Leveraging Claritas’ Project Excellence framework will enable you to set-up your projects for success.

Claritas’ project consulting services focus on early stage project initiation and planning for large, complex projects. Many problems that arise during projects can be avoided if certain steps are taken at the early stages of the project. Claritas will equip you with a powerful Project Excellence framework that is applicable for both agile or waterfall projects.

Gloriana developed the Claritas Project Excellence framework based on her extensive experience managing projects and bringing new processes and products to commercialization. She has over 15 years of experience leading projects in project, program, and portfolio management roles. She has led projects up to $1 billion in size. She is a certified Project Management Professional (PMP) and used to lead a Shared Best Practice group for Project Management coaching other project managers on how to apply these tools.

Claritas will show you how to avoid some of the common issues that occur during projects by equipping you with a lean approach to Situational Analysis, Problem Analysis, Decision Analysis, and Risk Analysis tools along with change management frameworks.

In order for a project to be successful, not only must the individual or team have the hard skills necessary to execute the project but also the soft skills needed to gain acceptance of the project. This is where project management and change management overlap.

Claritas can also help you uncover who on your team has the potential for leadership by leveraging projects along with Harrison Assessments reports. Projects are a great way to develop your team or further your career.

Successful project managers are collaborative leaders by necessity. They have to lead by influence since most of the time the people on the project team do not report directly to them. According to a recent Microsoft study, up to 80% of our work is collaborative and we are on twice as many teams as we used to be.

How does your company decide who has the potential to manage people?

A good way is to assign them to lead a team project that they cannot accomplish on their own (that part is important) in 6-12 months. Is she/he able to deliver on the objectives? Would their team want to work with him/her again on another project? If the answer to both of these questions is yes, then that person has a high likelihood of being able to be successful as a manager. Even if they may not be a good fit as a people manager, your organization may end up with a great project manager or a satisfied individual contributor instead of losing a valuable employee.