Sessions

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A Contractor’s View: The Benefits of Offsite Fabricated Modular by the Numbers

An introduction to the future of Construction in Canada, including the Modern Methods of Construction that highlight the up-coming changes, industry need and the advantages and of the Offsite Modular Fabricate solutions as a means to construct permanent building structures.

A Conversation About Gender and Project Management: Moving From Challenges to Solutions

Navigating issues around sex and gender in the workplace has never been so complex or so important, especially when reports of “glass ceilings”, “leaky (workforce) pipelines”, and #metoo are everywhere.  Lower rates of entry into project management for women, a lack of senior female project managers, wage inequality, and questionable workplace conduct: all leave us concerned and/or confused. While these patterns are well described, how can we each contribute to policies and practices to promote fair, safe, and collaborative workplaces?  Join in this facilitated session to be part of the conversation.

A Project Manager’s Reality – How to Lead When You Have All The Responsibility And No Authority… Excelling as a Manager or a Supervisor

Here are just some of the skills you’ll learn for carrying out your PM responsibilities confidently and credibly

  • Take a candid inventory of your supervisory strengths and weaknesses
  • How to adapt your natural supervisory style to constantly changing work situations
  • Find out what differentiates a good leader who turns people on from a boss who turns people off
  • How to develop the confidence and good judgment for deciding what to do in any situation
  • How to deliver instructions that aren’t misunderstood—or ignored
  • How to sidestep the most common supervisor-employee communication pitfalls
  • Why taking the time to listen now saves time and headaches later
  • The pros and cons of electronic communication devices—are there sometimes better methods for getting your message across?
  • How to deliver praise so it doesn’t come off as lip service
  • Easy, everyday techniques for boosting worker enthusiasm and commitment
  • A step-by-step approach to formally counselling workers
  • Understanding when not to counsel employees or colleagues
  • How to offer criticism and discipline workers through rough spots without stripping them of their self-confidence
  • Gain specific techniques for increasing team productivity
  • How to establish project procedures and keep control of the work flow
  • A 5-point plan for dealing positively and productively with change
  • 9 steps for defining and planning any project from concept to completion
  • How to “find” scarce resources
  • How to better understand and predict worker behaviour
  • Build teamwork and cooperation
  • Turn around problem workers and unsatisfactory performance
  • Techniques for planning what needs to be done and estimating the resources needed to do it
  • How to set SMART goals
  • Why employee evaluations don’t have to be an annual drudgery
  • How to select the right people to get the right jobs done

Animal Mindset – Digging Into Instinctive Behaviour to Communicate with Your Team

Are you trying to share your vision? Build team unity? or simply trying to understand your sponsor? Perhaps you are desperately looking for tools to ‘ Whip that group into shape?” Team building takes more than a sharp stick or a bag full of carrots. It takes understanding, patience, and getting to know what motivates your critters. In this engaging presentation, Blaine blends his experience from the bush and life on the ranch with research on employee engagement, and what builds successful teams. Building an understanding on common motivators will help you be a more effective communicator and reach your goals by having the teamwork in a synchronized manner.

Key take-aways that will bring the beast to the boardroom include:

  • HEAR ME: Cues to watch for in understanding and how to adapt to the language of the listener. How to engage individuals in the language they understand. Make an emotional connection and adjusting communication style so information transfer actually happens. Bring back the ‘animal instinct’ to your next conversation.
  • MOVE ME: Tips on making gains even when active management is not present. Some animals WANT to move while others would rather just stay put. Insight will be provided on what a rancher does to put animals into motion and what you can do to get project tasks flowing without constant supervision.
  • WORK WITH ME: Successful projects rely on joint teamwork from individuals with various skills and motivators. In the wild, herd mentality is adhered to for basic survival. By understanding what influences the team you can continue to pull in a common direction and succeed with the task at hand.

Be the CEO of Your Own Career (Part 1)

**This in-depth session consists of two parts and is held over the course of two hours.**


Is your passion your career? If not, you may be doing a diservice to yourself and the clients you want to serve. This career development workshop will empower your audience with knowledge, strategies and simple steps for driving career success. When you are in the right career, you have the opportunity to connect to other people, your purpose and most importantly – your passion. At the close of each topic, participants will be asked to engage in interactive exercises with the speaker.

