A lot of investment has been made in project methodologies over the years, and these are now firmly established. But what about the project manager? A project manager can make or break a project. What happens if you can't find the right person for the role, or if your project isn't delivering the anticipated results?
The most effective way is to ensure that the natural behaviours of the selected candidate are aligned to those of a good project manager and your organisation's culture before even offering the role.
Considering the history of psychometrics and the potential of neuroscience, should organisations be moving towards profiling as a routine part of the resourcing or recruitment process? There are clearly benefits to this approach. Other than the obvious advantage of enabling selection of the 'best fit' for the role, there is the additional benefit of the information it provides for the selected candidate, giving them greater self-awareness which will enable them to carry out the role more effectively.
How do we decide what 'good' looks like for a Project Manager?
The project management community, and many organisations, are currently working towards an understanding of the required behaviours of project managers, and a number of definitions have been put forward. The output from this activity can be used to create profiles.