Difficult Client? Try these Quick Tips.
Your hands are sweating; your stomach is in knots. Once again you have a client who has become truly obnoxious. Somehow they are driving you crazy. If you say left, they say right. The hiring honeymoon is over and now you see that your client is – believe it or not – a difficult person.
Part of your challenge is that your attachment to the outcome of this conversation is both financial and relationship based. Oh and it is tied to money, wait did I already say that? Well which one of you is NOT in business to MAKE MONEY?
And what about being respected for your knowledge and your expertise and I’m sorry, dare I say it, what about your ego? How can this person, this client go ahead and hire you to do something and then turnaround and not listen to you or disregard your advice or even worse, ask for your input and then do the exact opposite? I mean really, WHAT IS UP WITH THAT?
Anatomy of an Effective Project Manager

Project Management and Firefighting: Are there Lessons to be Shared?
The very worst fire plan is no plan. The next worse is two plans. ~Author Unknown
Let no man's ghost return to say his training let him down. ~Firefighters Saying
Soon after being accepted as a member of a fire department, cadets are typically enrolled into training classes. Their training regime may consist of basic classes, hazardous material teaching, awareness classes, and several others that are relevant to the challenging role of being a firefighter.
New firefighters also are trained early in their career on communications protocols, the chain of command, and standard operating procedures. The need for a common communication language in the fire service is arguably more critical than many other professions, as the cost of a miscommunication can have serious consequences in an urgent situation. In most situations, there are procedures that every firefighter should know, and there are guidelines and processes that establish the chain of command. A system of protocols, chain of command, and standard operating procedures is needed so that, when called into duty, regardless of the department(s) or personnel responding, everyone knows what to do and who is accountable so that the teams can go straight into the “performing” stage of their activity. Being able to perform under the tightest of pressures does not occur by accident nor by luck. Many fire services, especially volunteer services, employ an almost continuous training model where as much as 50% or more of their scheduled meetings are dedicated to training. Career firefighters also spend an abundance of time training especially when first hired. Recent publications suggest on average 600 hours in formal training are required of new hires. These men and women are not just walking through motions in training exercises. To most, their motto is “train as you work” where every event is run as if it were a real live situation. When planning a response to a fire, the approach is to “Plan your work, and work your plan”.
What Makes a Good Project KPI Framework?
Key Performance Indicators, or KPIs as generally referred to by all of us, are a powerful tool at the project manager’s disposition that can, if structured appropriately:
- Play an important role in driving the behaviours and actions undertaken on a project
- Have a significant effect on the reporting and monitoring of a project’s progress.
Our article does not seek to focus on enterprise-wide or portfolio-level KPI metrics, nor does it seek to be all-encompassing in the uses of specific types of KPIs that can be deployed or how KPIs and metrics can help to run a business. We simply put forward some “pointers” to think about for project-level KPI control and how KPIs can be a tool to help you as an effective project manager ‘manage’ your project.
Work Passion and Heart as Critical Behaviors: What Every Project Manager Should Bear in Mind…
Many project managers have likely been subjected to “resource selection” well before they knew what selection criteria, roles and responsibilities, or project management for that matter was. Many may recall their elementary or primary school days, and perhaps the selection of sports team members in the school yard or playground. Typically, two captains were likely chosen by someone in authority (such as the sports teacher), and then each captain selected their teams based on a perceived ability to perform, the positions or roles they needed, and maybe how well the captain thought the people would fit into their team. That was then. Fast forward to today. School yard “captains” are now the equivalent of project managers and/or resource line managers, and their “sports team” has become the project team. How different is your project resource selection from that of the school yard and do certain risks exist in your current approach?
Project Rewards and Recognition – Fair or Adding Risks?

A Holistic Look at Program and Project Constraints
Delivering projects on time, within budget and per an agreed scope can be considered to be a “good result” by the project team. But effectively managing these constraints does not guarantee that the project is deemed a success by all of its stakeholders. Additional project constraints need to be taken into account to determine whether “complete” project success is achieved.
A general starting point for these additional constraints is this: think about the longevity of the project’s end output. Take a moment to think about projects you have been involved in, or known about, that finished 12 months ago or longer. Did they deliver their end output on or before schedule, on or below budget and did they fully meet the requisite expected level of scope and quality? If so, great. Now fast-forward to today. Do you know how well the end output of that project is being used? And does it contribute to the organisation in the way that may or may not have been originally anticipated?
Put Others First
"It is literally true that you can succeed best and quickest by helping others to succeed." - Napoleon Hill
Not a lot of people always get the above concept. Some people become so focused on themselves and their own needs that they forget about the people around them.
What is Motivation?
Motivation is the most important determinant for individual performance; yet, it is also the most difficult to analyze and define. Though behavior can be observed, motivational impact cannot be studied directly. The conceptual nature of motivation has given rise to the need for theories and models to help organizations better understand motivation. These theories have been divided into two categories: Content and Process.
It's Not Personal
Sally looked at Mary Carol and said, "Wow how did you do that? How did you just brush it off, I mean Jim just got in your face and told you that he hates working with you. And you are just as calm and collected as ever." Mary Carol looked at Sally and said, "Well I am really not taking it personally." Sally was flabbergasted. "How can you NOT take that personally?" she asked.