Be The CEO of Your Own Career (Part 2)

**This in-depth session consists of two parts and is held over the course of two hours.**


Is your passion your career? If not, you may be doing a diservice to yourself and the clients you want to serve. This career development workshop will empower your audience with knowledge, strategies and simple steps for driving career success. When you are in the right career, you have the opportunity to connect to other people, your purpose and most importantly – your passion. At the close of each topic, participants will be asked to engage in interactive exercises with the speaker.

Becoming a Professional Consultant

In this session, you will learn about:

  • Running Your Own Business
  • 3 Structural Options
  • Finance & Operations:
    • Insurance – What is/is not required
    • Legal – Your contract agreements
    • Money – How to ensure cash flow Business Development
  • How to Market Yourself
  • How to Actually “Consult”

Building Constructive, Collaborative Relationships Both Inside and Outside Your Organization

Shouldn’t working with stakeholders, clients, suppliers and our partners be simple? We have many common interests; a high quality project or product, a good price or profit, reasonable delivery times, a desire to meet or exceed industry standards and a positive team experience both inside and outside the organization, yet occasionally our interactions with others become plagued with opposition, disagreements, polarization, frustration and defensiveness. So what can we do about it? Are you, your organization and industry expected to struggle through and just deal with it?

Too often we see organizations and individuals making this choice, consciously or unconsciously, and watch the slow deterioration of business relationships and trust that can result in increased costs, slowed productivity and delays on key deliverables. Our extensive experience working in the field of engagement, dialogue and consultation has shown us that a different process and understanding of how to engage will garner different results (and we promise that no hugging is required!).

The theory and practice can be applied to individuals in conflict, between organizations or across industry and business relationships. In this interactive and participatory session we aim to shed some insight on how through effective engagement and dialogue you can achieve both YOUR goals AND those of stakeholders, clients, suppliers or partners in order to move forward together.

This will mean learning more about:

  • Committing to work JOINTLY with stakeholders, suppliers and partners to create a mutually beneficial long-term approach;
  • Building the TRUST & RELATIONSHIPS that lead to sustainable outcomes that benefit all.

Competence Management Programs

As project managers, we need to make many tough decisions. One of those decisions is to determine if we have the right skill sets in house to accomplish our goals or if we need to source external resources. It would be helpful if, within our organizations, we could reach out to our human resource departments to search a database of available personnel and their competencies to assist us in this process. If we have a robust enough competence management system in place, we can do just that.

Competence Management systems provide organizations with a shared vocabulary and understanding of the competence levels of our staff as well as help pave a career path for employees that can be proactive and take ownership of their personal development plans.

While these systems are good for tracking regulatory, compliance (API Q1, ISO 9001:2015) and HSE requirements of personnel, by following the examples from the offshore petroleum industry (OPITO, IADC) and adding operational competence standards, they can so much more.

 

Sponsored by:

Confessions of a Reformed Control Freak – The Top Ten Sins Most Managers Make & How to Avoid Them

New leadership skills are required for today’s workplace. Great managers or business leaders aren’t born – they’re made. Managing and leading others in the 21st. Century is about attitude – not aptitude. You can learn to communicate and interact more effectively, manage your time and your team’s time, cope with stress, problem solve, build collaborative teams, and better deal with difficult people and challenging situations.

In this workshop, you will discover the top ten sins most managers make – and more importantly – what you can do to avoid them and gain valuable insight into a leadership style that is right for today’s workforce.

Deep Diversity (Part 1)

**This in-depth session consists of two parts and is held over the course of two hours.**


This two-part workshop will help Project Managers explore how group identities—or tribes— play out in the workplace and society at large, resulting in a systematic advancement of some and discrimination of others.  Understanding and navigating diverse teams and environments requires leaders to have an awareness of social dynamics that are often unconscious and invisible.  During this interactive presentation, leaders will make links between how the mind works and the socialization process in perpetuating stereotypes, prejudice and discrimination. We will explore how the need to belong—a drive as basic as the need for food, water and shelter—not only results in predictable dynamics between in-groups and out-groups, but also defines our individual and collective identities.  This presentation will enhance the project manager’s ability to understand and identify inclusion and exclusion dynamics on teams due to various social identities such as race, gender, age, sexual orientation or disability. We will also develop emotional intelligence and personal mastery skills, critical for navigating diversity and promoting inclusion.

