The Leader's role in projects, programs and portfolios

This article analyses the role of the leader in projects, programs and portfolios. It takes a closer look at how to be a good leader in the respective categories.

Since leaders work mostly with people it could be assumed that most leadership is on the project level. However, leaders are also needed at program and portfolio level. Here it is more a case of "leading leaders" than just leading the ordinary workers. This requires different skills and focus even though the basics remain the same.

Leadership is very important in all disciplines. It is particularly important in project since the leader works directly with people. Programs require good leadership too because they need a clear vision and someone to pass it on. Lastly it has been shown that good leadership on portfolio level is found to have a positive and significant influence. It is therefore clear that good leadership can have a big impact on the performance of the projects, programs and portfolios and should be prioritized.

Leaders and managers

Contrasts and similarities

Figure 1: Time spend on the four managerial tasks

"The person in charge" is often referred to as both manager and leader. This can lead to the thinking that managing and leading is the same thing. This is, however, not the case. Whether an organization refers to the person in charge as leader or manager often depends on what field the organization is in. Organizations that work with people e.g. the military and most non-profit organizations often refer to the person in charge as the leader. Businesses on the other hand often refer to their top person as a manager.

It is interesting how organizations that work with people are more inclined to use the term leader while organizations that work with creating and selling products often use the term manager. Looking at figure 1 it is clear that this figure is from a more business perspective since the people in charge are described as managers. From this alone it seems like leaders work more with people while managers work more with systems. This is further confirmed when looking at the figure, the higher the person is in the company the less leading the person does and the more planning, controlling and organizing.

Many have summed up the differences between managers and leaders through the time. An example can be seen in the table below. This table shows clearly that the manger focuses more on the technicalities and the leader more on the people. The mangers focuses on the practical, he makes the system and tells people when and how things are supposed to be done. He is the one that makes the plans and makes sure everything is done accordingly. He is the one that makes sure things doesn't stop.

The leader on the other hand is the visionary. The leader makes change happen and inspire the workers to move forward and further. While people listen to the manager because of his authority they listen to the leader because of his influence. In short, the leader is more defined by his character and the manager more by his actions.

Manager	Leader
Technical	Visionary
Plans	Inspires
Focuses on system	Focuses on people
Has authority	Has influence
Asks how and when	Asks why
Knows how it's done	Shows how it's done
Says "I"	Says "we"
Does things right	Does the right things

Working with a team

The leader’s goal can be summarized in one sentence; to deliver results through others. To achieve through others the leader is very dependent on the team. Therefore the first important skill for a leader is to make his team. The leader has to find members whose personalities complement each other and can work together at the same time. There are many tools that can be used to help in this process; one is the Belbin's team roles. This tool has nine different roles that often emerge in group work. A test will show the participants which roles they are most suited for. Using this tool the leader can find teammates that complement each other and make an effective team.

When the team is made the process of delivering through others begin. To deliver through other the leader must define the task at hand, give feedback and coach the team. The leader is supposed to be then one with the overview of the situation. That is why it is easiest for him to define the tasks that should be done. When the tasks are carried out he should then give feedback to the team members. This will help them grow and learn from their experience. In the end it is the leader’s job to coach the team. He has to empower them and help them so they start finding their own solutions to the problems. By doing this he helps the team members to grow.

Leader core competences

It is not a new thing to analyze what a good leader is. It has been relevant all the way back to 500 BC with both Confucius and Aristotle looking into it. In more resent time six different leadership schools of leadership have risen. They emerged in the 20th century and are as follows:

1. The trait school
2. The behavior school
3. The contingency school
4. The visionary or charismatic school
5. The emotional intelligence school
6. The competence school

The last one of these, the competence school, incorporates elements from the previous 5 schools and may therefore give a more complete picture than the other 5.

The competence school looks at leaders from three different intelligences. The first is the intellectual intelligence (IQ). This includes firstly critical analysis & judgment, secondly vision and imagination and lastly strategic perspective. The second intelligence is the Managerial intelligence (MQ). This intelligence includes engaging communication, managing resources, empowering, developing and achieving. The third intelligence is the emotional intelligence (EQ). This intelligence measures self-awareness, emotional resilience, motivation, sensitivity, influence, intuitiveness and Conscientiousness.

Transformational Leadership

Transformational leadership is about getting the followers to see the big picture. By showing the importance of the assignment and how the individual contributes to this, the follower will be more motivated to work.

To be a transformational leader the person has to

1. make subordinates aware of the importance and necessity of their job is in relation to the organization
2. make the subordinate aware of their own need for growth, development and accomplishment
3. and motive the subordinates to work for the organization as a whole and not just for themselves.

Projects, programs and portfolios

I have decided to split Projects, programs and portfolios up and then handle them separately. The setup is the same for all three, first there is a short definition, then an explanation of the leader's role and lastly the practical application.

Projects and leadership

Project definition

The project is a onetime change oriented assignment. It is something that falls outside the normal routines of the organization. To handle this, the organization often sets up a group. The group is normally comprised of members from different places in the organization since the assignment often affects more than just one area in the organization. A project has a concrete frame. It has a set time limit and a limited amount of resources. The project focuses on delivering the agreed "product" within the limits given.

The leaders role in projects

Small projects are often done by groups therefore the leader of a project is found as the leader of the group. For big projects or super projects where more than 100 or even 1000 of people work the leader has more interaction with the leaders of different areas in the project.

The role of the leader then is dependent on the size of the operation. If it is a small project it is possible for the leader to meet all the involved people and be a leader to them. In a big project the leader's role becomes more that of a leader of leaders. According to figure 1 a leader will spend more time managing in super project.

Practical applications

In small projects the ability to form an effective team becomes key to the success of the project. This is where it is most important for the leader to know how to make the team so it will work the best.

