How do you mentor ERP project managers?
Mentoring ERP project managers is a valuable way to share your expertise, support their professional development, and foster a culture of continuous learning in your organization. ERP project managers are responsible for planning, executing, and monitoring complex and cross-functional projects that involve integrating various business processes and systems. To be effective, they need a combination of technical, managerial, and interpersonal skills. In this article, you will learn some practical tips on how to mentor ERP project managers and help them succeed in their roles.
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Jennifer Lapin, PfMP®, PMP®, SAFe, ACC ICFStrategic PMO & Portfolio Executive | Business & IT Transformation | ICF-Certified Executive Coach | Mentor for PM |…
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Angel Radcliffe, MBA, CFEI, SAFe, SSMDigital Transformation Leader | Change Agent | Financial Educator| People Developer | Trainer & Speaker | #FinTech |…
The first step in mentoring ERP project managers is to assess their needs and goals. You can do this by conducting a skills gap analysis, reviewing their past and current projects, and asking them about their challenges and expectations. This will help you identify their strengths and weaknesses, as well as their learning preferences and styles. Based on this information, you can tailor your mentoring approach and provide relevant feedback and guidance.
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This is a great first step in any coaching relationship – understanding not only the goals but also the deeper needs, including the support the PM expects to achieve the desired results. The second step is to assess the skills necessary for managing an ERP project during a short interview and identify any blind spots.
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I mentor ERP project managers by helping them identify areas of improvement in their current processes, providing feedback on their performance, and helping them develop skills such as problem-solving, communication, and interpersonal skills. I also give guidance to project managers when needed and provide resources for further development.
The second step in mentoring ERP project managers is to share your insights and best practices. You can do this by using real-life examples, case studies, and stories from your own experience or from other successful ERP projects. You can also share useful resources, tools, and frameworks that can help them improve their ERP project management skills. For example, you can recommend the Project Management Body of Knowledge (PMBOK) guide, the ERP Implementation Methodology (EIM), or the Agile principles and practices.
The third step in mentoring ERP project managers is to coach them through challenges and problems. You can do this by asking open-ended questions, listening actively, and offering constructive feedback. You can also help them brainstorm solutions, evaluate alternatives, and make decisions. You can also encourage them to learn from their mistakes, celebrate their achievements, and seek feedback from others. Your role as a mentor is not to solve their problems for them, but to empower them to find their own answers and grow as professionals.
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Mentoring ERP project managers is about more than just giving advice. It's about developing a relationship with them and getting to know their individual goals, strengths, and areas of improvement. I use a combination of active listening, goal-setting, coaching, and feedback to help guide them through the project management process. My approach is to first understand the project managers' needs, and then to offer tailored advice that helps them proceed with confidence. I also I emphasize the importance of maintaining open communication and fostering a positive team environment throughout each project. By doing this, I can be more effective in helping project managers achieve success.
The fourth step in mentoring ERP project managers is to model the desired behaviors and attitudes. You can do this by demonstrating your own ERP project management skills, such as setting clear and realistic goals, managing risks and changes, communicating effectively, collaborating with stakeholders, and delivering value. You can also show your commitment to learning, innovation, and improvement. By doing this, you can inspire them to follow your example and adopt the same mindset and habits.
The fifth step in mentoring ERP project managers is to provide ongoing support and follow-up. You can do this by setting regular meetings, checking their progress, and giving feedback. You can also create a learning plan, assign tasks or projects, and monitor their outcomes. You can also connect them with other mentors, peers, or experts who can offer additional support or advice. You can also recognize their efforts, acknowledge their contributions, and reward their results.
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I focus on providing ongoing support by helping the project manager think through complex scenarios, identify root causes of issues, and create actionable plans for overcoming challenges. My goal is to ensure that the project team has the necessary resources and skills to efficiently and effectively complete the project. I also ensure that the project manager properly communicates with stakeholders, facilitates collaboration between team members, and develops strategies to manage change throughout the ERP implementation process.
The sixth and final step in mentoring ERP project managers is to evaluate the results and impact of your mentoring relationship. You can do this by measuring their performance, satisfaction, and retention. You can also solicit their feedback, suggestions, and testimonials. You can also review your own performance, satisfaction, and learning. You can also identify the benefits, challenges, and lessons learned from your mentoring experience. By doing this, you can assess the effectiveness of your mentoring and identify areas for improvement.
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