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THIS ISSUE...
 

Those of us who work in Project Management sometimes don’t appreciate the skills inherent in our field. That’s a shame – because employers look for employees with strong interpersonal skills, an ability to motivate people/take on an initiative, a strong work ethic and teamwork skills. And what project manager worth her salt doesn’t have those at the ready?

 

The key to leveraging your Project Management skills to accelerate your career is not only making the commitment to improve them, but to keep improving them over time as part of your ongoing goals. Mastery comes through continuous learning, going that extra mile to become PMP® certified or making the commitment to complete a certificate program like our Project Management Master’s Certificate. (Select PDU Corner to find out more about this program.)

 

Learn how to make the most out of the PM skills you already have and how to master the ones you’ll need throughout your career when you read this month’s feature articles and our August Know How Network article. We’re ready if you are.

Michelle LaBrosse, PMP, Chief Cheetah


My Most Valuable PM Skill Is....

In this month’s Know How Network article and our Cheetah News feature article, you’ll see the kindergarten sandbox enters into our PM skill discussion in terms of playing well with others. After he listed what he’d learned in the sand pile in kindergarten, author Robert Fulghum (“All I Really Need to Know I Learned in Kindergarten”) says: “Think what a better world it would be if we all - the whole world - had cookies and milk at about 3 o'clock in the afternoon and then lay down with our blankies for a nap. Or if all governments had as a basic policy to always put things back where they found them and to clean up their own mess.” So take our survey this month, and let us know what your most valuable PM skill is!


In Jim Collins’ book “From Good to Great,” he has a process for identifying if you have the "right" people on your team for long-term success. If you follow the adage – hire slow and fire fast – you can get and keep the right people on your team. First, profile your dream team, then find out through demonstrated performance over time if someone should be on your dream team long term.