HIERARCHY OR TEAM STRUCTURE

Frees up project manager significantly to manage other projects and/or do technical work. However, the following points apply:

1. The project management effort required of the team leaders has to be allowed for in schedules.

2. Handing over responsibility may initially involve the project manager in more project management until she is happy that the team leaders can be fully relied on.

MAXIMIZE STRENGTHS

Or to put it slightly more negatively, but more bluntly: Minimize the risk of some turkey screwing up your project!

If you're lucky, you may be in a position where you can identify exactly the person you need to undertake each piece. When I say person, I mean that combination of personality, skills, experience, motivation, personal goals, strengths and weaknesses that go to make up each of us. More often you will be given a group of people and be required to carry out the project with them.

I remember when I was a kid at school, we would have games sessions and teams would be picked. There was a handful of athletic superstars (or so they seemed to me) in the class, and from these would invariably be chosen the captains of the two sides.

Then the captains would pick individuals from a group of solid citizens who made up the bulk of the class. Finally there would be five or six people left and the teacher would split these in two with his hand and allocate half to each side. I was always in this final collection! I mention this because the group you start a project with almost always are a mixed bag of individuals with diverse personalities, abilities , ambitions and motivations, and this is the group that you will be trying to mold into your team.

ASSIGNING PEOPLE TO JOBS

OK. You have your list of jobs from Step 2 of structured project management, you have got a group of people, some of whom are a spectacular match for particular jobs, some less so. You now need to assign the jobs to the people so that the project will get done.

What's the best way to do this? For any job on your list, and for any person in your team, the following possibilities apply; the person:

1. can do the job and wants to do it

2. can do the job and is prepared to do it

3. can do the job and isn't prepared to do it

4. can be trained/instructed into doing the job

5. cannot do the job

Category 1

The first category is the ideal one. If you were to take only one idea away from this book, it is this: if, as part of your project, you can get a person doing what he or she wants to do, you have harnessed the greatest power on earth.

In this category, the person can do the job and likes to do it. Later on, in Chapter 17, we will talk about building a team, and I will say that the key question when interviewing somebody is "What do you want to do?" If you can find people who want to do jobs that exist on your project you're guaranteed a Category 1 situation.

Category 2

The second category is still OK. You're happy that the person can do this job “ perhaps they've done it before, or you know it's within their capabilities. There may be more or less persuading to be done to convince them to do it, and in Chapter 15, I present an arsenal of weapons for you to use in resolving issues like this.

However, assuming that you arrive at a Category 2 situation, and can maintain that for the duration of the project, you should have no real problems. Let me also say though, as a note of caution, that there is a limit to how often you can persuade people to do things they don't really want to do. If what people are being asked to do doesn't fit in with their own personal plans then, in the long term , I believe that you are swimming against the tide.

Category 3

For the third category, you've got a problem: the person can do the job, but won't. Maybe he's done it too many times before and is bored, maybe he feels he's not being paid enough. Who knows what the reason is? Basically what you've got to do here is to cause this situation to revert to either Category 2 (he's prepared to do it) or Category 5 (for whatever reason, he's not going to do it, cannot do it). Again, you can use the techniques in Chapter 15 to help you to do this.

Category 4

For the fourth category (can be trained/instructed into doing the job), then provided:

• you're prepared to put in the training time and money

• and you allow for training time in the project schedule

• and you allow for the extra management overhead

• and you're prepared to run with the risk that it might not work out

this category can often work out very well. In fact, you can often find yourself in a Category 1 situation because you may well have pushed the person into a more challenging job than she wanted to move into.

Category 5

For the fifth category, you have a major problem. It may take you time to arrive at the conclusion that the person cannot do the job, but if you eventually do so, you need to find jobs within your project that the person can do. Failing that, the person belongs outside the project. In this balancing act of matching people to jobs you can obviously get into problems of over- or under- utilizing people, and this is where something like a computerized project planning system is useful, though not essential. It may take several iterations before you get everything nicely balanced, that is:

• utilization of everyone less than or equal to 100 percent

• all training/instruction needs identified (note that this generates new jobs for the job list)

• a feeling that, by and large, everybody will be happy with the jobs they've been assigned to do