A key skill within project management is effective relationship management; I know some exceptional communicators and also know some who think they are exceptional communicators – unfortunately it is difficult to break through a hardened ego shell so this article is aimed at those who remain open minded to improving or honing their skill. Behaviours play a big part of relationship management and building – gaining respect doesn’t purely come from a shining track record of stellar delivery, it comes from a few factors:
- Respecting others – show interest in individuals and understand what their drivers are, listen to them and hold on to the information.
- Be genuine – we are all human, admit your mistakes and set your limits.
- Support others awareness of you, share interests and values.
- Demonstrate integrity – practice what you preach, roll your sleeves up and work with others.
Connect with others by listening, create a positive environment where you demonstrate a personal investment in the relationship, apply appropriate boundaries and gain a clear sense of what individuals are saying, build rapport and encourage others to listen in return.
When in a scenario you should look to apply the following:
- Acknowledge what is being said, register what is happening.
- Identify their intentions – what is it they hope to achieve.
- Review – consider the conversation and either respond there or give a time when you will be able to provide a response.
Always ensure conversations have a healthy balance of input and response, listen, offer support or solutions, listen, confirm understanding, listen, reflect and summarise. Make observations; provide feedback and/or opinions, challenge views, offer relevant examples/stories and advice. Don’t talk over others – let them have their say, but keep in control of the discussion.
I was approached by a client recently who has been working in a strategic role within the NHS for over 15 years, she is keen to make a move out to a different sector and has approached me to discuss how to go about making that change. It is always difficult when you have stayed with a role/organisation for so long, we do tend to become institutionalised and our confidence levels can really suffer when we challenge ourselves to move out of our comfort zone. At first we talked through the reasons behind moving on, an important factor whenever you are looking to make a big change. Having uncovered a deep seated unhappiness with how the role has been re-shaped over a number of restructures and changes to organisational policy – it has become very clear that a move away is important for her growth and well being. As such, we have structured a plan with which to work to. First of all we need to get down on paper what she has been delivering over the years, looking at how she works, and also what some of the key challenges have been. By pulling together a skills audit with workable examples we can start to work on the confidence issues. Sometimes it takes an overview of what you have achieved and the challenges you have overcome to make you realise just how good you are! We have decided to work together in constructing a CV as a good exercise where she will learn new skills in putting together a CV in the future but also gain a strong affinity to what is being included which will help when we reach interview stage. Once we have a strong CV I have agreed to analyse the types of roles which would be a close fit for her, we will talk through these roles and assist her in gaining a wider knowledge in how her current role fits into organisations outside the NHS. Once we have pinpointed some roles of interest, we will go through the application process and ensure the applications made are the best they can be to yield greater results. Whilst this part of the process is running we will begin interview coaching, making sure we include some fantastic and relevant examples to use whilst clearly articulating the right amount of information and understanding of what is being asked of her by interviewers. The service will not conclude here, we shall continue to work together right the way through the offer process and even through to settling into a new role. This is a big move for my client so it is important she feels fully supported whilst making the transition, there will be no point she will feel fazed or overly nervous as we’ve agreed a fully inclusive mentoring and support service. The CV Righter works with you to understand your needs and offer a bespoke service which will get you on the right track.
When was the last time you went to the doctors? A while ago I am sure, but you know you should have regular checks even though you feel as though you are working as you should. The same goes for your CV, whether you are looking for work or not, you need to ensure your CV is in tip top condition so it can perform to its optimum.
The CV Righter offers a free Project Management CV health check for all UK professionals – send your CV in and let us perform a thorough review and let you know where the weaknesses and strengths are. We offer a constructive solution and remedy for any CV under-performing and ensure you understand why it isn’t working; equally if you have a good strong CV we tell you.
Don’t let yourself down by assuming your CV sells you and pitches you at the right level, ensure it can put you in the shortlist for your ideal role.
This is an interesting topic in that a great deal of PM professionals I’ve spoken to, say that it can be an impossible feat trying to even get to speak with the recruiter direct. Skipping past all the usual excuses of gazillions of applications/calls/pressure blah blah blah, it is possible to strike up a relationship with these people as long as you make the right moves. Now, building a relationship doesn’t mean stalking… No one likes to be bombarded with calls and emails! Think about how you are approached by others and what techniques they might use which actually work and get your attention. Don’t bother if you haven’t made a good effort to sort out your CV and make it sell your abilities or haven’t done your research in regards to what type of job including which field etc you want to apply for moving forward – and for goodness sake, be realistic, you are not jumping into a programme manager role from support position. No matter how good you are and how great your sales patter – recruiters cannot seek you into their clients when you have unrealistic aspirations.
- Do your research – find the agencies and individuals who handle your type of roles
- Make contact with the identified individuals by dropping them a line and asking if it would be possible to have a chat.
- Make sure you send a well written CV ahead of your call so the recruiter can see your background.
- Don’t be pushy, no one likes to be bullied.
- Do what you say you’ll do, if you’ve arranged to call at a certain time, then do so.
- Make sure you are clear about what you want to discuss and stick to the point – recruiters are busy and don’t appreciate disorganised candidates bumbling on.
- Treat others how you wish to be treated in return, this means everyone, receptionists etc all count!
I remember a candidate working hard to build up a relationship with me, back in my PM recruitment days, we would have a chat on a bi-weekly basis and even though I wasn’t 100% I could place him, I continued to humour him when one day a role came in which was a good match for his skills. I thought about him immediately as I knew I was due a call, we discussed and I agreed to present his CV to my client. Now he wasn’t an exact match but knowing the client well, I knew I could sell him in. Having done so I was pleased to announce that an interview had been arranged for my candidate. He was very happy and so the interview coaching began, I spent quite a lot of time making sure the candidate knew all the was to know about the role and business, and ran through typical interview questions – ensuring the preparation was top notch. After all I knew he would have to shine at interview to beat off his competitors who had a closer match to the role. All was running swimmingly until a day before the interview I received an email…. Yes an email, not a call, from my candidate saying he was pulling out of the interview. Obviously I wasn’t best happy, but c’est la vie, I informed my client and made up for the disappointment with a new candidate (who was offered an interview and eventually got offered the role). So on my part I wasn’t too bothered, however I vowed I would not work with the candidate again as I had stuck my neck out for him and he had been so rude.
A few weeks later I received a call from said candidate who had the front to ask me to put him forward to other roles, I explained as politely as possible that I wouldn’t be doing that and he persisted to ring me regularly to the point I got all my calls screened and told all staff under no circumstances to put his call through. I thought he had got the message but a few months after leaving the PM recruitment business I received a text from a colleague telling me he had been in touch again…. Thankfully my former colleague did not pass on my contact details! And that is how not to make and break relationships!