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project management
project management basics.com.

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risk management basics.com.

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The Complete Project management package

Topics include

Definitions
What is a project and Project Management?
What is a Project Management system?
Human, culture, planning...


General Project Structure
Project visualisation
Start and end
Size, costs, time...


Breaking down a project
Milestones, management
Costs and budgets...


Phases of a project
Concept, feasibility
Specification, design
Installation...


The Project notebook
What is it?
Assumptions, problem statements, mission statements
Strategy, scope, objectives
Customer analysis, deliverables
Exit criteria...


Product specification, work break down structure (WBS)
Schedules, resources, control system
Authority, roles and resonsibilities
Risk areas and benefits ...


Planning overview
Why plan?
Work breakdown structures
Task characteristics
Information and milestones...


Detailed planning
Overview
Procurement
Estimation

initial
overview
too long
too short
budgets...

Dependencies
PERT analysis
Slack or float, elapsed time
Roles and responsibilities
Resources
Gantt charts
Constraints
Critical paths and how to manage them...


Control
Why?
Monitoring, general, what...

Time, cost (terms, overspend, cash flow), quality
Progress reporting...
General, committees, data


Taking action
Assessing the situation
Impact analysis
Resolving issues and problems...


Review
Contingency
Change
Documents and procedures
Project completion...


Quality
Plan
Statistical control


Risk
Overview
Impact analysis
Risk versus impact
Automated planning tools
Consideration of time...

Responsibilities
Documentation
General approach
Identification and costing...

Assess chances and impact
Measures
Contingencies
Records and review
Health and safety...


Reviews
Project audits


Human factors
The role of the Project Manager
Overview
Project teams
Recruitment...

Communication
User expectations
Systematic approach
Empowerment
Appointment of a Project Manager...


Project organisation
Project office and documentation

What is a problem?

A.P.I.M.A.
(assess)
problem definition
analysis of data
objective definition


(plan)
identify causes
select the most likely cause
devise potential solutions
selection of the most appropriate solution
plan for implementation


(implement, monitor and act)

Problem solving techniques

problem identification
prioritisation
analysis of problem causes
identifying key causes
data gathering
evaluation and finalising options


brainstorming

method and system


Pareto analysis

what is it?
method and system


data collection

fact and opinion
documentation
method and system
interviews


cause and effect diagrams

effect vs cause
identification and selection of cause
taking action
method and system


process analysis

examine the steps in the work process
method and system


six word system

what, why, when, how, where and who?
method and system


presentation

histogram, barchart and pie chart
scatter diagram
organisation charts


Time saving templates e.g.

audit reports, customer analysis
deliverables, estimation of cost
mission statement, objectives
problem statements...

project numbering
project progress
strategy and S.W.O.T. analysis
timesheets and work breakdown and many more...


Fully Worked Example

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The complete
Risk management package

Topics include

What is risk?
Uncertainty
Risk versus issue
Risk versus reward
Margins versus contingency
Will a project succeed?
Key areas of concern...


6 basic questions to answer
Who?
Why?
What?


How?
Resource?
When?...


Why carry out a risk assessment?
Is the project too risky?
The threat intensity
Decision making
Helpful documentation...


What should risk analysis provide?
Time factor
Prioritisation
Summary of risk
Decision making
Realism...


How does risk management integrate with project management?
Risk management is key?
Permeates all projects?
Supporting role?...


Accountability
Sharing of risk
Who is accountable?...


Stakeholders
Identification
Customer and supplier
User priorities...


Success measures
How do you measure it?
Assumptions
Clarify objectives
Suppliers versus customers


Basic steps
What are the core process steps to assess a risk?

Identification
Proactive planning
Reactive planning
Monitoring and control
Triggers

A simple process outline
What is the basic overall process steps?

Identifying stakeholders
Success criteris
Plan preparation
Identify and assess risks
Ownership and planning
Aggregation, monitoring and review...


Human relations
Pressure
Timing
Bid and budget control
Risk focus
Planning confidence
Price versus cost
Client versus stakeholder driven...


The Project LIfe Cycle
Overview
Concept
Design
Plan


Allocate
Execute
Deliver
Review


Support
Different areas
Working in parallel
Milestones
Contracting
Decision points...


Cost terminology
Expected cost
Target cost
Provision
Contingency
Commitment


Statistical terminology
Mean or average
Median
Mode
Variance
Standard deviation


The risk management process
Overview
Timing
Defining the project
Defining the risk management process...