Deep Diversity (Part 2)

**This in-depth session consists of two parts and is held over the course of two hours.**


This two-part workshop will help Project Managers explore how group identities—or tribes— play out in the workplace and society at large, resulting in a systematic advancement of some and discrimination of others.  Understanding and navigating diverse teams and environments requires leaders to have an awareness of social dynamics that are often unconscious and invisible.  During this interactive presentation, leaders will make links between how the mind works and the socialization process in perpetuating stereotypes, prejudice and discrimination. We will explore how the need to belong—a drive as basic as the need for food, water and shelter—not only results in predictable dynamics between in-groups and out-groups, but also defines our individual and collective identities.  This presentation will enhance the project manager’s ability to understand and identify inclusion and exclusion dynamics on teams due to various social identities such as race, gender, age, sexual orientation or disability. We will also develop emotional intelligence and personal mastery skills, critical for navigating diversity and promoting inclusion.

Delegation Not Abdication: How to Delegate to Get Effective Results

The ability to delegate effectively is a key skill of successful leaders, managers and PMs at all levels within organizations. Poor delegation skills have been called the single biggest barrier to a professional’s ability to succeed and move up within any organization. The session will examine common misconceptions about when and how to delegate, typical mistakes leaders make in delegating, and provide a step-by-step process that attendees can apply immediately to ensure successful outcomes through delegation.

eHealth Implementation Best Practices & Innovation … 2018 and Beyond

Adoption of best practices and constant innovation are key to the successful deployment of any solution.  Using examples of the impact and significance of current eHealth initiatives in Alberta, Brinda and Nancy discuss some of the strategies used in the implementation of these initiatives.  Focus will be on current and future primary care solutions, ranging from strategy development and planning to change management practices during deployment and post implementation operations support for the projects.

 

 

Sponsored by:

Elevate Your Leadership

Be inspired to be more effective in your roles, by focusing on five things:

1. Have clear purpose and values.

2. Taking 100% personal responsibility for results in your life. Create a culture of responsibility, and accountability.

3. Fail forward, learn from mistakes, and understand the law of the harvest.

4. Learn up, learn from those who can teach you;

5. Choose your thoughts wisely; understand the power of your thoughts. Focus on results and desired change.

Fish Out of Water: A Decade in the Life of a Millennial Female Project Manager

Wading through the complexities of managing projects in the private and public sectors as a young female in a male dominated industry. This how-to presentation is for anyone daring to stick out like a sore thumb and have a lot of fun while doing it.

From Programmer to Project Manager to President: Lessons Learned

Changing career paths is never an easy decision, and it is currently a requirement for the world we live in. With the rapid advancement of technology and the need for new skills in the workplace, it is expected that North Americans will change careers approximately 5 to 7 times during their life time. Project Managers experience these transitions front and center; whether it is through their personal experience or encouraging members of their project teams.

In this presentation, Adriana will share the lessons learned through career transitions in the software development industry, with special emphasis given to how Project Managers can prepare and adapt to go into business management roles, what skills are applicable to the transition and which skills require re-training and for new habits to be formed.

How Can You Manage What You Don’t Measure?

60% of newly constructed buildings are handed over late, incomplete, and with a long list of deficiencies that affect building operational performance. Shortcomings in building performance are often not just a result of poor workmanship, but rather a product of the construction schedule overrunning, and close-out work like testing or verification being compressed, and becoming an academic exercise. The commissioning schedules produced by the General Contractor or Construction Manager, and their sub contractors are frequently over optimistic and uncoordinated. They assume that others will co-operate in coordinating the provision of water, gas, electrical power supplies, and a weather tight building with unobstructed access, and a dust free environment.

