In this session, Eileen and Carol talk about the professional development available for all levels of PMO practitioners. They’ll be focusing on the four levels of qualifications from the House of PMO, PMO career paths, their own insights in how to develop yourself and your PMO team.
In this Career Hour session we took a look at the subject of networking and how that can affect your career development.
We covered the obvious ones of networking at external events and shared some tips on how to get more out of it - or just convince you that it doesn't have to feel like a daunting thing.
We also covered online/virtual events and a little on social media based networking.
Finally, we took a look at an often overlooked area of networking - and probably the one that has the biggest impact on your career development.
The House of PMO launched its third qualification - Essentials for PMO Managers - in May 2022.
In this session you will gain an understanding of:
Why we have created the qualification
The background of the qualification
Who the qualification is aimed at
What the qualification covers
What the exam is like
How long the training course is
The qualification becomes available in the marketplace for learners to book and complete their courses from June 2022.
Self-assessments are just one of the ways you can do an introspective on yourself - to understand what experiences, skills, knowledge and behaviours you have that make you competent at the role you perform. Once you have that understanding, you can use it to further improve on those areas you're already performing strongly at - and of course, address some of the weaknesses that become apparent.
We take a look at self-assessments with the PMO Competency Framework.
Parliament UK is the centre of government and politics in the UK, and to manage democracy in the UK, they need PMOs to help them manage the portfolio of work. In this session, they share their insights into their experiences of adopting the House of PMO – PMO Competency Framework.
Whilst doing research for this and other blogs I came across a book by Shelle Rose Charvet
, entitled “Words that Change Minds”. It is a very comprehensive book on the subject of language and provides further food for thought on how we listen with our brains.
Set out below is an extract of a few of the items I think are most relevant to a PMO setting. But I would encourage you to get the book and review it in full to gain the greatest benefit.
By way of introduction, the book is all about “LAB Profiles” – related to language and behaviour. And to do it justice the following is a direct quote from the book.
In this article we take a look at 'listening with our brains', something that really taps into that great PMO practitioner skills of active listening - plus we all love a framework and in this article there are two to take a look at.
In this PMO Career Hour session, we brought together a small group of PMO practitioners who were interested in exploring other ways to develop themselves that doesn't break the bank.
We looked at the 70-20-10 model of learning sources - with the large majority of our learning coming from 'on-the-job'.
We also looked at cheaper ways to learn about the many different subjects that impact the PMO role but the same challenge always emerges - it's not necessarily about having a budget to take up learning opportunities, the biggest challenge we have is making the time.
That's a motivation that has to come from yourself, making learning a habit rather than an afterthought.
Take a look at the session recorded after the event (we don't record these career sessions so people feel comfortable talking freely) and the session notes.
The latest certification from the House of PMO - the Essentials for PMO Analysts - was introduced to the membership a few weeks ahead of the official launch date of the 22nd September 2021.
The webinar, presented by co-founders Eileen Roden and Lindsay Scott, gives insights into the new certification; what learners can expect to see covered on the training course and why it is an important step in PMO learning and development.
Had a conversation the other day with someone who wanted to come along to the PMO Hackathon event we're holding in October.
They wanted to come along but it starts at 2pm - which of course means leaving work early and they didn't think their boss would be OK with that.
I get it. They pay the wages they want you there.
How many organisations these days talk about the performance and success of the business is based on its people?
How being motivated, happy, appreciated and interested in their work makes a world of difference?