Implementing Project Monitoring

 Implementing real-time project monitoring involves setting up systems and processes to track project progress continuously, enabling timely interventions and adjustments. Here's a breakdown of key steps:

1. Define Key Performance Indicators (KPIs):

Identify critical metrics: These should align with project goals and objectives. Examples include:

     * Task completion rates.

     * Budget expenditure.

     * Schedule adherence.

     * Resource utilization.

     * Risk occurrences.

     * Quality metrics.

Establish clear targets: Set measurable targets for each KPI to provide a benchmark for performance.

2. Implement Data Collection and Integration: 

Utilize project management software:

Tools like monday.com, Asana, Jira, or Microsoft Project can provide real-time data on task progress, deadlines, and resource allocation.

Integrate with other systems: Connect project management software with other relevant systems, such as:

     * Financial software for budget tracking.

     * Time-tracking tools for resource utilization.

     * Communication platforms for real-time updates.

Automate data collection:

   *Minimize manual data entry to ensure accuracy and timeliness.

3. Create Real-Time Dashboards:

Visualize key metrics:

   * Use dashboards to display KPIs in a clear and concise manner.

   * Utilize charts, graphs, and other visual aids to highlight trends and anomalies.

Customize dashboards:

   * Tailor dashboards to the specific needs of different stakeholders.

   * Provide role-based access to ensure relevant information is available to the right people.

 * Enable real-time updates:

   * Ensure dashboards update automatically as new data becomes available.

4. Establish Communication and Alert Systems:

Set up automated alerts: Configure alerts to notify stakeholders of critical events, such as:

     * Schedule delays.

     * Budget overruns.

     * Risk triggers.

Facilitate real-time communication:

   * Utilize communication platforms to enable quick and efficient communication among team members.

   * Establish clear communication channels for reporting issues and providing updates.

5. Conduct Regular Monitoring and Analysis:

Schedule regular reviews:

   * Conduct regular reviews of project progress to identify potential issues and take corrective action.

Analyze trends and patterns:

   * Look for trends and patterns in the data to anticipate potential problems and make proactive adjustments.

Foster a culture of transparency:

   * Encourage open communication and transparency among team members.

Key Tools and Technologies:

 * Project Management Software:

   * monday.com, Asana, Jira, Microsoft Project, etc.

 * Data Visualization Tools:

   * Tableau, Power BI, Google Data Studio.

 * Communication and Collaboration Platforms:

   * Slack, Microsoft Teams.

By implementing these steps, organizations can effectively monitor project progress in real time, enabling them to make informed decisions and ensure project success.

K. H. Little Consulting Services

Kenneth H. Little, MA

KHLittle603@gmail.com

kenlittle-nh.com

Our Natural Vulnerability to Propaganda

 It's important to understand that susceptibility to propaganda isn't a sign of weakness, but rather a reflection of how our brains process information. Here are some key factors that make us vulnerable:

Emotional Appeals:

   ~> Propaganda often targets our emotions, such as fear, anger, or hope. Strong emotional responses can bypass our rational thinking, making us more likely to accept information without critical evaluation.

Confirmation Bias:

   ~> We tend to seek out and believe information that confirms our existing beliefs. Propaganda can exploit this by presenting information that aligns with our worldview, reinforcing our biases and making us less receptive to opposing viewpoints.

Social Influence:

   ~> We are social creatures, and we are influenced by the opinions and behaviors of those around us. Propaganda can leverage this by creating a sense of social pressure or conformity, making us more likely to accept information that is widely accepted by our social group.

Repetition:

   ~> Repeated exposure to information, even if it is false, can make it seem more credible. The "illusory truth effect" demonstrates that we are more likely to believe statements that we have heard multiple times.

Source Credibility:

  ~> We are more likely to believe information that comes from sources we perceive as credible. Propaganda can exploit this by associating itself with trusted figures, institutions, or media outlets.

Cognitive Biases:

   ~> Our brains use mental shortcuts, or cognitive biases, to process information quickly. These biases can make us susceptible to manipulation. For example, the "availability heuristic" leads us to overestimate the likelihood of events that are easily recalled, which can be exploited by propaganda that emphasizes dramatic or sensational events.

