Purpose Driven Project Leadership: A Perspective Shift on Values, Metrics, and Employee Growth.

By Nicole Chiclana

Purpose Driven Project Leadership: A Perspective Shift on Values, Metrics, and Employee Growth

In Purpose Driven Project Leadership, Nicole Chiclana offers a transformative guide for executives who aspire to create a balanced and thriving workplace. Drawing from her extensive leadership experience, Nicole provides a comprehensive framework that integrates strategic project management with a people-first approach, emphasizing the importance of aligning company values with key performance indicators (KPIs) to foster a supportive and productive work environment.

This book challenges the conventional wisdom that businesses must choose between profit and people. Instead, it presents a third option: a balanced approach that values both business growth and employee well-being. Through insightful analysis and practical strategies, Nicole demonstrates how to develop a skills matrix and metrics portfolio, implement effective project management techniques, and create a high-performing team that aligns with company values.

Purpose Driven Project Leadership delves into the complexities of the modern workforce, characterized by diverse generations, technological advancements, and evolving expectations. Nicole provides insights into creating a cohesive and inclusive environment that leverages the strengths of a multifaceted workforce. The book highlights the critical role of project management in promoting structure, fostering collaboration, and enhancing productivity across diverse teams.

Key topics include:

Developing and utilizing a skills matrix and quality productivity as a resource.

Segmenting statements of work (SOWs) into labor containers.

Identifying and nurturing the elements of a high-performing project management team.

Aligning KPIs with company values to drive meaningful success.

Implementing Objectives and Key Results (OKRs) to support strategic goals.

Promoting culturally reinforced positive behaviors to support company values.

Safeguarding data quality within your project management team.

Nicole's approach is grounded in real-world experience and designed to equip executives with the knowledge and tools needed to lead with purpose and impact. Purpose Driven Project Leadership is not just a guide to better project management; it is a call to action for leaders to foster an environment where both business and employees can thrive.

By balancing metrics, management, and employee growth, executives can create a sustainable and successful business that stands the test of time. This book is essential reading for leaders who are committed to making a positive impact on their organization and the people within it.

• Language: English
• Publisher: Nicole Chiclana
• Release date: Jun 25, 2024

Book preview

Title:  Purpose Driven Project Management

Author:  Nicole Chiclana

Phone: [phone]

Email:  [e-mail]

Table of Contents

Letter to the reader                                                                         Page 3

Skills Matrix and Quality Productivity as a Resource                                         Page 5

Segmenting an SOW into Billing and Cost Code Containers                        Page 10

Elements of a High-Performing Project Management Team                                Page 19

Bringing Chapters 1,2 and 3 Together                                                Page 25

KPIs that Drive Company Values                                                        Page 32

Measurable Objectives and Key Results (OKRs)                                        Page 45

OKRs that Drive Key Performance Indicators                                        Page 58

Measurable Behaviors                                                                Page 70

Behaviors that Reinforce OKRs                                                        Page 78

Values Alignment Worksheet                                                                Page 85

Matching Metrics to Management Levels                                                Page 90

Safeguarding Data Quality within Your Project Management Team                        Page 96

Dive into the Terminology                                                                Page 102

Understand the Mathematical Concepts                                                Page 120

Dear Leader,

I landed my first leadership role at sixteen, and, over the next two decades, dedicated myself to improving the workplace each day.This drive has taken me down many paths. I've built workforces from scratch, launched businesses and brands with both shoestring budgets and millions in funding, rebranded and overhauled operations. Eventually, I joined a Big Four firm, where my role involved identifying inefficiencies and operational failures across client sites. My arrival would send panic through the onsite team—not due to my actions, but because leadership typically blamed these teams for systemic issues. Leadership could not take accountability and understand that what I was finding was the end result and not the root cause.

After pulling thousands of client businesses apart, I uncovered several truths. Two stand out: talented people do not thrive in chaos - they drown and then run; and if daily operations are chaotic, the blame lies squarely at the top. This experience has reinforced my commitment to improve the lives of our workforce, not through legislation or unions, but through you, the leader.

Many leaders are insulated from the daily chaos their workforce endures. The higher you climb on the organizational chart, the less raw information you receive about your team's struggles. Engagement surveys may highlight themes, but they don’t convey the stress driving your talent to seek better opportunities elsewhere.

In most businesses, leaders fall into two categories: those who value people over profit and those who sacrifice people for profit. This book presents a third option: a balanced approach that values both people and business growth. After all, a business must be solvent to employ talent, and both aspects should be nurtured. This is not a book on culture; it is a guide to building a solid business relationship with your workforce through project management.

As leaders, we have a unique opportunity to impact our team's lives and, by extension, their families. This potential is often understated and undervalued in a society that equates business success solely with increasing profit margins. A truly great leader can influence generations, setting up the future workforce for success and transforming society. This is the real dream—knowing you helped fix what many have broken.

In this book, I'll guide you through extracting the necessary metrics and data to establish a strong project management foundation. We'll explore the essential elements of building a productive and cohesive team, offering new perspectives that may deviate from tradition but are crucial for real change. I will demonstrate how to develop a skills matrix and metrics portfolio, and delve into Objectives and Key Results (OKRs), Key Performance Indicators (KPIs), and the importance of culturally reinforced positive behaviors. These elements, viewed through the lens of project management, are designed to support your company's values and drive success.

Thanks for reading,

Nicki

The State of the Workforce

Perspective shift: We have always done it this way. is the swan song of a dying company.

The current workforce is undergoing a transformative era characterized by sweeping demographic shifts, technological advancements, and evolving employee expectations. With five distinct generations coexisting in the workplace, each bringing unique perspectives, values, and work styles, organizations have the opportunity to create a cohesive and productive environment. The emergence of flexible work arrangements, increasing emphasis on mental health and well-being, and the need for innovative approaches are reshaping work dynamics for the better. As businesses navigate these changes, they can implement forward-thinking strategies to attract, retain, and engage a diverse talent pool, ensuring that their practices resonate with the needs and preferences of a multifaceted workforce.

Exploring the intricacies of the modern workforce starts with analyzing its demographic makeup. Today's labor market is a rich tapestry woven from the experiences and values of five distinct generations. Each generation, from Traditionalists to Generation Z, brings unique contributions to the workplace, influenced by their historical contexts and personal motivations. Recent data indicates that Millennials and Generation Z now make up the largest portions of the workforce, while Baby Boomers and Generation X continue to play significant roles in leadership and institutional knowledge. Let's delve into the characteristics and preferences of each generational group to gain a deeper understanding of how they shape the contemporary work environment.

Traditionalists (Silent Generation), born before 1946, form a small part of the workforce today. They value loyalty, respect, and discipline, thriving in structured environments with clear expectations. Managers can leverage their extensive experience by engaging them as mentors and involving them in decision-making processes.

Baby Boomers, born between 1946 and 1964, are characterized by their dedication to hard work and respect for authority. They appreciate structured environments and clear goals, thriving in roles with defined paths to promotion and professional development opportunities.

Generation X, born between 1965 and 1980, plays a significant role in the workforce. They value personal development and a balanced work-life harmony. To keep this