A risk of project overrun will exist unless the interdependencies of all the building systems and associated equipment are identified, together with their integration with ongoing construction activities. This complex and often highly fragmented part of the construction process demands the production of an integrated contractors testing and independent verification schedule. This needs to recognize that a modern high-performance building may require a higher level of commissioning due to its level of complexity and integration with passive building systems. Buildings around the world account for 40% of carbon emissions. The lifespan of a newly constructed building is 50 – 100 years during which it will continually consume energy, and produce Carbon emissions. If half of new commercial buildings were tested and verified correctly they would use 50% less energy, it would save over 6 million metric tons of Carbon emissions annually during the lifespan of the buildings and is the equivalent of taking more than 1 million cars off the road every year.

How to Bridge the Integration Gap Between Strategic and Business Management

Have you thought about… How to transform your organization to a culture of project performance management excellence? How to bridge the integration gap between strategic and business management execution? How to manage, monitor and measure project performance results of this integration?

Do you want to understand why we went wrong and how to bridge this integration gap between strategic and business management operational execution? Are you in search of how project performance results are managed, monitored and measured, using a project performance measurement dashboard with predictive analytics? Then this presentation will definitely arouse your interest!

You will be presented with real-life scenarios by an author, lecturer, speaker and researcher in project performance management, with extensive practical experiences in the private, public and academic sectors in Canada and the United States. You will gain insights on how to manage, monitor, and measure project performance results that focus on strategic integration with business management operational execution using accountability for results. You will also gain insights on how to bridge the intelligence gap between strategy and operational execution, during the management and delivery of projects, using real-life illustrations. Project performance management is viewed quite differently in practice and theory, resulting in this huge intelligence integration gap. You will gain insights of a project performance management framework – real-world strategic directives for project portfolio management, with practical real-world illustrations of how strategic directives align with business management operational execution, using integrated project performance measurement dashboard with predictive analytics. Discussions of Transformational Change using a 4Ps model of People, Politics, Process and Performance will be interesting, informative and insightful in understanding cultural transformation for project performance management excellence.

How to Train Your Sponsor!

“Having actively engaged executive sponsors is THE TOP DRIVER of project success” (emphasis added) – Published in PMI’s Pulse of the Profession October 2014 In-Depth Report. But guidance surrounding the role of ‘Project Sponsor’ is rather dismal and unstructured while the amount of literature on the role of Project Manager is overwhelming. Why such an imbalance in the information about these two key roles? A senior executive is often named as the Sponsor because of their formal authority, but organizational structure and culture can result in the appointment of an executive who lacks project experience, appropriate cross-enterprise networks and enough space in their timetable for the training and guidance required to create organizational success through projects.

In addition, the executive may delegate their interests to a middle manager or front-line employee, but guidance on how to be a Sponsor is not formally taught; and often, not even expected. This disappointing but all-to-common scenario creates a bleak outlook for sanctioning the right projects in the first place and setting the stage for project success! Owner companies need guidance surrounding the role of Sponsors to protect the valuable Project Sponsor – Project Manager relationship that actually drives project success.

This session will provide a framework on the duties of a Project Sponsor and guidance to Project Managers on recognizing a good Sponsor or surviving a bad one! Using direct examples from the Sponsor of the 2016 PMINAC Project of the Year, Enbridge’s Deadhorse Creek Phase 2, this session will demonstrate:

  • Why the Sponsor is not only important for project success, but essential;
  • How Sponsors can best support Project Managers through the project lifecycle, and finally;
  • The skills and behaviors Sponsors should exhibit to ensure the ‘right’ projects are executed the ‘right’ way.

KEYNOTE PRESENTATION: A Morning with Arlene Dickinson

In this keynote presentation, Arlene Dickinson shares stories from her life and career, to explore how difficulties and obstacles can be turned into opportunities. Much of Arlene’s success is thanks to her ability to adapt—learning, growing, and being ready for change is fundamental, especially in a business world that’s changing too—and in her talk, she’ll share how you can adapt, too.

KEYNOTE PRESENTATION: Deep Diversity: Overcoming Personal and Systemic Bias

Knowing how to effectively manage diverse teams is a critical leadership skill set. Forward-thinking organizations are aware that such skills and knowledge will be even more critical with the rapidly shifting demographics in Canada due to Baby Boomers retiring en masse over the upcoming decades as well as declining birthrates. In order to be boldly ahead of the curve, leaders need to understand how unconscious biases show up in their organization, on their teams, and mostly, in themselves.

