troubleshooting managerial issues

Performance is often hindered by lack of communication resulting in misinterpreted motives.  One leads to another. 

Lack of communication itself results from poor managerial skills . Managers who dont give a full picture to their consultants or co-workers are sure shot ways to fail a project or underperform. Perhaps a good way then , to troubleshoot a project if in troubled waters , is to analyse what information a worker needed to make a decision and if the manager ever gave him that information in time....

political creation of scope of a project

Round 1: IT initiates CRP.
HR makes a big noise about it. Result : IT's agenda is hindered.

Round 2 : IT provides data/ system only to the extent that HR knows about eg. Lesser the data and system to be tested , lesser the noise that HR can make.
Result : HR loses out on much more than what it could have done.

End Result : Win-win for everyone ( or lose-lose depending on your perspective).

All's well that ends well.

Skipping UAT part 2

Skipping UAT to subvert HR's acceptance...isnt it this which precisely leads to non acceptance of the system by the users. This is why users complaint that the system was thrust on them.

Which exact heaven would fall on the head of the project manager  if users did a UAT to see if thei requirements were met.

Those IT heads who crib at users non acceptance really need to re-evaluate their project managers and their familiarity with the product as well as soft skills. It is poor project management and convincing skills which costs both users and consultants a lot of money. Wonder when this maturity will come into IT project managers.

UAT mayhem

The project manager has decided to have a UAT 'walk through' instead of a full fledged UAT. Clearly the cry raised during CRP has shaken her up. And they want to take it in easy. However without a UAT when will the users be trained on the system ? How will they ever be able to support their users ? how will they sign off on the system ? Probably IT will trade off with HR...this is the political nature of 'change management' revealing itself...