On the back of my last blog about neurodiversity in project management, I gave my interpretation of the term neurodiversity; and why it is critical that we consider the fact the people’s brains work differently; as part of project management.
With a population just shy of five million, New Zealand may not be the first country that springs to mind for projects at scale needing innovation.
Fostering the right balance of capabilities is becoming more complicated as we enter a period of pandemic recovery and growth.
Hosting the Olympics is right up there on the list of global megaprojects in terms of scale, complexity, public attention and expense.
Is it possible to fall in love with commuting again, now that we are starting to return to the office? If you are reading this on a crowded tube while trying to avoid a stranger’s armpits, the answer is probably ‘no’.
In my role as a creative producer, I am responsible for guiding my team and supporting our clients to achieve the project vision.
If you’re a woman working in projects, then most likely you’ve faced prejudices, biases or discrimination related to your identity.
Why control a project? Projects are simple aren’t they? Have a plan, stick to the plan, achieve the plan… what’s hard about that…? Well how long have you got? Projects have been around for as long as we as a human race have been thinking up new ways to better our environments; from the great pyramids of Egypt, to man setting foot on the moon, these ground-breaking endeavours are some examples of mankind’s greatest projects.
What is CPD reflection? Reflective practice is the process by which you analyse your continuing professional development (CPD) activities.
So, this is it – the writing’s on the wall, the boss has decreed it and we all must start getting used to seeing each other more often.