Project Performance Center

Improvement of the management of cost, performance and schedule situation in a company project landscape, in order to be able to cope with the growing amount of project work and increasing efficiency pressure. Via stage victories to project success.

TARGET: Success in a concrete project. To hand over the required project performance to the customer on time, profitably and at a standard in line with current market requirements, to generate additional profit. To strengthen the project team for future work together.


TARGET GROUP: Project teams, parts of project teams, project managers, multi-project managers, programme managers, work groups, individual organisation units, heads of reorganisation projects.

METHODS: Project work. The PPC basically takes place at full speed, although it can also contain sequences like "halftime analysis in the changing room". The elements- depending on the project type, project status and team constellation - result from the project and the conflict management, as well as from the leadership techniques. The PPC consists of four main phases:
[1] Stabilise performance
[2] Improve performance potential
[3] Improve performance
[4] Checking the improved performance

[1] First, the performance level from the project and the project team is identified. The 5 central questions deal with: clarification of the task, divergent targets, guarantee of ressources, stakeholder management and cooperation. The recognizable strengths are stabilised, extended and the project management is adapted appropriately. In the first phase deficits in roles, task clarification in work together and conflicts will be looked at. For this purpose, Mediation or Re-Teaming* could also be used.
[2] The project management in the concrete project itself will be qualified. Depending on the project type the suitable processes and tools are used alternatively, for example PSP-, organisation and process analysis; resource check, stakeholder analysis, new analysis of risk and chances, re-design of a negotiation strategy, change and claim management; team status analysis, rebuilding process, cooperative conflict solution...

[3] The need for action identified is analysed in more depth and organized. Therefore, the project team is coached through the 5 steps of the 'systematic problem solving' [Definition, Analysis, Solution, Planning, Realisation].
The project leaders and project teams head back to their everyday project lives with the concrete solutions. As far as the measures can not be directly put into action as part of the PPC, the implementation occurs following the PPC. The implementation is often accompanied, coached or temporarily even directly led by the PPC-Coach.

[4] The project members go back from the PPC to their project with an adapted project plan and reduced conflict potential, as well as with a controlling and transfer safeguard plan. This is Sofortige Verbesserung der Leistung des Projektteams durch die Lösung von Problemen und Konflikten sowie durch exzellente Projektarbeit... checked optionally by superiors or internal customers or coaches.
USE: Successful individual projects. Avoidance of losses. Optimal project-team performance. Cross functional problem solving. Good conditions for subsequent projects with this project team.

* Re-Teaming [nach Furhman/Ahola] is a solution orientated process for teams. In this process, solutions for setting up a team are worked out, change processes are realistically organised and the work, as well as the team atmosphere, are improved. In order to do this, the Re-Teaming does not start like conventional solution processes with the problems and their causes, but with the targets and wishes of the participants and the people affected. GLP goes one step further here, in that we work on the level of satisfying needs- identifying, substituting, compensating.