A study that eamanied the different competences of a leader was made to find out if there was a trend for successful project managers. The study was done by using some questionnaires and it got 400 usable responses. The study found 4 common factors for the successful project leader, critical thinking from the intellectual intelligence (IQ) and influence, motivation and conscientiousness from the emotional intelligences (EQ).

From this it is clear that if a leader has these four core competences the size of the project does not matter. The project can be big or small but the leader will still be well suited to handle it. However, the kind of project may have an influence since different projects require different core competences. The table below shows some of the more specific requirements in some of the major areas.

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Programs and leadership

Program definition

A program is a collection of projects that share a common goal. The projects in a program will together fulfill the goal that was set from the start. Often the projects in a program are of similar type or they support each other, therefore they are also dependent on each other. This could be the case for some projects that can first start when others are done. The entire Program can, however, finish without all the projects in it being a success. This is possible as long as the overarching goal of the program has been achieved. The program has an end term and when that is reached it is done.

The leaders role in programs

The program is lead by a program group that focuses on the goal for the program. This group can be comprised in different ways. For small programs it could be a leader for the program working with all the project leaders and forming a team with the. For big programs it is better to have a program group that all focus on the end goal. If it is a program with many big projects there is a project group instead of a single project leader. In these cases it is often a big program so there is also a program group.

Practical applications

This stage is all about vision. Since the program has a certain goal this goal has to be communicated and shared among the entire team. It does not matter whether it is a big or a small program. It is difficult for people to own a vision that they didn’t take part in the making of. The main job of the leader is here to make people take ownership of the vision. The easiest way is by involving them in the process of getting the vision. This is often impossible in bigger companies.

Being unable to involve people in the vision process another method has to be employed to share the vision. Here the "burning platform" approach can be used. The approach is to make the people unsatisfied with the current situation. When they then get sick and tired of it and come to the leader and ask what they should do about it and then the leader can answer "I am glad you asked, see here, this will fix our problems". Then they will be motivated to work towards the goal and hopefully take the idea in and own it themselves.

Portfolios and leadership

Portfolio definition

A portfolio is the combination of all the different projects and programs in the organization. The portfolio does not have a goal as the program has. It is just where all the projects and programs can be found. The portfolio does not have en end term but continues as long as the organization continues. The portfolio gives an immediate picture of all the projects and programs of the organization. The advantage of a portfolio is that it can help allocate the right resources to the right projects and programs at the right time. It helps manage everything.

The leaders role in portfolios

The portfolio is often lead by a group of top managers in the organization. The leader of this group is often the CEO or the CTO. Since it is impossible to get to every single person working in every project and program the leadership role here is mainly in the group of top managers. If it is a small portfolio the leader may also have contact with the project and program leaders.

Practical applications

The CEO, who is often the leader of a portfolio management team, should use this opportunity to really get to know the team members. This can create a stronger connection in the top management / leadership of the organization and will help especially if a crisis arise. This can also make a stronger connection to the firm for the top leaders so they won't be headhunted by rivaling companies. Transformational leadership has also shown to be able to make a big difference in the performance of the projects as mentioned earlier

Discussion

The biggest problem in looking at the Leadership of projects, programs and portfolio is the data. There have been many studies about project leaders and on projects in general but there are very few sources dealing with program and portfolio management. Because of this I have been forced to look at what leadership abilities that seem important for these topics and recommend them. This however is only on a theoretical basis. This is definitely a field that can be explored further and should be explored.

There is also a lot of controversy about the burning platform approach. The critique manly focuses around the idea of making people unsatisfied. The argument is that unsatisfied people will just leave the job and find somewhere else to work. There is some truth in this but it is not the entire story. It is possible to point to things that aren't working properly or can be improved without going so far that people dislike the place they work in. This is the important balance.

Some would argue then that the burning platform approach is a kind of manipulation. To analyze this claim it is important to look at what manipulation actually is. My personal definition of manipulation is a form of control. The manipulator wants the manipulated to come to him for their opinion. The manipulator works to become a bottle neck that removes all unwanted information and perspectives. The goal of the manipulator is to become the one source of "truth" for the manipulated. He is trying to make them dependent on him.

Is the burning platform then a way of manipulating? It may be, but it could also be the opposite. I describe the opposite of manipulation as education. While the manipulator tries to make everyone dependent on himself, the educator tries to make the students independent. The educator wants to give the students the best he has so that the students themselves can explore new information and perspectives. According to this thought, the educator’s greatest joy would be to see his students surpass himself and become independent.

Looking back at the burning platform problem. The burning platform is neither manipulation nor education but a tool. It can be used to educate by showing the people in the organization what things can be improved, but it can also be used as a tool to manipulate others to get them to want the same as the person in charge. It all depends on the motive behind it.

Conclusion

It is clear that the person in charge has to be both a leader and a manager at the same time. Both skills are indispensable. The value of managing is very clear and through this article the value of leadership has also been shown. Leadership can greatly impact the success of a project, program or portfolio as has been shown through different studies.

In projects the leader needs to work with the team. There he is the coach and the one who has the overview. He needs to motivate the team and challenge them to grow. In programs it is important for the leader to share the end goal. He works mostly with other leaders at this stage so he should also focus on strengthening them if the opportunity arises. Lastly in portfolio management the leader has a great opportunity to influence the other leaders in the top of the organization. He can help them get a closer tie to the organization and through that prevent them from leaving. It is also a good time to build up confidence between the top leaders and through that create a more coherent organization.

The biggest problem with this topic is the lack of information. There is much information on the project level. However, there is not much research on leadership in the program and portfolio level. Here is a challenge that should be taken seriously because the little information that is points towards big potential benefits.