Project Wellbeing Solution

Project Wellbeing Solution



hello and welcome to this short recording my name is Rashad Issa I'm a student at the University of West London and I'm completing my master's of Science degree in applied project management my focused pathway is on managing innovation and organizational change I want to thank you in advance for your time to participate in my research and to evaluate the solution I am about to introduce to you this recording will introduce you to the research that has an outcome with an operational solution to proactively address employee well-being and increase productivity of project teams once I fully explain the framework there will be a list of question that I would kindly ask you to answer as part of the evaluation to the solution your subject matter expertise is highly appreciated first of all what is my research my research is aimed at finding a practical way to address project teams well-being and increase productivity with the topic of mental health being and and its importance being on their whys what employees are reporting sick or unable to cope with works stress and anxiety why has the available solutions not provided managers with a framework to proactively use such frameworks to help their teams proactively address well-being my research has found out that there's 17% of companies in the UK offer mental health training for managers in 2017 that's a very low number few years before that a study has shown that there were over 134 million working days lost due to sickness now she take a very small percentage of those days related to stress and well-being the number remains very large that cannot be ignored the topic of mental health is on the rise and while the industry of project management continues to grow and support businesses of all sectors the project management institute published statistics that show that over 20 percent of projects fail for meeting their deadlines and schedules now if you want to do a correlation between some of the areas that contribute to project failures is sickness of project team members and if some of those sicknesses are related to employee well-being money research provides a solution to address that once the solution is shared with you you're valued input would be around the areas of the things ability of implementing such solution how effective would it be in raising awareness of mental health and well-being how effective would it be to consider this as a proactive solution for project teams and what aspects of the solution would you change or improve so let's go ahead and start I am providing a solution that has three steps for well-being and that's planning teams well-being implementing teams well-being and monitoring teams well-being but before I talk about that I would like to give you just a bit of background on the project management institute and the foundation of my research organizations from around the world trying to address the stress and anxiety with programs like Employee Assistance Programs these programs are built and are set up in a way to help employees that heat out to them once a problem occurs they are building momentum and they are improving a lot but there is a still a long way to go this is why this research is aiming at international Institute's that guide the way for project management and deliver guidelines and frameworks to address this area last year in 2018 the international standard organization also released a new standard called ISO 45,000 and one and this is standard is about health and safety this is the first time the standard of health is referred to as an overall hell and does not restrict it to health under the historic term which is physical that is mainly driven for the sectors of construction rail manufacturing so that's last year so what is stopping project management organizations that to lead the way in this area I'm presenting the solution were the three steps and the aim of that is to simplify it and to build a foundation for everybody to talk about it plan for it to raise the awareness and be able to proactively address it my research covered three frameworks project management institute association of project management and prince2 and my selection wants to go with project management institute this organization that's 50 years old this year it has a very strong momentum in growing and it has a triangle that defines are the core competencies every project manager should have these three core competencies are technical project management skills strategic and business management skills and leadership skills and planning a solution to proactively address team's well-being would definitely fall under the leadership skills to introduce this and just to give you a quick background of why my solution is built the way it is because I would like it to fit nicely within this institute and they have a project management book of knowledge which is referred to as the PMBOK guide and this is sort of the reference that all project managers relate to it's reviewed on regular basis and most frequently every for you for years and it's currently at its sixth edition and they have a list of guidelines that all project managers should go through and they define project as a time bound set of activities on an environment and each project goes through five stages or the lifecycle of a project which is initiate plan execute monitor and control and close the project I'm not going to take you through the details of those knowledge areas but I want you to observe and see how they refer to the processes within those knowledge areas they currently have ten knowledge areas and 49 processes those knowledge areas our scope schedule cost quality resources communication risk procurement stakeholders and integration management and all fit under those five lifecycle stages each of the 49 process has inputs tools and techniques and outputs so if you look into some of them you will see that they have some processes that sit within the finding stages and some other knowledge areas have processes that only sit under two or three of those and if you see the the wording of it it's always planning or implementing or monitoring or executing and managing the plan monitoring the plan and so on so that is the types of processes they educate project managers to help them go throughout the life of their projects and they have ten knowledge areas and I would like to introduce the eleventh knowledge area to this book of knowledge which is the PMBOK guide and that knowledge area is knowledge area number eleven which is called project well-being management that has the three steps I mentioned earlier which is plan while being implemented being and monitor well-being so just a little bit of small details before I go through the details of it over here is you will see it indexed as number fourteen the reason why it's indexed 14 is because the can book guide currently has ten knowledge areas this knowledge area is 11 and the very last knowledge area is knowledge area stakeholder management and in the book it's reference that chapter 13 so I would like this to be reference as chapter 14 which will be project well-being much that is why you will see those indexed as such so to take you through the knowledge area that I want to introduce we'll start with the very first process which is planned project well-being and I'm going to go through the same setup as the PMBOK guide which is the input tools and techniques and the outputs and the project manager should look into their cost management plan the resource management plan procurement plan and any other documents within the project schedule it cost baseline lesson learn risks Enterprise environmental factors and organizational process assets and the whole idea of this is that they do they are not expected to reinvent the wheel first of all they need to understand what budgets they have what's the resource and in this area their human resource the team's availability the project schedule as a whole because that could help them determine what are the timeframes where there is a very stressful period where a key milestone or an achievement deliverable are being scheduled and to size they start to be proactively aware to those areas and any potential risks and to understand if there are any other factors and process assets within the organization that already address well-being so they can benefit from they do these two meetings through surveys and they start building a program that suit them the idea is when they start creating this program they will have an implementation plan that would help them determine how to embed those activities for team's well-being within their project schedule again being aware of it means but they will consciously put the effort and time to engage with their teams rather than wait until an issue happens that will drive team members to go on sick and to have a negative impact