Professional Documents
Culture Documents
M anagement
Managemen nt pprinciples or rreform
rinciples ffor rojects
eform pprojects
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In early 1999, the City Government of Addis Ababa launched a large project (some 30 pro-
fessional staff) to reform municipal planning and management under the title Office of the
Revision of Addis Ababa Master Plan. In this effort, it is supported by GTZ1. The following
paragraphs capture some insights into how such projects can be successfully managed.
These principles complement the systemic project management tools developed or adapted
for the project (see reference at the end of this paper).
E) NATURAL LEADERS
Still too often, the prevailing culture in the public service is to avoid decision-making and to
keep ones head low (culture of survival). But this attitude does not lend itself to production
rapid and far-reaching innovation and change. Within the limited time frame and social space
1
German Agency for Technical Co-operation / Deutsche Gesellschaft fr Technische Zusammenarbeit, Eschborn
1
of a project, leadership plays the most important role to help team members adjust their atti-
tude. Therefore: Ensure that the Project Manager, above all, is a leader and that at
least a quarter of all staff are natural leaders who can move others along with them.
F) UNEQUAL PAIR
The position of the project manager being so important, it is difficult to find a single per-
son who embodies all the aspects of leadership required: technical competence, good
social relations, political skill, physical and psychological robustness. If he (or she) works with
people whom he trusts, the project manager can base his management style on his individ-
ual strengths and can delegate those tasks in which others might be more resourceful. Typi-
cally, project managers are either good integrators (people-oriented) or good motivators /
pushers (task-oriented), but rarely combine strengths in these two fields. Therefore: The
project manager should be able to work with a deputy who can complement him, to
work as an unequal pair.
J) BACKWARD PLANNING
In view of limited resources, only the most essential activities should be planned for. How-
ever, in planning a change project there are always too many options for strategies and
activities which all look somehow plausible and fruitful if seen only as potential next steps.
Indeed, it is only a focus on results which allows us to pick the most adequate options for
action. Therefore: Activity planning should strictly and always follow the sequence: in-
tended impacts, outputs, contributions from others, inputs and value added, prerequi-
sites. For example: We shall avoid defining inputs etc. before we know which outputs we
want to achieve.
2
K) FLEXIBILITY IS HALLMARK
A change projects is a less stable and foreseeable undertaking than e.g. building a house
or other technical projects. In planning terms, a change project is much more like a military
campaign. There is a plan, but the next step always needs to be designed in view of the
ever-changing developments on the ground. In this sense, flexibility is the hallmark of project
management. Therefore: Keep structures flexible to the extent possible, e.g.
hire generalists as permanent staff and specialists only on temporary basis
appoint staff to leadership positions on a temporary basis first
call for frequent review of the projects activity plan.
L) WORK RULES
Work culture in line departments and academic institutions is usually not geared towards
high productivity (it is rather geared towards other objectives: reliability, resilience, exacti-
tude, etc.). Projects, however, need a work culture that is much more output oriented. This
culture must be internalised, that means swallowed and digested by the project staff. There-
fore: The Project Manager must provide the project with a distinct work culture that is
performance and output-oriented. This culture can be embodied in a work ethics or rules
of work and conduct specific to the project).
M) ISSUE-BASED SUB-TEAMS
Professionals often have the tendency to subdivide the world into sectors, for which,
according to their academic training, they can or cannot claim expertise. But the world does
not consist of sectors it rather consists of issues in which different sectors merge (for ex-
ample: the issues of soil erosion and flooding are cross-sectoral - economic, social, cultural,
technical, etc. - problems). Often enough, change projects need to be supported or at least
accepted by non-specialists, fore example staff in other departments and the general public.
These projects need to make a difference in real life not in sectors. Therefore: Sub-
teams and task assignments within a project should be built around issues, not
along sectoral lines.
N) ADVANCED METHODS
Management of organisational change projects cannot limit its attention only to the produc-
tion of agreed outputs. Equally important is to secure the required political support and to
develop the capacity of the project team to deal with ever more challenging issues. All this
needs to be done within a constantly changing environment and, therefore, flexible time
management. Traditional project planning and management methods are production-
biased and do not support these equally essential dimensions. Therefore: Make use of
advanced project management tools and methodology (e.g. see formats for milestones
in four processes and autonomous task groups, managed by objectives in Krner /
Schwaninger).
Markus Krner
GTZ Urban Management Advisory Service (UMAS)
Addis Ababa
markus@koerner.org
The insights presented here are based on numerous discussions with Mathewos Asfaw, General Manager of
ORAAMP, Theodros Tadesse, Study Teams Co-ordinator of ORAAMP, and Sandra Dierig of the Bauhaus Des-
sau Foundation.
See also: Prof Dr Markus Schwaninger and Markus Krner, Managing Complex Development Projects: A Sys-
temic Toolkit based on the St Gall Management Framework, Discussion Paper, IFB, University of St. Gall, 2001
(downloadable from http://www.ifb.unisg.ch/org/IfB)