Research demonstrates that, in spite of good intentions and being fair-minded, our unconscious mind and automatic brain processes frequently favour those most “like us,” creating blind spots and hard-to-see discrimination that becomes systemic. As a result, many hard-working people and groups are unable to get ahead in the workplace due to such hidden biases.  Based on ideas from the highly acclaimed book, Deep Diversity: Overcoming Us vs. Them, project managers will learn how predominant the unconscious mind is in human interactions, how this contributes to low performance and outcomes on teams, and what we can do about it in order to be the change high-performing organizations need.

KEYNOTE PRESENTATION: Reflections on the History of Project Management and the Project Management Institute

To understand the project management professional of 2015 and beyond, requires an understanding of how we have matured and changed from the project schedulers and planners of the 1960’s. Where did we come from and how did PMI play a role in building a new profession? A look back at the people, places, and environment will not only tell us about our history but will help us to understand where project management may be headed and how you can influence that direction.

This presentation aims to put you back in the 1960’s, to help you understand the motivation for the founding of PMI and to give you a look at the time and people. With this bit of history as a backdrop, we will then take a look at what the future may hold for the project management profession and PMI.

Please be prepared to ask questions and add your thoughts to the discussion.

Leadership Behaviours: Change Starts From the Top

As a leader, what you say matters; what you do and reward matters more. We discuss the key behaviours in your control to create a productive, healthy, safe and engaged workplace and the science to create sustainable behaviour change. Beyond performing the behaviours, we will explore research based techniques to model these behaviours to employees, the opportunities to create a supportive environment, and implement the most effective reward systems to drive the behaviours of employees. We examine how to develop your influence and communication strategies that drive a healthy culture. Change starts with you.

Make the Most of Your Conference Experience with a Relaxed Mind through Meditation

We know how easy it can be to slip into autopilot when attending a conference – hustling in and out of sessions, responding to emails, tweets and phone calls, maximizing every moment with your colleagues. In the mix of all this multitasking, we may find ourselves in a mental and physical overload. We want to offer you a few minutes to clear and reboot your mind space. In this 25 minute session, have a seat, close your eyes, hit the pause button, take some deep breaths, and reconnect to your mind state of being actively aware in each moment for you to make the most of your conference experience.

Please note: This session is optional and seating is limited. Availability is based on first-come, first-serve basis. Attendees will not be permitted to join the session late. This session does not provide any PDUs.

Modern Agile Workshop (Part 1)

**This in-depth session consists of two parts and is held over the course of two hours.**


Agility, the ability to move with quick easy grace, is enormously effective in helping us achieve our dreams. Yet many people who would like to be agile end up merely learning a bunch of rituals, frameworks, tools or processes. To be genuinely agile, one must master principles of agility. Modern Agile is here to help.

Designed for people in many domains (not just IT), Modern Agile is defined by four guiding principles: Make People Awesome, Make Safety a Prerequisite, Experiment & Learn Rapidly and Deliver Value Continuously. Modern Agile’s principles are reverse engineered from what kick-ass people and organizations do to get awesome outcomes. Understanding and thoughtfully practicing these four principles will help you get better results faster.

This session features a keynote talk about Modern Agile followed by a mini-workshop to help you experience Modern Agile principles.

Modern Agile Workshop (Part 2)

**This in-depth session consists of two parts and is held over the course of two hours.**


Agility, the ability to move with quick easy grace, is enormously effective in helping us achieve our dreams. Yet many people who would like to be agile end up merely learning a bunch of rituals, frameworks, tools or processes. To be genuinely agile, one must master principles of agility. Modern Agile is here to help.

Designed for people in many domains (not just IT), Modern Agile is defined by four guiding principles: Make People Awesome, Make Safety a Prerequisite, Experiment & Learn Rapidly and Deliver Value Continuously. Modern Agile’s principles are reverse engineered from what kick-ass people and organizations do to get awesome outcomes. Understanding and thoughtfully practicing these four principles will help you get better results faster.

This session features a keynote talk about Modern Agile followed by a mini-workshop to help you experience Modern Agile principles.

