En projektleder er vilkårsparat og har selvsyn

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Af Elisabeth Plum og Anette Zobbe. Illustrationer: valdefar.dk

Det er mennesker og deres samarbejde, der får alting til at ske i projektet. Det får redskaber til at virke efter hensigten, og samtaler er måden til at finde ud af, hvad der egentligt foregår, og hvordan man kommer videre. Det er særligt vigtigt, når de uforudsigelige dele af projektet skal håndteres med det, vi kalder innovative kompetencer.

Styregruppen har bedt om et beslutningsoplæg, om hvilken teknologi løsningen skal baseres på; seniorbrugerens største bekymring er, om løsningen overhovedet honorerer hans afdelings behov; din linjeleder ønsker en bestemt teknologi, som vil give flere bevillinger til afdelingen; og den sædvanlige faglige arbejdsdeling giver problemer i projektteamet, fordi opgaven kræver tværgående nytænkning.

Du troede, du overtog ledelsen af et overskueligt udviklingsprojekt, og på styregruppeformandens anbefaling brugte du tre måneder til at re-planlægge ved blandt andet at gennemføre interessentanalyse, risikoanalyse, estimeringsworkshops og krav-præcisering, samt udarbejde en ny plan, så projektet kunne nå deadline. Men der bliver ved at dukke nye oplysninger og problemstillinger op, som lander på dit bord og ændrer grundlaget for analyserne og planerne, så de ikke længere passer.

Måske du kender den slags frustrationer? Organisationen igangsætter nemlig typisk projekter med flerfacetterede opgaver, som ikke har kunnet løses med de vante arbejdsmåder, og samtidig betyder den generelt stigende kompleksitet, at projekter skal håndtere stadigt flere ukendte og uprøvede faktorer.

Projektledelse går på to ben

Projekter består af en kombination af aspekter, der er forudsigelige og nogle, der er uforudsigelige. De klassiske projektstyringsmodeller er blevet forfinet, effektiviseret og ”agiliseret” igennem mange årtier, og er projektlederens værdifulde redskaber til at håndtere det forudsigelige. Men selv den bedste risikoanalyse og kravpræcisering kan kun håndtere ”the known unknown” og kommer til kort overfor ”the unknown unknown”, som vil dukke op.

Derfor har vi brug for en særlig tilgang til at håndtere projekters uforudsigelighed, for de to aspekter kræver forskellige typer arbejdsformer og kompetencer – vi kalder dem for de stabiliserende hhv. de innovative kompetencer.

De to kan ikke fusioneres til én universaltilgang, for de har forskellige intentioner og tænkemåder, og i denne artikel skitserer vi vores bidrag til den innovative projekttilgang.

Fra vilkårsramt til vilkårsparat

Nogle giver projektlederen skylden, når de stabiliserende redskaber ikke virker på de uforudsigelige aspekter. En vilkårsramt projektleder kan blive paralyseret af problemer, utryghed og blamingkultur, og tvivle på egne evner, dømmekraft og mandat, og nogle mister helt lysten til jobbet.

Men både omgivelserne og projektlederen må erkende, at det er nødvendigt at prøve sig frem, og at alt ikke lykkes i første forsøg. Ingen tænker ”Det er dumt at gå til højre – så det gør jeg”. Enhver vælger det, der i situationen virker som det klogeste at gøre, og selvfølgelig ser tingene anderledes ud i bagklogskabens lys. Men under alle omstændigheder giver det en erfaring og ny viden, som kan bruges til næste skridt. Det værste er, hvis projektlederen ikke tør bevæge sig ud af stedet, for kun ved at gå videre kan vi sammen blive klogere og håndtere det komplekse og foranderlige på bedste vis.

At være vilkårsparat er derfor en vigtig innovativ kompetence. Det er en bestemt måde projektlederen ser sine omgivelser på og består af en kombination af tre dimensioner:

1. Udforskende udsyn er evnen til at se forandringer som en kærkommen lejlighed til at revurdere dele af projektet. Jo, forandringer forstyrrer. Men de er også tegn på nye oplysninger, og frem for krampagtigt at holde fast i planen, må projektlederen og teamet undersøge de muligheder og potentiale, som forstyrrelsen kan gemme på.

2. Følelsesmæssigt overskud er at kunne se situationer fra andre synsvinkler og interesser end sin egen og at udholde både egen og andres uvished og forvirring. Projektlederen holder begge ben på jorden uden at tage problemer og forandringer personligt, men undersøger dem med nysgerrighed og inddrager teamet i forslag til, hvordan forandringen kan forstås og håndteres.

3. Tillidsfuld handlekraft er at kunne prøve sig frem og handle sig ud af situationen. Det er at lære af, hvad handlingen bringer af ny indsigt og bruger det til at tage det bedste næste skridt. Projektlederen nøjes ikke med at formode noget om andre eller gætte sig frem men spørger og opsøger viden i tillid til, at nogle kan og vil hjælpe med projektet.

Vi håber at begrebet vilkårsparathed kan starte samtaler i projektorganisationen om, hvilke forventninger, vi skal have til projektlederne.

Selvsyn kan give overskud

Vilkårsparathed er dog ikke den eneste vigtige, innovative kompetence. Den skal kombineres med en bestemt måde at bruge sig selv og sine sociale kompetencer på, som vi kalder selvsyn. Det er en forudsætning for at føle sig godt til rette og udfylde projektlederjobbet bedst muligt,

også når projektet virker kaotisk og synspunkter og forslag stritter i alle retninger. Selvsyn er en kombination af fire dimensioner.