Identifying risks and responses
Organisng the risks and responses
Ownership (risks, responsibilities and contractors)
Estimating technique...


Evaluating the estimates
Planning (integrating risk and project management)
Managing (the risk management process)


Estimating detail
Overview
Simple estimating of risk
Cumulative probability graphs
Simple estimating of risk detail...


Simple estimating problems
Obtainng the estimates
Breakdown of variables...


Evaluating detail
Overview
Independent correlation
Cumulative probability graph
Positive correlation
Cumulative probability graph...


Negative correlation
Conditional correlation
Cumulative probability graphs...


Planning detail
Types of plan

Initial
Reference
Base
Contingency
Horizon
Action

Ways to modify plans
General comments


General points to consider
Resource level
Control
Contractors
Customer...


Managing the risk process
Overview
Identifying risk issues
Other issues and the project life cycle
Other aspects

Cost and resources
Effectiveness of risk management
Modelling
Managing the process...


The contractor
Overview
Risk assessment positioning
The contract
Cost plus fixed fee
Fixed price
Screening
Transferring risk...


Risk combination
The issues involved...


Common methods of risk assessment
Overview
The timing, prioritising, summarising and decision making virtues
Issue based
Checklists
Qualitative
Quantitative...


Quantitative risk assessment
Overview
Simple example and detail
Simple cost model
Cost model including uncertainty
Cost model including likelihood...


Monte Carlo distribution
Overview
Monte Carlo simulation
Monte Carlo simulation output
Monte Carlo distribution
Monte Carlo risk distribution
How do we carry out the simulations?
Probability Density Function (PDF)
Triangular Probability Density Function (PDF)...


Uncertain events
Overview
Simple pathway likelihood and frequency versus cost graph
Detailed calculations
A basic risk assessment
Probability versus total cost graph...


Correlated events
Overview
Ranges of correlation
Process summary
Risk assessment versus a traditional approach
How will the level of breakdown structure influence the result?
How do we estimate probability simply?...


General points
Collecting task information
Documentation
Other areas to consider when reviewing risk


Data handling
Overview
Monte Carlo risk distribution
Multiple variables


Budget versus contingency
Overview and setting the contingency
Alternative setting of contingency


Schedule risk assessment
Detailed planning, 4 basic types
Detailed planning, in software


Simple network
Simple network (no lag) duration calculations
Simple network (with lag) duration calculations


Branching
Overview (simple branching)
Complex branching
Complex branching duration calculations
Multiple branching
Multiple branching duration calculations
Multiple probability branching
Multiple probability branching duration calculations
Production example
Production example, one step further
Production model output interpretation graph
Nodes and branching networks
Nodes and branching networks graphical output


Markov chain
Events and transitions
Benefits
When do you use it?


Business forecast
Overview (types of operation, activity, timing and correlation)
Business schedule risk
Business revenue and profit risk distribution
Business profit yearly forecast
Business profit simulation graphical output


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The Complete Time management package

Topics include

Resources
Capital
Physical
Human
Information
Finite time...


Workaholic
Long hours
Work enjoyment
Ambition


Personal life
Routine and mundane
Addiction


Result orientation
Old values
Tiredness and mistakes
Signs...


What is time management?
Problem time solving
Goals or objectives and targets
Strategy and tactics...


Goals
Road to success
Hurdles
Basic tactics
Types
Setting goals


Refining goals
Control
Short and long term
Quality
Flexibility...


Objectives
List of tasks
Dependent and non dependent
Strategic v urgent
Prioritise...


Prioritising objectives
Priority ranking
Multiplication ranking
Tabular matrix...


Urgent v important
Urgent - deadline
Important - time
Matrix
Rank
Category detail
Job needs
Job order...


Human nature
Pleasing people
Avoidance of challenges
Fear of position
Ambition


Pride of ability
Being a perfectionist
Retaining control
Preconceived ideas...


Blame culture
Interruptions
Phone calls
Meetings


Lacking data
What are the goals?
Objectives...


Productivity
Output v input...


Also...

Time log
Prioritised objectives
Weekly plan
Recording the log
Analysis


Identify 'time destroyers'
Identify actions
Implement plan...