NAKED Networking

In today’s rapidly changing world, building and sustaining authentic relationships is more crucial than ever. Whether through traditional or social networking, creating a powerful circle of influence can help you succeed. But for many of us, networking doesn’t come easy. For more than 15 years, Kari Mirabal has worked as a recruiter and career coach. She overcame her own fear of networking to build a successful business, overcoming obstacles along the way. That fear could have held her back from reaching her dreams; that’s why she’s passionate about helping others.

Now as a dynamic and engaging speaker, Kari relays her vast networking savvy into programs that provide you with key takeaways you can implement immediately. In NAKED Networking, Kari reveals a 5-step process (in an easy-to-remember NAKED acronym) to help you break through networking fears. NAKED Networking is about allowing yourself to be vulnerable and take risks in connecting with others, whether it’s via a platform such as LinkedIn, face-to-face at an event, or using digital communication.

Personality Management Practices

In order to be an effective leader, we must learn to manage not only our project teams, but also our own perspective. This session will share how to evolve from manager to leader. We will cover IQ vs. EQ, understanding multiple generations in the workforce today, team-building activities and ultimately understanding how a servant leader ensures success.

PMINAC – The Way Ahead: Strategic Plan 2018-2019

PMINAC members and project professionals in Northern Alberta and Northwest Territories are the beneficiaries of events and programs conducted by the Northern Alberta Chapter. Every summer elected board members and director-level volunteers meet to discuss strategy for the coming board year. In preparation for this years orientation session, the chapter conducted a deep dive survey across Northern Alberta and Northwest Territories.

Bakhtawar Pastakia, will take the office of the President of the chapter effective July 1. She would like to share some of the inferences from the survey and set the background for strategic planning for the year 2018-19.

Practical Coaching Skills For Leaders and Project Managers

Project success is achieved through effective management of resources and the team. A project manager seeks to maximize the team’s contribution and effectiveness. This is easily accomplished through coaching techniques. This session will focus on key issues related to coaching complemented with practical hands on use of the GROW coaching model. Key Topics include:

1. Understanding the differences between Coaching and Managing

2. Characteristics of a Good Coach

3. Introduction of the “GROW” Coaching Model

4. Managing Teams and Enhancing Performance to Achieve Results

Key Learnings: Upon session completion, participants will be able to:

1. List three ways to support, and motivate your team to reach a higher and greater level of success

2. Discuss the characteristics of an effective coach

3. Explain the GROW coaching framework

4. Integrate the coaching model into daily interactions with your team

5. Describe how to implement a coaching strategy

Rules? We Don’t Need No Stinking Rules! AKA How I Stopped Worrying and Learned to Love Change

Have you experienced managing change where you didn’t mobilize all the best practice change theories? Have you wondered how you managed to achieve the results but were pretty sure you didn’t use a specific methodology? If you have experienced anything like this, this session will facilitate your learnings to identify WHY. Our work environments are changing at a faster pace. But what does this mean for us as leaders? It means increased expectations to adapt on the fly and adjust as projects and initiatives evolve.

Given the shifting work environments, is it possible the change theories from the past are not as relevant anymore? What is still applicable and what needs to evolve… just as our environments are? Join us in a work shop where we will deconstruct two of the prevalent change models (Kotter and Prosci) to determine how many, if any, of the delineated steps are critical to a change effort.

The Power of Responsibility

Take Responsibility For Your Impact, Results & Reputation As A Leader!

Take responsibility for your impact, results and reputation. This session will help participants create awareness of the one thing that will help them improve results in their business and personal roles. It will help them begin to solve the challenges they face every day and to more successfully achieve their goals. Elevate Your Leadership has less to do with skill, education and intelligence, and more to do with the ability to think clearly under pressure, manage and motivate people effectively, and to change your approach as necessary. It has to do with your emotional intelligence!

This class provides leaders with the skills to recognize how emotions drive behaviors, the difficulty in managing one’s own emotions, and the emotions of those around them. Tools to manage interpretation of information and appropriate levels of reactions are reviewed. Leaders become more aware of their unconscious behaviors and learn to effectively manage emotions to make conscious decisions for future behaviors.