Information Overload:

   ~> In the current age of information overload, it is hard to check the validity of every piece of data we receive. This makes us more prone to accept information at face value.

Lack of Critical Thinking Skills:

   ~> The inability to properly analyze data, and understand logical fallacies, makes people more susceptible to propaganda.

Understanding these vulnerabilities is the first step in developing critical thinking skills and resisting the influence of propaganda.

We are susceptible to misinformation, disinformation, and propaganda

We are susceptible to misinformation, disinformation, and propaganda that aligns with out beliefs. 

In general, our working assumption is that our beliefs are true. Very few of us believe that our beliefs are false.  We see this in religious beliefs, political beliefs, parenting beliefs, beliefs we adhere to at work, etc.

In general, our natural inclination is to protect the beliefs we hold from information that conflicts with our beliefs, even when that information is true. 

Information that conflicts with our beliefs is generally flagged and rejected, making it readily noticeable. 

In general, this same tendency makes us vulnerable to information that aligns with our beliefs. We tend to accept it without question, even when it’s false.

The potential solution is to superimpose critical thinking skills on our natural tendencies. However, we don’t come into the world with natural critical thinking skills. Critical thinking skills are learned and require effort. 

Very few of us have well developed critical thinking skills.

Even people with developed critical thinking skills are susceptible to this cognitive phenomenon when it comes to their core beliefs. 

I have studied this professionally, but I also watch this occur within myself as I navigate social media. For example, when I encounter a post that is aligned with my beliefs, it requires effort to stop myself from simply believing it and fact-check it to make sure it is true. My natural Impulse is to just accept it as true and click “share”. When I encounter information that conflicts with my beliefs my natural impulse is to reject it as false. It requires even more effort to fact-check it to see if it’s true. 

When I was younger (early 30s) I switched from a business career to a mental health career. This was an extraordinarily cognitively painful career shift. As it turned out, my entire world view, pretty much every belief I held, much of what I had been taught by my parents and society, turned out to be false. I spent the first 6 months in considerable cognitive pain. I searched the newspaper every Sunday for new jobs. Seeing that there were options I was able to continue working - 1 week at a time. 

I spent the 1st two years (at least) dissembling and reassembling my world view around this conflicting information - information that demonstrated very clearly that my pre-existing beliefs had been at least partially but in some cases wholly wrong.

K. H. Little Consulting Services

Kenneth H. Little, MA

KHLittle603@gmail.com

kenlittle-nh.com

 

Learned Helplessness

 Learned helplessness is a fascinating and important concept in psychology. Here's a breakdown of what it is:

 Definition:

Learned helplessness is a psychological state in which an individual, after repeatedly experiencing uncontrollable negative events, believes they are powerless to change their situation.

This leads to a sense of passivity and a lack of motivation, even when opportunities for change become available.

 Key Characteristics:

~ Perceived Lack of Control: The core of learned helplessness is the belief that one has no control over what happens.

~ Passivity: Individuals exhibiting learned helplessness tend to give up and stop trying, even in situations where they could make a difference.

~Negative Expectations: They develop a pessimistic outlook, expecting negative outcomes regardless of their actions.

Origins:

The concept was first described by psychologists Martin Seligman and Steven F. Maier through experiments with animals.

 Impact on Humans:

  ~ Learned helplessness can contribute to various mental health issues, including:

   ~ Depression

    ~ Anxiety

    ~ Post-traumatic stress disorder (PTSD)

  It can also affect academic performance, work productivity, and overall well-being.

 Factors that contribute to learned helplessness:

 ~ Repeated exposure to stressful or traumatic events.

  ~ Experiences of abuse or neglect.

   ~ A lack of perceived control in various life situations.

In essence, learned helplessness is about "learning" that your actions don't matter. This learned belief then stifles future actions, even when those actions could produce positive results.

