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PM Essence
Editor’s Note
SoumenDe Dear Friends,

Greetings from PMI Bangalore India Chapter!

This period for most of us must have been the most awaited appraisal season. We appraise our team members and off course our boss appraises us. We tend to play Charitable Santa Claus for some (good performers) and Stingy Uncle Scrooge for others (under performers). Typically, most of the organization measure and rate people based on results and behavior.
We PMs, love to measure whatever we do, hence measuring 'results' comes very naturally to us. We can easily measure, without much ambiguity, whether the person has saved X units of cost, or generated Y units of revenue, and based on that we 'rationally or objectively' rate that person on 'results'. But when it comes to measuring 'behavior', we tend to struggle quite a bit. Most of us, proudly claiming to have a scientific bent of mind, would say -”Yes, if you can observe it (behavior), there is likely a way, you can measure it”. Others would argue that 'behavior' being a 'soft skill attribute' cannot be measured at all but “performance or results” which is one of the consequence of the behavior, can be measured. But being forced to measure 'behavior' by our appraisal system, we are inclined to consider things that are easy to measure, e.g. how many times the person came in time for meetings, number of times the person volunteered for something etc. But if a person has not delivered solid 'results' but s/he served as a glue for the team members, s/he was able to influence the team members without having formal authority, etc. – Would that not get counted as a good 'behavior'. But how can we measure or count that behavior? So the paradox is, things that are easy to count (number of meetings etc.) may not count a lot, while the things that counts (influencing team members etc.) are so difficult to count. Besides any measurement tool will also have their own limitations. We may soon realize that, there are always some shades of grey in our counting or measurement process that we you cannot avoid. Hence the appraisal exercise, especially for 'behavior' would always have shades of grey, no matter how much objectivity PM wants to bring in. And we all know grey is always so tough to handle. But grey is reality. We PM, at times also suffer from the “confirmation bias” which challenges objectivity in our rating process. Refer to “Do you Know” section to know more about this. Plus hope you will enjoy reading other regular features in this edition.
Happy Reading!

Thanks and Best Wishes,

Soumen De, PMP
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Editorial Board
Murali Santhanam, PMP
Rama K., PMP, PMI-ACP
Shikha Vaidh, PMP, PMI-ACP
Soumen De, PMP

Vittal Vijayakumar, PMP