How PMOs Can Build a Talent Pipeline
For project management offices (PMOs) to maximize their strategic value, they need the right mix of people with the right mix of skills. But that’s a problem for some companies: 33 percent say it’s a challenge to recruit project professionals who have the necessary power skills for a PMO, according to a 2022 report by PMI and PwC.
To develop change-ready, forward-thinking PMOs, organizations need to hire, develop and retain strategic thinkers who not only have strong technical skills—but who can also build relationships, communicate clearly and have collaboration hardwired into their DNA. Those types of superpowers don’t just materialize: Companies need to upskill their talent to keep PMO team members ready for action and outline a clear path for growth. Such commitments can reinforce strategic alignment across the enterprise.
Case in point: When VCU Health relaunched an IT PMO during the pandemic, the company created a dedicated plan to invest in continuous learning. The talent development structure gave PMO leaders and team members a clear path for growth and helped accelerate the PMO’s maturity. By cultivating the right PMO skills, VCU Health’s PMO helped the organization more quickly and effectively transition to a new digital health records system—a project that also helped the company make good on its mission to become more patient-centric.
“Upskilling and targeted staff development can be a powerful way to bridge the talent gaps and improve staff retention,” says Koh Chee Kiong, a project director in the PMO at NTT Data Singapore. “But how effective it is depends on how it’s executed.”
Here are four ways PMOs can reshape their talent to become a powerful and strategic resource:
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