Key time destroyers
Action chasing
Being disorganised
Can't say no
Crisis management
Friends


Large reports
Low energy levels
Meetings
Multiple tasks
Other's errors


Other's jobs
Paperwork
Perfection
Poor communication
Poor control and reporting


Poor delegation
Poor information
Poor leadership
Poor planning
Poor preparation


Poor self discipline
Putting things off
Resource issues
Responsibility v authority
Socialising
Staff issues


The boss
The telephone
Travel time
Unfinished tasks
Unwanted callers
Work overload
Your own errors...


Typical process
Review your personal time log
Audit
Decide on your time destroyers
Rank them in order of priority
Review the causes


Consider solutions
Generate action steps
Decide on the time scale
Create deadlines
Teamwork...


Strategies for getting on with it
Visibilty
Rank review
Minimise
Tick off


Your time
Challenge
Delegate
Routine


Desktop
Measure
Check
Negative


Fear
Start
Exposure
Mentality


Others
Positive
Benefit
Part


Reward
Energy
Confidence...


Positive thinking
Positive mindset
Attitudes and beliefs
Self belief
Modifying attitudes
Record the goals
The road to success...


Commitment
Winning
Definition
Not knowing


Meetings
Less interruptions
Resource
Resource...


Delegation process
Monitoring
Review
Problems
Tough personnel
Towards independence...


Information collection
Part of time management
Everything
How and where to?
The purpose


Projects
Delayed tasks
Delegated tasks
Processing information
Other...


Processing the information
Define the purpose
Prioritise
Decide on the action and format...


Filing notes
What should you file?
What system should you use?
Agree
'A' to 'Z'
Day files
Other...


Day files
Detail...


Decision PATH
Priorities
Activity
Time
Health
Decision is not action...


Capturing ideas
Record
Techniques
Computer folders
Software...


Brain storm
Record
Do not criticise
Ideas
Consider


Stepwise procedure
Simple voting procedure
Ranking technique
What next?...


Mind mapping
Brain styles
Mond mapping...


Checklists
Task list of reminders
Yesterday's mistakes
Not exhaustive
Ignored
Orientation
Lacking detail...


Reminders
Processing complete
Delegated tasks
Delayed tasks
Projects
Triggers
Diary...


E-mails
General
Message rules
Back up
Spam
Action...


What not to do
General
Would it matter if you didn't do it?
How to tackle it?
Perfectionist?
Time runs out
Bottle it up
Education...


Projects
General
Plan
Meetings
Decisions and data...


Irritating tasks
Benefits
Get started
Atmosphere
Putting them off...


Combining tasks
Areas to consider
Criteria
Culture...


Time
Historical view
Passing time
Quality time
Culture
Mono and polychronic time...


Monochronic time
Attitudes
Definition
Culture
Plans
Other
Issues
Flexibility...


Polychronic time
Attitudes
Definition
Culture
Plans
Other
Issues
Flexibility...


High and low context culture
High and low
Information transfer...


Divergent thinking
Sees the big picture
Flexibility
Free space...


Convergent thinking
Takes a narrow view
Methodical
Free space...


Blending styles
Ideas
Sharing
Good will
Brain use
Assess, plan implement, monitor and act...


Assessment and planning
Best v easy
Work area ideas
Take a break
Taking notes
Prioritising...


Implementing
Combining tasks
Goal posts
Delay
Scheduling...


Prioritising
Visual sorting
Communication and flexibility
Resource
Restructuring
Inclusion...


Scheduling
Diary or calendar
Visual aids
Odd items
Personal energy
Bits and pieces
Assistant
Overload
Visible
The telephone
Proative...


Review
General
Delayed tasks
Delegated tasks
E-mails and voice mail
Diary
Collection
Projects...


Personality drivers
Faster
Please
Perfection
Try hard
Be strong...


Assertiveness
General
Assessment
Process...


Stress
General
Signs
Sources
Problems
Not enough time
Leading to tension
Tempers being lost
Stress escalates
Coping techniques?
Legal redress...


Coping with stress
General
Personality driver
Experience
Techniques
Ideas...


Playtime
General
Reasons for avoidance
Things to try
Little bits
Imagination...




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Leadership - influence and position

Leadership is irrespective of position, position alone does not mean influence...
Position versus leadership
It is natural to believe that a person in a particular position or has been conferred with a title is there due to leadership qualities.

Many inherited titles e.g. Lord or Prince may have associated power but the individual concerned may not have leadership abilities.
The position itself may have great influence irrespective of the person attached to it.

Some people see leadership as the ability to reach a particular position. It is not.