on their well-being which subsequently will happen as a negative impact on the project schedule and deliverables so we've got this implementation plan the well-being implementation plan how are they going to deploy it into their project management plan as a whole before I take you through some of the tools and techniques I want to share with you how do i define employee your well-being through the research that I've done on this paper I have decided to divide employee well-being under five dimensions physical dimension emotional dimension social dimension just an empowerment dimension and work environment by one dimension but I wanted to simplify those dimensions to make sure we can encourage project teams to talk about their well-being and a simplified approach to help remove the taboo and proactively address any work stress anxiety or well-being before it hits sort of a severe state as such and that's why I am presenting as you can see on the right hand side the employee well-being pillars in the format of earning and there are three pillars they're individual state social state and their work environment state their individual state talks about their physical and mental health talks about their nutrition their level of sleep their physical health overall as well as their mental health their social state talk about their sense of trust and belonging that fit the fact that they feel respected empowered and the fact that they feel they belong to a community or a project team that they can relate to their shared values as well and the last pillar is the work environment state is because we spend a lot of time at work it's important that we have a respectful trustworthy environment that allows them to engage and integrate properly within project teams because a strong coherent team can only help successfully and achieve an overall project deliverables of scope time schedule and cost so those are the three pillars that I am defining employee well-being and this will be important I thought for you to understand my definition of it to help you better explain from my and how I present to those tools and techniques in this process which is implementing project well-being so we take the implementation plan we know what the budget is what the time frames in want to allocate to it we start building this program based on the availability times key milestones and times of project which we know we can deem as stressful there are lots of tools and techniques and just like other processes and the PMBOK guide project managers are not expected to use all of them though they could but it depends on which the ones fits best for their project size and their project teams as well some of it is simply due me schedule and happiness meetings with our team members and this is could be five minutes a day or a week or one hour an hour one hour a week a month or a quarter depending on the project size and the project length and this is to remove the taboo and open the conversation with team members on their level of happiness and integration with an a team this will proactively help address any situation before it escalates another tool and technique that could be used as action for happiness it's an organization that offers voluntary training for individuals and it's a program that is medium of length as such a number of hours that team members can go through to help them identify the level of happiness and acknowledge what makes them happy to help proactively help them reduce whatever makes them stressful as well and depending on the size of the project this could be embedded to help care for our team members well-being within the work environment within their social state and their individual state because each team goes through the forming storming norming and performing life cycle as per tockman's theory many years ago this is still holds true until today do we as project managers organize and facilitate events that help them integrate better do we have a budget doing it to schedule that within our project schedule but to make any conscious effort to plan for these so as we can better help them integrate and start performing if you want to look after their social state and their sense of belonging do we help them and encourage them to go for a day supporting a local charity in their community if we care for the causes they care for they're more likely to be engaged and committed to the project when we onboard a new project teams do we plan within our schedules and internal training about mental health this will again help raise the awareness and break any barriers hopefully when around this topic so this should be planned with an our project management plan workplace options is an organization that specialized in a global employee well-being and they encourage all of their team members to go for 15 minutes away from their screens to have a oneness walk a day this is to help them reduce the stress from the screens to take a deep breath and come back refreshed to their workstations is this something that could be applicable to certain projects that a project manager is working on do we schedule and look after our team's nutrition lots of organizations offer right now fruits or healthy vegetables to come to the office but do we make sure we address those things with them because their physical health and mental health especially if we look into what they eat their diet their physical health and the level of sleep we can encourage them or drive them into the direction to address those areas so as they can come healthy and fit to be able to work with our contract deliverables if they are into sports do they participate in any sporting event like a park run or a marathon again this doesn't have physical actual cost to the project but if they felt supported and valued within those environments then they can come back even more committed because of the social state that they are contributing to and finally if they are office workers do we encourage them to alternate between sitting down and standing up do we offer them standing desks just the are the workspaces they are part of for standing desks or treadmill desks or cycling desks all of those areas just to keep them fit and focus on their individual state and and their work environments they can social state as I said earlier this old it's not a list it's not an exhaustive list and project managers could choose one two or more from this list but this is just to help them plan for it within their project schedules update their project schedule accordingly to make sure they don't overlook these areas with their teams and plan them proactively to derive better productivity from their team members and this is the final step in project well-being management and this is to monitor team's well-being and again in this layout of input tools and techniques and outputs through performance evaluations meetings and surveys engaging with team members what we need to achieve is to look into their overall performance review and update the schedule accordingly and assess what is part of our implementation program is working successfully to the benefit of our teams and the project overall deliverables all of those areas would help us assess that and make changes to the schedule proactively as needed before we witness and experience any sudden sickness or absenteeism because of mental health issues or negative team's well-being that would subsequently have an impact on the project overall those are the three steps of my project well-being in conclusion I wanted to have a structured approach to the team's well-being and I wanted an organization in an institute like project management institute to take the lead in this and today is the awareness of it in a simple way to embed a new knowledge area which will be non eteri number 11 project well-being management to raise the awareness of the topic and give all project managers under the core competency of leadership tools and techniques to address this practically well 13 in the aim to reduce sick days that I related to well-being issues mental health and increased productivity and achieved projects on time I want to thank you all for your time for agreeing to participate in the evaluation of my research I have sent you attached to this a list of questions that I would HIGHLY appreciate your expertise in your areas to let me know what are your thoughts about this framework and what changes I to make of course if you need to learn more about my research or if you want me to answer more questions do not hesitate to contact me in any of those forms I will be able to provide you more details to give you a more facts that will help you achieve a well-balanced decision hopefully at the end thank you very much for your time and once again I appreciate your time and expertise in helping me complete my dissertations for my master's degree

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