Posted by: Jaideep Khanduja
project management, project manager
If you are planning to fire your project manager you are in turn challenging your own credibility. It is you who designated your project manager knowing about his/ her strengths and weakness and arriving at a conclusion that overall assessment goes into his/ her favor as project manager who in turn will be best among the team/ peers to manage the show well. If it does not happen later, it is not him/ her, but you who needs to look into the mirror and introspect within – what went wrong?
In fact it is quite easy to fire the captain of a failed cruise but understand well that no captain would like to go his cruise perform worst or let his ship sink. He/ she will keep fighting till last moment to save the reputation at stake – his, customer’s and his own organization’s. A project manager who has just escalated from one step below to this position can’t perform as a project manager on that seat for last many years. A change in profile definitely asks for different set of activities and transformation in working style. This change and transformation can’t happen overnight. It takes time for a pebble to settle down in a troubled water. It is, at this juncture, that the newly formed project manager will need a couple of strong shoulders and arms to hold and support him/ her.
Well, at this juncture, it is someone above his position who needs to mentor, coach and groom project manager to really become a project manager. If it is a sustained performing well project manager for years who all of a sudden starts getting his project’s failed due to whatever reasons, it is more serious and again needs a learning.
In both cases, it is a great learning to understand the causes of failure and build the same existing project manager to fight against those causes by acting as a catalyst.