K. H. Little Consulting Services

Kenneth H. Little, MA

KHLittle603@gmail.com

kenlittle-nh.com

Behaviorism: A Brief History

 The history of behavioral psychology is a fascinating journey through the evolution of how we understand learning and behavior. Here's a breakdown of key figures and developments:

Early Influences:

 Ivan Pavlov (Late 19th - Early 20th Century):

  ~His work with classical conditioning, particularly his experiments with dogs, laid the groundwork for behaviorism.

~ He demonstrated that learned associations could be formed between stimuli and responses.

 Edward Thorndike (Late 19th - Early 20th Century):

~ His "law of effect" proposed that behaviors followed by satisfying consequences are more likely to be repeated, while those followed by unpleasant consequences are less likely.

~ This was a precursor to operant conditioning.

The Rise of Behaviorism:

John B. Watson (Early 20th Century):

 ~ Considered the founder of behaviorism.

 ~ In his 1913 paper, "Psychology as the Behaviorist Views It," he argued that psychology should focus solely on observable behavior, rejecting the study of internal mental states.

~ His famous "Little Albert" experiment demonstrated how classical conditioning could be used to create fear responses.

Operant Conditioning:

B.F. Skinner (Mid 20th Century):

~ Developed the theory of operant conditioning, which focuses on how consequences shape behavior.

 ~ He introduced the concept of reinforcement (increasing behavior) and punishment (decreasing behavior).

 ~ His work emphasized the role of the environment in shaping behavior.

Key Characteristics of Behaviorism:

~ Emphasis on observable behavior.

~ Rejection of introspection and the study of mental processes.

~ Focus on learning through association and consequences.

~ Belief that behavior is primarily determined by environmental factors.

Impact and Legacy:

~ Behaviorism had a profound impact on psychology, shaping fields such as education, therapy, and animal training.

~ While its dominance waned with the rise of cognitive psychology, its principles continue to be used in various applications, including:

 ~ Applied behavior analysis (ABA) for treating autism.

 ~ Behavioral therapy for anxiety and phobias.

 ~ Educational practices.

In essence, behavioral psychology has provided valuable insights into how we learn and how our behaviors are shaped by our experiences.

K. H. Little Consulting Services

Kenneth H. Little, MA

KHLittle603@gmail.com

kenlittle-nh.com

 

 

Focus on Growth & Improvement

 Move toward the positive and constructive. Care and caution should be taken to focus on positive improvements, not problem reductions.  Problems reduce as improvement take place.  Note: This is general caution, not specific to every case.  I’m quite sure you can think of specific situations that are not congruent with this guidance, as can I, but those exceptions-to-the-rule are not the focus of this guidance.

Goals:

Improve Health & Well-Being
Improve Quality
Improve Morale

Improve Employee Skills

Objectives:

To improve health and wellbeing, walk x number of steps per day, meditate for x number of minutes per day, eat healthy food x times per day.

To improve quality output, improve specific process inputs. 

To improve morale, improve civility in the workplace by increasing the use of “please & thank you”, for example.

To improve employee skills, implement a training program that will provide structured quarterly training and constructive on-the-spot corrective supervision. 

 

Negative outcomes diminish in response to positive growth and development. For example, as morale improves employee tardiness and unwanted turnover will decrease.

If you act directly on the problem, the results may be counter-productive. Think “mole game.” You knock the mole down here and it pops up over there. Excessive focus on problems may inadvertently increase the problems.

Example: punishing tardiness is likely to increase employee resentments. Punishment / reprimand may not produce the results desired, while improving morale will have broad improvement effects. Constructive feedback is better than harsh or punitive feedback. Constructive feedback is a positive contribution. Harsh or punitive feedback is destructive of positive outcomes.

Negative Example: to reduce electricity use, lightbulbs can be removed.  Electricity use is reduced but the workspace is cast into darkness, as is the ability to produce safely. The specific objective is met, but the cost is broader and greater.

