PMP Study Plan
Week 1: Getting Started
Week 2: PM Fundamentals
Week 3: Predictive Project Management
Week 4: Adaptive Project Management
Week 5-6: PMP Exam Content Outline (ECO)
Week 7: PM Mindset and Study Notes
Week 8-10: PMP Practice Exams
Week 11-12: Revision and Consolidation

1.1 Manage Conflict
1.2 Lead a Team
1.3 Support Team Performance
1.4 Empower Team Members and Stakeholders
1.5 Ensure Team Members/Stakeholders are Adequately Trained
1.6 Build a Team
1.7 Address and Remove Impediments, Obstacles, and Blockers for the Team
1.8 Negotiate Project Agreements
1.9 Collaborate with Stakeholders
1.10 Build Shared Understanding
1.11 Engage and Support Virtual Teams
1.12 Define Team Ground Rules
1.13 Mentor Relevant Stakeholders
1.14 Promote Team Performance through the Application of Emotional Intelligence

2.1 Execute Project with the Urgency Required to Deliver Business Value
2.2 Manage Communications
2.3 Assess and Manage Risks
2.4 Engage Stakeholders
2.5 Plan and Manage Budget and Resources
2.6 Plan and Manage Schedule
2.7 Plan and Manage Quality of Products/Deliverables
2.8 Plan and Manage Scope
2.9 Integrate Project Planning Activities
2.10 Manage Project Changes
2.11 Plan and Manage Procurement
2.12 Manage Project Artifacts
2.13 Determine Appropriate Project Methodology/Methods and Practices
2.14 Establish Project Governance Structure
2.15 Manage Project Issues
2.16 Ensure Knowledge Transfer for Project Continuity
2.17 Plan and Manage Project/Phase Closure or Transitions

3.1 Plan and Manage Project Compliance
3.2 Evaluate and Deliver Project Benefits and Value
3.3 Evaluate and Address External Business Environment Changes for Impact on Scope
3.4 Support Organizational Change

PMP Exam Tips

PMP® Exam Guide

People

1.3 Support Team Performance

People - Support Team Performance

This task emphasizes the project manager's role in fostering a high-performing team environment. It's not just about monitoring performance, but actively creating an environment that fosters individual growth, collaboration, and ultimately, project success.

1.3.1 Appraise Team Member Performance Against Key Performance Indicators (KPIs)

Establish Clear KPIs: Define measurable and specific goals for each team member aligned with project objectives.
Choose Appropriate Metrics: Select metrics that accurately reflect progress towards KPIs and are relevant to the team member's role.
Regular Monitoring and Tracking: Regularly monitor performance against KPIs using data collection methods like reports and observations.
Performance Appraisal Meetings: Conduct regular meetings to discuss individual performance, address concerns, and celebrate achievements.
Continuous Improvement: Utilize feedback from appraisals to adjust KPIs, provide support, and encourage ongoing development.

1.3.2 Support and Recognize Team Member Growth and Development

Create a Culture of Learning: Foster an environment that encourages learning, skill development, and knowledge sharing. Use frameworks like the Dreyfus Model of Skills Acquisition to understand each team member's current level and tailor learning opportunities accordingly.
Provide Regular Feedback and Performance Coaching: Offer constructive and timely feedback, guide improvements, and support career aspirations. Align coaching style with the individual's skill level—novices may need step-by-step guidance, while proficient members benefit more from goal-based mentoring.
Offer Challenging and Stimulating Work: Assign tasks that stretch abilities, promote engagement, and allow for continuous learning. Match assignments to the team member's current developmental stage, gradually increasing complexity to support progression along the Dreyfus model.
Recognition and Celebration: Acknowledge and reward exemplary performance, contributions, and milestones achieved. Recognize not just outcomes, but also growth from one skill level to the next.
Invest in Leadership Development: Equip team members with leadership skills to foster collaboration, empower others, and grow within the team. Identify those reaching the proficient or expert levels and encourage them to mentor others.

1.3.3 Determine Appropriate Feedback Approach

Consider the Context: Evaluate the situation, objectives, and individual dynamics before delivering feedback.
Assess Individual Preferences: Understand how each team member prefers to receive feedback (e.g., private setting, direct or indirect communication).
Evaluate the Feedback Content: Focus on specific actions, behavior changes, and offer solutions instead of solely highlighting shortcomings.
Build a Feedback Culture: Encourage open communication, feedback exchange, and create a safe space for constructive criticism and learning.

1.3.4 Verify Performance Improvement

Track Progress against Performance Indicators: Monitor performance metrics and compare them to established KPIs to assess progress.
Seek Qualitative Feedback: Gather feedback from team members, stakeholders, and self-assessments to gauge improvements in skills and behaviors.
Focus on Behavior Change: Observe and evaluate changes in actual behavior and the impact on team performance, not just theoretical understanding.
Adapt and Modify: Based on the verification results, adjust the development plan, provide additional support, or modify KPIs to sustain improvement.

Traditional vs. Agile

Traditional projects take a predefined and structured approach to team performance. They establish fixed KPIs at project start, implement formal training programs, deliver periodic feedback through reviews, and mainly rely on quantitative data for verification.
Agile projects, on the other hand, favor a flexible and adaptive approach. They allow for adaptable KPIs, emphasize continuous learning through iterations, encourage frequent and informal feedback, and utilize both quantitative and qualitative data for verification.

