PMcrunch

We never really arrive at the end of the road in our quest to become leaders. We may achieve [tag-tec]leadership[/tag-tec] status in some way but it is always a moving target. Indeed, I believe it is our own movement on a continuous basis that can enable us to maintain ourselves as a leader. One way that we can do this is by continuously evaluating our own leadership capabilities.

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There is a great deal written on the subject of building teams including, building [tag-tec]project teams[/tag-tec], however one thing that is very notable about this process is it is of a very personal nature. Two people that might build a project team or the same exact project might very likely to do it differently just as every person is different every [tag-dir]project team[/tag-dir] that they build will be different.

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How does the emergence of Web 2.0 collaborative capabilities and networks effect the organizational landscape, and how does that effect project and program managers? I think the key to answering this question is to look at what is happening to interpersonal relationships, power centers, and influence within organizations to see how this is changing as a result of this emerging development. I find that we can gain insights into this by observing from the following point of view: a. Organization charts are the way the organization is “supposed” to be, and b. Web 2.0 collaboration reveals relationships, and hence organization structure, as it really is. Let’s explore…

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Daptiv, formerly eProject, has changed its name effective November 12, 2007, reflecting its desire to cast a wider net within the enterprise. The name eProject reflected a strict project management focus, whereas Daptiv – with connotations of fast, adaptive, dynamic, modern, futuristic – leaves behind that more singular focus. In fact, CEO Jeff Pancottine has reported that the new branding reflects the on-demand, flexible style and wide range of uses for the software beyond the scope of traditional Project Portfolio Management (PPM). The capabilities of web services surely figured into this marketing move.

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There are bosses and managers, heads and supervisors. But the true top man yields the sharpest, most brilliant sword of leadership with outstanding skill and wisdom and approaches even the most minor project as if at war. On the corporate battlefront, the needed leadership skill for a project manager is akin to the required capabilities to be a general leading a battle.

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