Monthly Archives: November 2024

The Agile Dilemma – It Is Time to Rethink PM Approach

(This article was first published in the Critical Path, the monthly newsletter of PMI Sydney Chapter publish in June 2024)

In the evolving landscape of project management, a critical question lingers in the minds of many practitioners: Is Agile, in its myriad forms, truly enhancing our ability to manage projects effectively? While Agile methodologies have dominated discussions and practices over the past decade, recent trends and observations suggest a potential shift in the paradigm.

The Evolution of Project Management Methodologies

Project management has a rich history of evolving methodologies, each developed to address the specific needs of its time. In the 1950s, the Program Evaluation Review Technique (PERT) and the Critical Path Method (CPM) were introduced, providing a structured approach to managing complex projects with a focus on scheduling and resource allocation. The 1980s saw the rise of the Waterfall model, a linear and sequential approach that became the standard in industries like construction and manufacturing.

However, the turn of the millennium brought a significant shift with the introduction of Agile methodologies. The Agile Manifesto, published in 2001, emphasised flexibility, customer collaboration, and responsiveness to change. This new approach revolutionised software development and soon expanded to other industries, promising increased adaptability and faster delivery.

The Rise of Hybrid Models: A Departure from Pure Agile?

The increasing adoption of hybrid models raises an important question: Are Agile purists beginning to distance themselves from traditional Agile frameworks? The PMI’s latest Pulse of the Profession report (15th Edition, 2024) indicates a decline in Agile adoption for the first time in so many years, alongside a decrease in the decline of traditional project management methods. This trend points towards a growing preference for hybrid approaches, which blend elements of both Agile and traditional methodologies.

As clearly indicated in Figure 1 below, the adoption of Agile is declining after peaking at only 27% among project managers, while Predictive (waterfall/traditional) decline is easing, but still close to double of Agile adoption (43.9% vs 24.6%). While the adoption of Hybrid is steadily increasing, it is doing so at the account of Agile rather than Predictive.

Hybrid models are not a novel concept. They have been employed for years, driven by the principle of fit-for-purpose. This approach tailors project management practices to the unique needs and contexts of individual projects, rather than adhering rigidly to a single methodology. The essence of hybrid models lies in their flexibility and adaptability, allowing project managers to draw from a diverse toolkit to achieve the best outcomes.

The Reality of Hybrid Project Management

But is hybrid truly hybrid? Or is it simply a rebranding of what seasoned project managers have been doing all along? The term ‘hybrid’ suggests a new, innovative approach, yet in practice, it often reflects the pragmatic application of established principles. The shift towards hybrid models highlights a fundamental truth: effective project management is not about rigid adherence to one methodology but about selecting the right tools and techniques for the job at hand.

A case in point is the construction industry, where hybrid methodologies have long been in use. Projects often start with Predictive planning for initial phases like design and procurement, and then transition to Agile techniques during the construction phase to manage changes and unexpected issues more effectively.

Agile’s Waning Influence?

The proliferation of new Agile variants raises questions about the methodology’s core effectiveness. Are these new ‘flavours’ of Agile necessary, or do they signify a broader issue – that Agile, as a concept, may have lost some of its initial lustre? As organisations and project managers continually seek to justify Agile’s relevance, there is a growing sense that we might need to rethink our approach to managing projects.

Reframing Project Management

At its heart, project management is a means to an end, not an end in itself. The ultimate goal is to introduce new ideas, products, and services in a well-planned and efficient manner. This objective transcends any specific methodology, be it Agile, Predictive, or hybrid. The focus should be on achieving project goals and delivering value, rather than on the labels we attach to our methods.

As the project management community navigates this evolving landscape, it is crucial to maintain an open mind and embrace a flexible approach. We must prioritise the success of our projects over strict adherence to any particular methodology. By doing so, we can ensure that we remain effective and responsive to the unique challenges and opportunities that each project presents.

Conclusion

The current discourse around Agile and hybrid methodologies invites us to reflect on the essence of project management. It is a reminder that managing projects is fundamentally about enabling innovation and delivering value. Whether through Agile, hybrid, or traditional methods, our focus should always be on finding the best way to achieve our project goals. As we move forward, we should remain committed to the principles of effective project management, irrespective of the labels we use.

By recognising that the goal of project management is to facilitate the successful introduction of new ideas, products, and services, we can better navigate the complexities of our projects. This perspective allows us to move beyond methodological debates and focus on what truly matters: delivering value and achieving project success.

Gen Z as Project Managers – Shaping the Future of Work

(This article was first published in the Critical Path, the monthly newsletter of PMI Sydney Chapter publish in May 2024)

In one of my early articles for The Critical Path (April 2022), I discussed the dynamic entry of Gen Z workers into a multigenerational workforce, where they interact with Millennials, Generation X, and the remaining Baby Boomers who are on the offramp for retirement. This generational diversity, I concluded, is a blessing. Leaders can harness the rich tapestry of wisdom, expertise, enthusiasm, creativity, and curiosity that each generation brings to advance work practices.

As more Gen Z workers join the workforce, I’m intrigued by how these digitally born and bred future project managers, with their unique values, aspirations, and work styles, will influence and blend with other generations in the evolving landscape of project management. Today, let’s explore this interplay and provide insights into maximising the potential of future Gen Z leaders.

The Gen Z Workforce: Digital Natives with Distinct Values

Gen Z, the newest entrants into the workforce, grew up with online platforms and social media, giving them unprecedented power to share their opinions, influence distant people and institutions, and question authority in new ways. This generation also faced the global pandemic during their early working years. Studies indicate that one-third of Gen Z took time off work due to stress and anxiety caused by COVID-19, a higher percentage than any other generation. Notably, 40% of Gen Z felt that their employers did not adequately support their mental well-being during the pandemic.

Flexibility and adaptability are paramount to Gen Z, who see these traits as critical for successful businesses. They value training to enhance their skills and knowledge, seeking organisations that adopt employee-centred human resource practices, support work-life balance, promote diversity and inclusion, and offer attractive compensation and career advancement opportunities. To support and retain Gen Z, organisations must understand what matters to and motivates this youngest generation.

The Growing Demand for Project Management Talent

The demand for capable project management resources continues to rise, prompting universities to offer more degrees in project management and graduating increasing numbers of project management-aware Gen Z cohorts. However, it’s crucial to ensure that this talent pool is equipped with the real-life experience and attributes necessary for successful project-based work. Early career project managers face challenges such as managing adversarial stakeholder relationships, adopting different project leadership styles, and responding to fast-paced industry changes.

Strategies to Attract and Retain Gen Z Project Professionals

With the impending retirement of Baby Boomers and the resulting loss of their valuable organisational knowledge and expertise, it’s essential to devise strategies to attract and retain Gen Z project professionals. Here’s how:

  • Understand and Value Gen Z: Organisations must understand what matters to this generation and appreciate them as valuable, inimitable resources capable of contributing to organisational success.
  • Address Skill Gaps: While universities are producing more project management graduates, organisations should recognise that Gen Z, despite their degrees, are still relatively inexperienced early in their careers.
  • Implement Mentoring Programs: Mentoring is a proven tool for attracting, developing, and retaining talent. Gen Z can greatly benefit from mentorship by senior professionals who can guide them through challenges, enhancing their confidence, satisfaction, performance, and retention.

By 2025, Gen Z will comprise approximately one-third of the labor market. To benefit from the talents and skills of this generational cohort, organisations cannot afford to overlook their needs, values, and beliefs. Embracing and integrating Gen Z into the workforce is not just beneficial, it is essential for future organisational success.