The Transformational Power of Servant Leadership for Projects & Project Managers (Part 2)

**This in-depth session consists of two parts and is held over the course of two hours.**


Globally, Project Managers are awakening to the new reality that much more is now required for excelling in Project Management than simply having superior technical skills and abilities. In today’s world, to effectively manage projects, Project Managers must effectively lead people. The PMI Talent Triangle recognizes this reality. What kind of leadership is most appropriate and most effective for Project Managers in today’s world? Simply stated, Servant Leadership.

“Servant Leadership is a people-centered approach to life and leadership, that puts other people at the center. Servant-leaders place the needs, growth, and development of those led, ahead of those leading.” Servant Leadership is an ageless and timeless approach to leadership that is more relevant today than it was when Robert Greenleaf first introduced the term in 1970 when he published 200 copies of his seminal essay, The Servant as Leader. Greenleaf had no idea that the concept would spread like wildfire and fuel a global movement with followers on every continent. Servant Leadership is not only an approach to leadership, but it also applies to all aspects of life and leadership. For those who actively embrace Servant Leadership and put it into practice, it transforms all aspects of life, leadership, and project management.

The Transformational Power of Servant Leadership for Projects and Project Managers (Part 1)

**This in-depth session consists of two parts and is held over the course of two hours.**


Globally, Project Managers are awakening to the new reality that much more is now required for excelling in Project Management than simply having superior technical skills and abilities. In today’s world, to effectively manage projects, Project Managers must effectively lead people. The PMI Talent Triangle recognizes this reality. What kind of leadership is most appropriate and most effective for Project Managers in today’s world? Simply stated, Servant Leadership.

“Servant Leadership is a people-centered approach to life and leadership, that puts other people at the center. Servant-leaders place the needs, growth, and development of those led, ahead of those leading.” Servant Leadership is an ageless and timeless approach to leadership that is more relevant today than it was when Robert Greenleaf first introduced the term in 1970 when he published 200 copies of his seminal essay, The Servant as Leader. Greenleaf had no idea that the concept would spread like wildfire and fuel a global movement with followers on every continent. Servant Leadership is not only an approach to leadership, but it also applies to all aspects of life and leadership. For those who actively embrace Servant Leadership and put it into practice, it transforms all aspects of life, leadership, and project management.

Top 10 Findings from GS11 Montreal: Optimizing Gender Parity in Project Management

Today, almost every CEO is focusing on talent diversity and inclusion in their organizations to drive innovation and gain a new competitive edge. For project management, as well as for other typically male-dominated careers, the big prize in diversity is to attract and retain female talent. To optimize gender parity (50-50 participation) organizations need to actively manage the ‘pipeline’ of female talent, meaning they need to address the issue of the ‘leaky pipeline.’ This term is used to demonstrate how women begin working in project management but then leave the profession sometimes decades before retirement. This loss of female talent is easy to prevent, in fact, it is a worthy project to plan and execute.

From November 6 to 8, 2017 the Gender Summit 11 North America took place in Montreal, Quebec, Canada seeking to answer the question “What needs to be done about the leaky pipeline.” The Summit concluded that diversity and inclusion is not only a social cause, but it is now proven to be a business imperative. Why? Because the global technology race will need all the brains working together side-to-side at the decision table; therefore attracting, engaging and retaining women in project management careers until retirement is the key.

This session will present:

  • New insights about what causes the leaky pipeline;
  • The top 10 findings from the Gender Summit 11 to fix this leak;
  • Specific actions organizations can take today to attract and retain women in project management careers until retirement.

What CIOs are Looking for in the New Generation of Project Managers

The presentation will focus on the results of interviewing Edmonton’s CIO and IT leaders. The focus will be on:

  • What these leaders feel is a gap between today’s PMs vs what the industry is looking for;
  • It will also focus on the types of questions, and responses that would qualify a PM for opportunities;
  • To help prepare PMs with job interviewing techniques.

What Good is Strategy if You Can’t Implement It?

Strategy is fundamental to the success and sustainability of any organization but 60% of company budgets are not linked to strategy, 30% staff incentives are not linked to strategy and only 10% of employees say they understand the company strategy. There are keys steps that can be taken to help ensure that strategic implementations are successful.