 

K. H. Little Consulting Services

Kenneth H. Little, MA

KHLittle603@gmail.com

kenlittle-nh.com

 

 

Cracking the Code: FAST and SMART Objectives for Ultimate Success

Cracking the Code: FAST and SMART Objectives for Ultimate Success

We all have things we want to accomplish. Whether it is landing that dream job, running a marathon, or finally mastering that sourdough recipe, turning those dreams into reality requires a roadmap. That is where goal and objective setting comes in, but not just any objective setting – we are talking about the power of FAST and SMART objectives.

You have probably heard of SMART objectives, but what about FAST? Let us break down both frameworks and see how they can work together to supercharge your 

A note on goals and objectives: Goals are the big picture outcome you want to achieve. Objectives are the smaller, specific steps that will lead to goal attainment.

Example: Goal is to win the war. Objective is to take that hill. 

Example: Goal is to get fit. Objective is to walk a specific number of steps per day. 

Try to frame your goals and objectives in positive constructive terms. For example, I will improve my fitness by exercising more and eating healthy foods.

Framing goals and objectives in the negative may work against you. “I will quit smoking”, for example, may work against you. “Quitting” may have a negative connotation that discourages you from following through. Words matter. Your subconscious is active.

Try to move toward positive constructive outcomes.

SMART Objectives: The Classic Framework

SMART objectives have been a cornerstone of effective objective setting for years. They provide a clear structure to ensure your objectives are well-defined and achievable.

•  S - Specific: Your objective should be clear and unambiguous. Avoid vague statements like "get in shape." Instead, say, "lose 10 pounds."
•  M - Measurable: You need a way to track your progress. How will you know when you have reached your objective? Use quantifiable metrics like weight, revenue, or number of tasks completed.
•  A - Achievable: Your objective should be challenging but realistic. Setting unattainable objectives can lead to discouragement. Consider your resources and limitations.
•  R - Relevant: Your objectives should align with your overall goals and values. Does it contribute to your bigger picture?
•  T - Time-bound: Set a deadline for your objectives. This creates a sense of urgency and helps you stay on track.

Example of a SMART Objective:

"I will increase my website's monthly traffic by 20% within the next three months by publishing two high-quality blog posts per week and actively promoting them on social media."

FAST Objectives: The Modern Approach

While SMART objectives are effective, the fast-paced nature of today's world calls for a more agile approach. Enter FAST objectives.

•  F - Frequently Discussed: Regularly talk about your objectives with others, be it your team, mentor, or accountability partner. This fosters transparency and keeps you accountable.
•  A - Ambitious: Aim high! Don't be afraid to set challenging objectives that push you a bit outside your comfort zone. Ambitious objectives can inspire greater effort and innovation.
•  S - Specifically Defined: Just like SMART objectives, clarity is crucial. Ensure your objective are precise and well-articulated.
•  T - Transparent: Make your objectives are visible to yourself and others. This creates a sense of shared responsibility and encourages collaboration.

Why FAST Objectives Matter:

•  They encourage continuous communication and feedback, allowing for adjustments along the way.
•  They promote a growth mindset by encouraging ambitious targets.
•  They foster a culture of transparency and collaboration.

Combining FAST and SMART: The Ultimate Objective-Setting Powerhouse

The beauty of these frameworks is that they complement each other. You can use SMART objectives to define the specifics of your goals, while FAST objectives ensure you stay motivated and accountable throughout the process.

Here's how you can integrate them:

•  Use SMART to define the "what" and "when" of your objective.
•  Use FAST to ensure the objective is frequently discussed, ambitious, and transparent.

Practical Tips for Success:

•  Write your goals and objectives down: This makes them more tangible and reinforces your commitment.
•  Break down large goals into smaller, manageable objectives: This makes them less overwhelming.
•  Track your progress: Regularly review your progress and make adjustments as needed.
•  Celebrate your successes: Acknowledge and reward your achievements, no matter how small.
•  Embrace flexibility: Be prepared to adapt your objectives as circumstances change.

By mastering the art of FAST and SMART objective setting, you will be well on your way to achieving your goals and unlocking your potential.

 

K. H. Little Consulting Services

Kenneth H. Little, MA

KHLittle603@gmail.com

kenlittle-nh.com