Accepting positive risk is a passive strategy. You accept your current situation as is or what might happen. For example, you accept that your boss might give you a raise before the next annual performance rating. This is highly unlikely, therefore, you should accept that there’s room for proactivity towards managing your life and career.
Courtesy of PM Study Circle (http://pmstudycircle.com/2015/05/risk-response-strategies-for-positive-risks-or-opportunities/)
Follow these four tips towards handling high-visibility projects as a newbie.
- Be thankful that someone had entrusted you with this opportunity.
This is a positive change event. Instead of being overwhelmed, be happy to view this as a chance to prove yourself in the marketplace and increase your professional credibility and visibility. Taking this more optimistic viewpoint enables you to devise an approach towards capitalized upon this new assignment.
- Conduct project and personnel research
First review the project materials. You have to know what you are undertaking. Possessing familiarity with it lets you excel. Next, research the people. You can view their bios on the company Intranet or their LinkedIn profiles. It is essential to know your future colleagues’ personalities and previous work histories so that you can effectively create a staffing management plan to effectively execute the project.
- Create your own personal project schedule
Creating your own personal project schedule helps you envision it. You can also incorporate a what-if analysis covering any and every possibility because projects never go according to plan. These ready-made answers are necessary because management wants a definitive response regardless of how the people act and the project is going.
- Practice presenting your plan
Although you’ve never done it before, you are still the project leader and must exude confidence to your workers and management. Having these ready-made answers from your personal project schedule are necessary because management wants a definitive response regardless of how the people act and the project is going.
Managing positive risk is indispensable towards increased personal and professional growth. There are four positive risk techniques: enhance, exploit, accept and share. Enhancing positive risk means distributing the risk among participants. For instance, if your team lands a huge contract, they will split the bonus money amongst themselves. Enhancing a positive risk is a win-win situation both individually and collectively. You can post the project accomplishment on your resume and LinkedIn as a team member while simultaneously highlighting your contributor. This is all the more reason to employ this technique.
Here at www.positivitychange.com we focus on managing positive change. I’ve come across PM Study Circle’s Risk Response Strategies for Positive Risks or Opportunities’ (http://pmstudycircle.com/2015/05/risk-response-strategies-for-positive-risks-or-opportunities/) . This article lists four positive risk strategies. There are risks involved when trying to effectively manage positive change. I’ve decided to highlight each positive risk strategies in future blog posts.
Today is September 1st, the ninth month of 2015. If you haven’t completed what you want to thus far, I have good news and bad news. First, the bad news: 2/3 of 2015 is gone. Now, the good news: 1/3 of 2015 is left and you can still accomplish your goals with four months remaining. You can divide your tasks into quarters. September is the 1st quarter. October is the 2nd quarter. November is the 3rd quarter. December 4th quarter. Prioritize your must have tasks by quarters. Next, fast-track and accelerate mandatory tasks during the 1st quarter (September) by doing more than one task at the same time. Fast-tracking would increase risks which is why you would develop a contingency plan to handle any potential bottlenecks. Monitor the fast-track items’ progress with biweekly reporting to determine if you need to reallocate your resources. Finally, create a monitoring schedule for October through December to complete the fast-track tasks before the end of this year. Following these steps will ensure that you can still complete your mandatory tasks in the final third of the year.
T.D. Jakes’ Destiny book is supposed to take off where Instinct left off but Destiny did more than that. Destiny supplied the blueprint towards taking full advantage of the window of opportunity is still open. My favorite part of the book is surviving the horror movie. Oftentimes in life, when you grow your former crew, they become zombies trying to repossess your soul and kill your dreams. I identify with this in my life. It can look like the Michael Jackson Thriller music video.
Bishop Jakes also discusses what happens after the horror movie and very few people delve into this transitional period once your destiny is realized. Jakes understands that the reader needs new skills to adapt to this new environment. His book Destiny masterfully guides you through the paradigm shift towards fulfilling you.
Life has thrown me some curveballs as of lately. The two things that I’ve done to dodge the craziness are to have contingency reserves and implement response strategies. My reserves include savings and skill sets. I keep my resume, LinkedIn and network contacts current because you never know what might be in store.
Having contingency reserves aren’t enough to stay afloat. You must have the appropriate contingency response strategies. For instance, say that you’ve polished your resume and received that promotion, now what? Well, this may mean a new wardrobe and maybe a tech upgrade. A new job might require learning new tech applications relevant to the current position. Developing contingency response strategies make the transition easier. Contingency reserves represent plans B through Z. It is hard to operate with these plans and strategies because even with managing positive change, life is hardly linear.
I came up with this site based on an experience I had with a positivity website. This website posted an article of managing change. The change it mentioned was negative. Having 4 promotions in 9 years, most of my change had been positive. I posted this into the article’s comment section. The author’s acknowledged that positive change existed and it too had to be managed. Immediately, that’s when it hit me that there was a void that needed to be filled. Everyone discussed negative change but no one talked about handling positive change. Positive change management required a different skill set because there were different issues. This site was mantra was to address how to handle positive change.
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