on over the last month.  My to-do list shows the deliverable and how it was QC checked and when it was delivered.  It is a good thing that I have those to-do lists with details, because last month I was audited.

Another time that the to-do list came in handy was as evidence during an audit.  Commonly, especially if the project team is off site, there will be questions about timekeeping for the the project team.  The to-do list will help to alleviate those questions by showing what the project team accomplished and when.

I commonly use the to-do list as a historical record and review them at the end of the year.  Generally, the end of the year is when I want to develop my personal development plan. I will see what I am working on and where the gaps in my skills might be or areas that I feel that I might need to know more about.  I will design my individual development plan (IDP) to address those or to address a new technology that I want to know more about.

Yes, I find the to-do list very handy.  It is a powerful tool for the project manager and the rest of the project team.

Developing Project Team Members

One of the duties of a project manager is to develop those project team members assigned to the project.  Sometimes the this means enhancing the skills of those project team members involved in the project or it means to ensure that project team members get stretch assignments to teach them new skills for future projects.

Everyone wants to have the best employees assigned to their projects.  Those employees that are the best for the project, are those employees with the skills need to complete the project.  Sometimes there employees assigned to the project do not have the skills and as part of the planning for the project, the employees need to be trained to do the project.

The project manager needs to perform a skill gap analysis.  To perform a skills gap analysis the project manager needs to identify the skills that are required to perform the tasks required to complete the project and compare those skills to those current skills in which the employee already has.  The gap identified is where the project manager needs to focus training.

The skills in the gap are the skills that are placed on the individual development plan (IDP).  This IDP is the plan developed by the project manager and the employee on gaining the skills needed to complete the project.  The employee can gain those skills by on the job training (OJT), a stretch assignment, or classroom training.  This is one way that a project manager can not only ensure project success, but can also take care of the employees that do the job and set them up for success.