Project management is all about optimizing for the success of whatever you’re trying to do, and then getting it done — whether it’s a minor website update or a three-year strategic plan.

Project management is at the core of everything I do, and it’s my favorite thing. And my favorite part about it is sharing it with mission-driven teams who are trying to change the world.

Get in touch if you’re interested in:

» Prioritizing initiatives more effectively

» Untangling the plan for an unusually complex, seemingly impossible project

» Developing an org-wide practice of project accountability and capacity management

» Identifying and managing risks proactively

» Understanding how to promote better work-life balance for yourself and your staff

» Celebrating victories and recognizing high performers

» Coaching up existing staff on project management, or establishing new dedicated PM roles (see “hiring support” below)

Every organization struggles sometimes with communication, perhaps especially at mission-driven organizations where everyone cares so much and so personally about the work.

For some organizations, communications issues manifest as ineffective meeting time — meetings that last too long, that don’t result in decision or action, that waste everybody’s time. For other orgs, this looks like struggles between teams, which may be increasingly siloed as the organization grows.

Email me if your next phase of growth needs to include:

» Developing a practice of clear, proactive messaging within and across teams

» Making the most of your meetings, and breaking the cycle of unnecessary meeting proliferation

» Promoting good habits around inbox management

Effective change management takes time and intention, but leadership teams are already pulled in so many directions.

Whether you’re migrating to a new HRIS or financial ERP, rolling out a new strategic plan, or evolving your organizational chart, drop me a note if you might benefit from a thought/work partner on:

» Clarifying the goal or problem to be solved, and identifying the right change(s) to be made

» Creating and monitoring implementation plans for the change work

» Designing staff or board communication plans to keep collaborators informed and engaged

» Identifying and planning for success indicators or evaluation criteria

» Reflecting on a recently-completed change to draw out insights for next time

At a certain size, even “process”-averse organizations start getting in their own way if they don’t have clear — and clearly communicated — processes.

Sometimes the problem is lack of role clarity. Sometimes it’s inefficient communication. And sometimes, it’s just insufficient training. Either way, I love digging into processes with teams to identify and fix their pain points. Let’s talk if your organization struggles with things like:

» Setting up new employees for success with thoughtful, effective onboarding

» Overly manual processes that could probably be more automated

» Quality control or compliance problems due to everyone doing things differently

» Blindsiding, last-minute changes to project plans that threaten team morale and project success

If you’re looking to hire a project manager but don’t know where to start or don’t have the capacity to manage it on your own, I can help!

I can leverage my extensive hiring and onboarding experience to support your recruiting and hiring personnel in finding the right fit. Give me a shout if you could use a hand with:

» Customizing the job description and onboarding plan for your future project manager

» Designing an end-to-end hiring process to make sure you’re bringing on the right person

» Developing the right interview questions and/or take-home assignment specific to project management at your organization

» Conducting interviews and reference checks