Allaying the Fears Raised by Project Manager Competency Assessment

When you first mention competency assessment, fear can spread throughout the team:  Why are they measuring competency? What if I don’t measure up?  What should I do to prepare?  What will happen to me if I am NOT competent?

Assigning a level of competency seems to have a negative connotation, because the inference is that on the flip side, there is some sort of “incompetence.”  So speaking to your project management team about “competency” measurement may not be the best way to communicate your end goals.  Ask yourself this: “Why do you want them to be “competent”?  Don’t you really just want them to be “better” at project
management?

We know that better project management competency leads to better business outcomes.  (see PM College whitepaper:  Building Project Manager Competency Improves Business Outcomes.)  So what you really want is better project performance. And that is a goal that all team members share. How do you get there without setting off alarms?

In my next few posts, I’ll discuss “Five  Steps to Getting Over the Fear of Measuring Project Management Competency.”

STEP ONE:   Focus on Professional Development. Using the phrase “professional development”:

•    focuses on the individual in a positive way (“development” not “measurement”)
•    sends a message “my company wants to invest in my development”
•    sends a message “they aren’t trying to get rid of me – they are investing in me to improve the project management process.”

STEP TWO:  The First Theory in Adult Learning – “Tell Them Why.” Tell your team you are interested in building  a professional development plan to improve overall project performance across the team or organization.  Tell them that identifying strengths helps you focus on where the improvements are needed. Be specific.  Tell them why and how this will help them professionally, and personally.  Some examples:

•    Leads to commonality of practices across the team which leads to improved efficiencies
•    Leads to a common language and expectations so everyone is on the same page
•    Focuses on those targeted training needs for the team
•    Provides an opportunity for personal growth

In my next post, I’ll cover Steps 3 – 5. Stay tuned! Meanwhile, for more information, see the PM College Resource Center for Project Manager Competency.

• Joni Brown-Irons, M.Ed., Managing Director
• Competency