Talent Management for Project Managers

Make the key decision and determine who and what becomes the focal point of the talent development process! Allocate your resources effectively and get your project managers trained up to keep abreast of the competition.

The needs analysis and the project manager development program conform to international standards of project management as defined by IPMA.

THE TARGET GROUP

Designed for team leaders of both project and non-project teams. Also suitable for current and prospective project managers preparing to lead and run projects.

7 REASONS TO INCOPORATE A TALENT PROGRAM FOR PROJECT MANAGERS

• Money allocated to people development is spent in a purposeful and targeted way.
• Workers are more motivated and incentivized to implement the changes in question.
• Your people receive objective, balanced feedback and learn their strengths and weaknesses.
• You get new project managers ready to unlock and tap into their true potential.
• Selected individuals have their key project management competencies broadened.
• You will be able to gauge the actual efficiency of educational activities instead of relying on subjective evaluation.
• Connect project manager development with actual project work.

 

PROGRAM PHASES

PROGRAM STRUCTURE

I. – preparation round

• Approval of selected behavioural, technical and contextual competencies
• preparation and formation of a complex battery of diagnostic tools
• selection of projects
• kick-off

II. – Development Centre /DC/

• online analysis tools 
• identification of agreed competencies
• individual, dialogue-based and team activities
• situational examples (model scenarios) and case studies
• structured interview
• psychodiagnostics
• performance tests and other activities (see DC tools)

III. – DC outputs, feedback

• individual and group assessment 
• individual reports emphasizing strengths, weaknesses and developmental recommendations
• individual coaching and motivational interviews
• individual and group development plan

IV. – competency development

• targeted development of requisite PM competencies
• project management support
• making the change permanent
• reflecting on the “goal achieved”