 

1. Projektlederen må have et realistisk syn på sig selv. Når man slutter fred med, at man er uperfekt, kan man bedre få andre uperfekte mennesker i tale, og selv den bedste projektleder kan umuligt være god til alting.

2. Projektlederen skal gøre sig klart, at det, hun siger og gør, hele tiden aflæses af og påvirker andre. Det kan blive tillagt en anden mening, end det var intentionen, og det gælder især det, hun ikke siger og ikke gør, så det er vigtigt at være tydelig.

3. Projektlederen skal kunne se sig selv udefra med sine egne øjne, i stedet for at måle sig med det, man tror, er andres forventninger til en. Det giver et godt ståsted, når man har overvejet, hvilken slags projektleder man selv ønsker at være.

4. Projektlederen må erkende at være et helt menneske, der både tænker rationelt og er fuld af følelser – ligesom andre mennesker. Det er nemmere at komme igennem pressede situationer, når man vedkender sig egne følelser og ikke bliver forskrækket over andres.

De fire dimensioner kan bruges som tjekliste, hvis du oplever dit projektlederjob for presset og utaknemmeligt, og måske finder du inspiration til et perspektivskifte, så du kan komme godt videre.

Menneskelige relationer skal bruges – ikke styres

Med vilkårsparathed og selvsyn er projektlederen klar til noget af det vigtigste men også sværeste, nemlig til at få projektets forskellige kompetencer, interesser og synsvinkler til at bidrage konstruktivt til opgaveløsningen.

Mangefacetterede og komplekse opgaver løses nemlig kun, hvis de vigtige forskelle bringes sammen og skaber noget, ingen af dem kan præstere hver for sig.

Hermed skifter projektlederen fokus fra de enkelte deltagere og til deres kollektive samspil, hvor 2 + 2 skal blive 5.

Vi har derfor opfundet nogle begreber til at håndtere de ofte ustyrlige og overraskende menneskelige dynamikker, og dem skitserer vi nu kort.

Projektet er en lang række af samtaler i teamet og med aktører og interessenter, og de samtaler skal have høj kvalitet, så tidsspilde undgås, og løsninger dukker frem. Vi kalder samspillet for et snoretræk, hvori der foregår myriader af kommunikation mellem deltagerne. Alle bidrager bevidst og ubevidst og både aktivt og passivt, og projektlederen har et særligt ansvar for at inspirere snoretrækket.

Hvis aktørernes forskelle skal bidrage konstruktivt, skal snoretrækket være præget af det, vi kalder teaming, som er at spille hinanden gode på tværs af forskelle for at skabe resultater. Projektlederen skal derfor hjælpe deltagerne med at udfylde en dobbeltrolle, hvor de ikke blot bidrager med faglig dygtighed, men også får deres ekspertiser i spil med kollegerne.

Der foregår også et snoretræk i samspillet med interessenterne, som skal være præget af teaming. Her skal projektlederen sørge for at skabe, hvad vi kalder tykke relationer, hvor viden og hjælp flyder livligt og tillidsfuldt. (*)

Smagsprøve på redskaber

Redskaber skal altid tilpasses konteksten, og særligt når projektet arbejder i uforudsigelighed. Her må man lægge stenene, mens man går og også opfinde helt nye redskaber til en uventet situation.

Måske følgende to redskaber kan inspirere jer til at udvikle jeres innovative projektkompetencer.

-Lad projektteamets forskellige fagligheder komme med ideer og spørgsmål til hinandens områder tidligt i processen. Det kan give værdifulde tværgående ideer og tykke relationer fra starten,

i stedet for først at spørge hinanden, når man er kørt fast på eget felt.

-Prøv at supplere den klassiske interessentanalyse med samtaler med jeres forskellige interessenter om jeres syn på projektets formål og mulige løsninger.

På den måde får I måske også vigtige informationer og kan skabe relationer, der senere kan hjælpe jer. (*)

Gør jeres projekt bæredygtigt

Bæredygtighed er at bygge noget brugbart og holdbart og spare på ressourcerne, så det levende får bedst mulige vilkår. Bæredygtig projektledelse kræver som minimum:

-At udvikle vilkårsparathed og selvsyn for at mindske nedslidningen og skabe mere sund handlekraft hos projektets aktører. Hermed kan organisationen bedre holde på erfarne projektledere, så vigtige kompetencer ikke går til spilde

-At undlade at spilde tid på at bruge styringsredskaber på projektets uforudsigelige dele, som bedre håndteres med redskaber fra den innovative tilgang

-At skabe snoretræk, teaming og tykke relationer både i projektteamet og i projektets landskab af interessenter, som ud fra deres forskellige ståsteder vil fortsætte med at bidrage til at skabe brugbare og innovative løsninger.

Vi håber, du har fået inspiration og nye begreber til den innovative projekttilgang, så du kan drøfte med kolleger, samarbejdspartnere og ledere, hvordan I bedst arbejder med de ikke-styrbare dele af projektet.

 

Dansk Projektledelse
Dansk Projektledelse er en medlemsorganisation for ledere af projekter, initiativer, programmer og porteføljer i Danmark. Vi er båret af medlemmer og vi er ledet af medlemmer i et tæt samarbejde med vores sekretariat. Vores vigtigste opgaver er at sikre, at der er rum og plads til dialogen mellem os – og det på tværs af brancher, sektorer og erfaringer.
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