Michele Guttenberger, MPM
1.Define what the culture's values are. More importantly, define what those values look like in action when people practice them. If your company is just beginning, then make sure these are defined prior to engaging others in your projects. It's easier to bring people into a culture that is defined than it is to change people's behaviors once their established. If you are trying to change the culture, you need to include people at all levels of the project in this conversation. This participation helps solidify these values bringing a sense of ownership and buy in by everyone.
2.Communicate the values to everyone - internally and externally. Include what they are, what they look like, how they will be measured and what role(s) they will play in your projects moving forward. If, these communication are prior to the company going live, make sure you embrace these commitments prominently on your webpage and other marketing materials. Use them as a criterion to assess candidates as the best fit for employment in your company.
3.Identify pertinent data sources to collect data that gives confirmation that these values and the aspired culture have been met. As part of your data collection, ask both internal and external customers/beneficiaries to provide their feedback on the extent your company is living up to its espoused values / culture. Solicit feedback and recommendations on how your business can do a better job. Make a commitment to listen and respond to these suggestions.
4.Build the desired company PM culture into your performance review system. If the value your company holds is "transparency," insure each employee receives feedback on how he/she is doing with specific examples of his/her work and data to support the feedback. What gets measured gets done.
5.Build the company PM culture into every decision and every action. Let, people see your values in action, in decisions, in the manner in which people at all levels interact, and in the ways in which customers/beneficiaries are responded to. They will use these values to create the organizational PM culture you desire.
1.定义文化的价值是什么。更重要的是，定义当人们实践这些价值观时，它们在行动中的样子。如果你的公司刚刚起步，那么在让其他人参与你的项目之前，确保这些都已经定义好了。把人们带入一种既定的文化，比改变人们的行为要容易得多。如果你想要改变企业文化，你需要让项目的各个层次的人都参与到对话中来。这种参与有助于巩固这些价值观，为每个人带来一种所有权和购买感。
2.把价值观传达给每个人——内部和外部。包括他们是什么，他们看起来像什么，他们将如何衡量，他们将在你的项目中扮演什么角色。如果，这些沟通是在公司上线之前，确保你把这些承诺放在你的网页和其他营销材料的显著位置。把他们作为一个标准来评估候选人是否最适合在你的公司工作。
3.确定相关的数据源，以收集确认这些值和所期望的文化已经得到满足的数据。作为数据收集的一部分，请公司内部和外部的客户/受益人提供他们对公司履行其所推崇的价值观/文化的程度的反馈。就如何让你的企业做得更好，征求反馈和建议。承诺倾听并回应这些建议。
4.在绩效考核体系中建立理想的公司项目管理文化。如果你的公司看重的是“透明度”，确保每个员工都能收到关于他/她工作表现的反馈，并提供具体的工作实例和数据来支持反馈。被衡量的才能完成。
5.将公司项目管理文化融入到每一个决策和行动中。让人们看到你的价值观在行动中，在决策中，在各级人员互动的方式中，在回应客户/受益人的方式中。他们将使用这些价值观来创建您想要的组织PM文化。
扫一扫！