To Learn or to Execute?

That Is the Question

By
Vivek Prakash, PMP
on April 19, 2013 12:19 PM | Permalink | Comments (0)
If you've ever been in a corporate training session, chances are you've noticed
fellow project managers coming in late, or not at all. The excuse is often, "There
is so much pressure on the project that it's very difficult to make time for
training."
In my experience, project managers who choose work over training often expect
the same from team members. So when a project is running, learning all but
stops. But here's a thought: Upgrading skills and project execution can -- and
should -- take place in tandem.
Consider these two scenarios:
1. Project manager focuses on execution and ignores training
2. Project manager focuses on execution and training
In today's fast-changing world, it is necessary to continuously upgrade skills
beyond what you can learn on the job to overcome future challenges. In the first
scenario, the project manager consistently misses opportunities to upgrade
skills. After some time, the organization finds it difficult to provide better and
more challenging assignments due to lack of skills. The organization will very
likely lose a frustrated project manager. In the long term, both the organization
and project manager are in lose-lose situation.
In the second scenario, the project manager not only focuses on efficient
execution but also prepares himself or herself and team members for current and
future challenges. Due to time constraints, this is the hardest option for a project
manager, but it's also the most rewarding. The key is developing a plan that
combines learning and execution.
For example, a project manager might enrol in a training session that pulls him
or her away from the workplace. This forces the project manager to delegate his
or her tasks to team members. In turn, that gives team members an opportunity
to lead during the project manager's absence -- and experiment and learn what
they will do in future. The net result is a positive cascading effect that upgrades
the skills of everyone on the project.
Here is a simple plan to get you started:
1. Evaluate your team members' roles and responsibilities -- yours included -six months or one year down the line.

2. Identify the skills that are required to perform those roles and
responsibilities.
3. Map the existing skills and identify the gaps for everyone on the team.
4. Prepare a training plan for each member.
5. Build a main training schedule that addresses individual absences as team
members complete their training. This schedule should plug in the skills
gaps left by the absent team member.
With a firm training schedule, you and your team members can feel at ease to
attend trainings. And since training sessions directly enhance skills for all roles,
everyone can feed their newfound knowledge into the project.

Do you prioritize training over execution, or vice versa? How are you ensuring
you advance your skills in the face of project work?