General traits

Being the boss or manager may give you a little power but may not be enough to get people to truly follow you. Some of the differences of bosses and leaders are:
  • A boss may 'tell' but a leader will 'coach'.
  • A boss tries to rule by force and fear but a leader will encourage, motivate and gain trust.
  • The boss focuses on his or her own needs saying 'I'. The leader considers others and uses 'we'.
  • A boss cultivates a blame culture whilst the leader looks for solutions and expects mistakes.
  • The boss can tell you what should be done and how to do it but offers no help. The leader tends to show a person how to do it.

Security

Many people are looking for job security. Many feel this comes from reaching a particular position.
However, without the influencing skills of the leader their position becomes weaker as time goes by.
There will be few followers and team performance will drop.
A good leader using their skills will develop the team, maintain morale and secure their position much more readily in the longer term.

Followers

Many positions are by appointment. With little leadership skills positional leaders will find it hard to get their people to go that extra mile.
A good leader can expect followers to rise above direct authority and perform at a higher level.

This can be a particular problem when working with volunteers. Because you will have no direct authority over them they will only perform at their best by using suitable influencing skills.

Relations
Get to know people

The trouble with trying to lead by position alone is that the boss kicks the guy down one level, he or she in turn kicks the next guy and so on.
Everyone feels the pressure of possible failure and that fear engenders a dislike of the boss and a vicious circle materialises.
Before you know it the team performs badly.

If you wish to gain trust and hence influence you must firstly get people to like you.
Good relations should come ahead of rules and regulations. Once these are established your power to influence will rise.

Think of ways to meet the people.
Walk around and just discuss what they are doing and get to know them on a personal level.
Try and return any communications rapidly.
Read the job application forms of individuals to get an idea of their background, or why not just ask. Why not meet, on a regular basis, with a group of individuals that differ each time?
Build momentum
Once you recognise that a leader requires followers you will begin to acquire the skills to become a better one.
In addition, developing your 2-way communication skills to improve relations will get you to the next important stage.

Here you will begin to gather and maintain leadership momentum as individuals will start to want to take on tasks.
Once people wish to follow you they will tend to become more results orientated and in turn gather their own support to complete activities.

You will find that individuals that may not be academically the best will start to perform to higher levels.
Develop people
When two apparently equal teams perform at different levels it is usually down to the leadership. The motivated team that is prepared to follow will always out perform a team of individuals.

It is not enough as a leader to gain followers you must keep them.
In order to be able to delegate well you will need to develop your team to accept delegation.

At this stage people will already admire you and respect you as a leader but developing your team will engender loyalty.
This is because people will see that you have a vested interest in their development and will be eager to help.
Develop yourself
Every time you change position you will have to start again in getting to know the key people around you, particularly if you swap companies.

As you move up it doesn't get easier. The level of responsibility and commitment is higher all the time. If you can't maintain this level of commitment then your own level of trust and influence will drop.

As you move up people will move from liking you to liking what you can do for them.
In order to maintain your current level you must make sure you don't forget all of the techniques you learnt on the way up.

If you remain as a position manager people will follow because they have to but many will be unhappy and leave.
Get to know people and they will like you and follow because they trust you and want to.
Eventually, they will appreciate what you do for the organisation and for them which will keep their interest in following you.
Ultimately, you will become a figurehead and people will follow on the basis of what you represent.

Make sure that you keep moving forward.

Be wary if key influencers are not in your favour.

At the lowest level you will need to be aware of:
  • Job descriptions.
  • The background of the organisation and how your department fits in.
  • Consider ideas for change.
  • Do your best.
Then improve:
  • Your relationships.
  • Let people know you care.
Then:
  • Begin to become results orientated.
  • Focus on the areas that maximise results.
  • Begin to make key and tricky decisions.
  • Start to develop potential leaders.
  • Start to cast your vision and consider change.
Then:
  • Focus on people using the Pareto 80/20 rule.
  • Look for helpers that reflect your own weaknesses.
  • Develop leaders further and pass on your skills.

Get the full details
leadership arrow
The Complete LEADERSHIP package


Links on this site:



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Other useful links at risk management basics.com:



Other useful links at time management basics.com:

 

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Influence | Integrity | Insight | Leadership training | Leadership qualities | Loneliness
Motivation | Personal direction | Personality | Personality indicators | Prioritising | Problem solving
Relationships | Strategy | Style spider | The three Cs | The vision | Miscellaneous

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Complete
project management package