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PMO Models and Resourcing


 
We really love listening to other PMO practitioners’ experiences and we know many of our members do too. In this session, we listen to Gary Heath, a long time supporter of House of PMO and luckily for us, vastly experienced in PMO. As he says in his opening introduction, he’s worked in pretty much any type of role, for example, permanent, contractor, fixed-term, consultant, associate – you name it he’s done it.
In this session, Gary talks about the different types of resourcing for the PMO plus he reflects over his 20+ year career in PMO to bring different insights to the different types of PMO models out there. What’s refreshing to hear in this session is how Gary is still learning too. He touches on the evolving scaled delivery models and something called the Lean PMO has he continues to research the impact Agile delivery is having on PMOs, and what the future might hold.
A great session for anyone at any level in the PMO – it’s always interesting to hear how other practitioners have managed their careers and the insights they’ve learnt along the way.
 

The Session

 

 
 

The Slidedeck

 
 
PMO Models
 
>> You can download the slide deck used and take a closer look at the resources and images shared

What We Liked in the Session

We always like to pull out at least ten takeaways from the session, so here they are:

One

Gary got the inspiration to kick start this session by thinking about the 5 Key Items to being a Successful PMO Lead, you can check out that article before watching this session.

Two

The P3O model has been around since 2008 and is often known as the hub and spoke model – showing both permanent PMOs and temporary ones. Gary picked up on the fact that the services approach from P3O has become increasingly popular as the way to introduce the right services based on business needs. He linked out to this article.

Three

If you’re starting to work in or support a portfolio office, the best course to look at is the Management of Portfolios (MoP). It will help with the foundational knowledge however the real training comes from the job itself.

Four

Working in a client-facing PMO brings the opportunity to gain additional skills in areas not normally found in internal PMOs. For example, working with contractual milestones; understanding legal and commercial agreements; utilising consulting skills and stakeholder engagement.

Five

There are different ways to work in PMO – permanent, contract, outsourced, fixed price/outcome based, fixed term and off-shoring. Each brings a new opportunity and challenge for anyone working in PMO wanting to mix up their career or change the way they work based on their lifestyle choices.

Six

The diagram below shows the different resourcing mix of a typical hub and spoke PMO model. You can see that most of the contract/temp resources can be found in the temporary programme – the digital transformation programme. A typical resource mix would be permanent 75% / contract 25%. It does depend on many different factors, two of them – the type of PMO and the the maturity of the organisation.
 

 

Seven

Recent newer models have emerged in response to the higher adoption of Agile approaches to project delivery. Taking that to the next stage, Agile approaches in programmes and portfolios – and then organisational agility. The diagram below shows just some of the delivery models that will / are impacting the PMO and the services they provide. You can probably see why the PMO doesn’t stop learning!
 

Eight

On the same diagram (above), that quote from Gartner gives some food for thought. In the PMO Competency Framework, the competences which are grouped together called P3M Enabling are focused on exactly what Gartner is stating. It’s the role of the PMO to provide and support the environment that portfolios, programmes and projects need to succeed.
Those competences include the delivery methods (both traditional and more recent Agile led ones); the different tools required; the governance frameworks and capability and capacity management. It’s about pulling all these together so it runs like a well-oiled machine – or less fractal!

Nine

Some more recent research from Gartner was shared, there’s not much more to add here but have a look, does it make sense to you? We didn’t have much time to go over this one – on first look, it’s interesting but then looking again, is it new really? If you’d like to leave your own thoughts and comments below, please do!
 

 

Ten

Gary opened up his session by saying he was out of his comfort zone a little bit by doing this – it’s not something he’s done much before and didn’t really think his insights would be worth sharing! Just goes to show how wrong he was! On another note, a session like this does get you to reflect and to think about what other practitioners might find useful.
If you’d like to do what Gary has done, why not get in touch and let us help you find your story. We tend to know what sessions work at House of PMO with members so why not have a think about getting out of your own comfort zone and having a go. You can leave a comment or contact us through the website.

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