By understanding and applying these enablers, project managers can effectively support team performance, fostering a positive learning environment, and achieving project objectives through a motivated and skilled team.

Guide Index

PMP Study Plan
Week 1: Getting Started
Week 2: PM Fundamentals
Week 3: Predictive Project Management
Week 4: Adaptive Project Management
Week 5-6: PMP Exam Content Outline (ECO)
Week 7: PM Mindset and Study Notes
Week 8-10: PMP Practice Exams
Week 11-12: Revision and Consolidation

1.1 Manage Conflict
1.2 Lead a Team
1.3 Support Team Performance
1.4 Empower Team Members and Stakeholders
1.5 Ensure Team Members/Stakeholders are Adequately Trained
1.6 Build a Team
1.7 Address and Remove Impediments, Obstacles, and Blockers for the Team
1.8 Negotiate Project Agreements
1.9 Collaborate with Stakeholders
1.10 Build Shared Understanding
1.11 Engage and Support Virtual Teams
1.12 Define Team Ground Rules
1.13 Mentor Relevant Stakeholders
1.14 Promote Team Performance through the Application of Emotional Intelligence

2.1 Execute Project with the Urgency Required to Deliver Business Value
2.2 Manage Communications
2.3 Assess and Manage Risks
2.4 Engage Stakeholders
2.5 Plan and Manage Budget and Resources
2.6 Plan and Manage Schedule
2.7 Plan and Manage Quality of Products/Deliverables
2.8 Plan and Manage Scope
2.9 Integrate Project Planning Activities
2.10 Manage Project Changes
2.11 Plan and Manage Procurement
2.12 Manage Project Artifacts
2.13 Determine Appropriate Project Methodology/Methods and Practices
2.14 Establish Project Governance Structure
2.15 Manage Project Issues
2.16 Ensure Knowledge Transfer for Project Continuity
2.17 Plan and Manage Project/Phase Closure or Transitions

3.1 Plan and Manage Project Compliance
3.2 Evaluate and Deliver Project Benefits and Value
3.3 Evaluate and Address External Business Environment Changes for Impact on Scope
3.4 Support Organizational Change

PMP Exam Tips

PMP® Exam Guide

People

1.3 Support Team Performance

People - Support Team Performance

1.3.1 Appraise Team Member Performance Against Key Performance Indicators (KPIs)

Establish Clear KPIs: Define measurable and specific goals for each team member aligned with project objectives.
Choose Appropriate Metrics: Select metrics that accurately reflect progress towards KPIs and are relevant to the team member's role.
Regular Monitoring and Tracking: Regularly monitor performance against KPIs using data collection methods like reports and observations.
Performance Appraisal Meetings: Conduct regular meetings to discuss individual performance, address concerns, and celebrate achievements.
Continuous Improvement: Utilize feedback from appraisals to adjust KPIs, provide support, and encourage ongoing development.

1.3.2 Support and Recognize Team Member Growth and Development

Create a Culture of Learning: Foster an environment that encourages learning, skill development, and knowledge sharing. Use frameworks like the Dreyfus Model of Skills Acquisition to understand each team member's current level and tailor learning opportunities accordingly.
Provide Regular Feedback and Performance Coaching: Offer constructive and timely feedback, guide improvements, and support career aspirations. Align coaching style with the individual's skill level—novices may need step-by-step guidance, while proficient members benefit more from goal-based mentoring.
Offer Challenging and Stimulating Work: Assign tasks that stretch abilities, promote engagement, and allow for continuous learning. Match assignments to the team member's current developmental stage, gradually increasing complexity to support progression along the Dreyfus model.
Recognition and Celebration: Acknowledge and reward exemplary performance, contributions, and milestones achieved. Recognize not just outcomes, but also growth from one skill level to the next.
Invest in Leadership Development: Equip team members with leadership skills to foster collaboration, empower others, and grow within the team. Identify those reaching the proficient or expert levels and encourage them to mentor others.

1.3.3 Determine Appropriate Feedback Approach

Consider the Context: Evaluate the situation, objectives, and individual dynamics before delivering feedback.
Assess Individual Preferences: Understand how each team member prefers to receive feedback (e.g., private setting, direct or indirect communication).
Evaluate the Feedback Content: Focus on specific actions, behavior changes, and offer solutions instead of solely highlighting shortcomings.
Build a Feedback Culture: Encourage open communication, feedback exchange, and create a safe space for constructive criticism and learning.

1.3.4 Verify Performance Improvement

Track Progress against Performance Indicators: Monitor performance metrics and compare them to established KPIs to assess progress.
Seek Qualitative Feedback: Gather feedback from team members, stakeholders, and self-assessments to gauge improvements in skills and behaviors.
Focus on Behavior Change: Observe and evaluate changes in actual behavior and the impact on team performance, not just theoretical understanding.
Adapt and Modify: Based on the verification results, adjust the development plan, provide additional support, or modify KPIs to sustain improvement.

Traditional vs. Agile

Traditional projects take a predefined and structured approach to team performance. They establish fixed KPIs at project start, implement formal training programs, deliver periodic feedback through reviews, and mainly rely on quantitative data for verification.
Agile projects, on the other hand, favor a flexible and adaptive approach. They allow for adaptable KPIs, emphasize continuous learning through iterations, encourage frequent and informal feedback, and utilize both quantitative and qualitative data for verification.