Thomas Uloth

Dipl.-Ing. for foundry industry

Project: PERVOURALSKY NOVOTRUBNY ZAVOD RUSSLAND (PNTZ)

On an open area of ​​a plant site a steel mill with a melting oven and continuous casting will be built. The operator composes a responsible team for construction. Communication at the building site and construction of the buildings proceed with great difficulty. Executives are educated as project managers by a German company. To transfer theoretical knowledge of project management into practical construction operation German coaches support Russian construction managers in their responsible work.

Description: To manage the large-scale project a Project Management Office (PMO) should be established. The operator rejects this. The management of risks, of schedule, of schedule changes and of costs incumbent the Project Manager. It was targeted due to team coaching by the project manager and the employees, who were responsible for their suppliers and performance surveillance, to relieve the project manager in its many administrative tasks by autonomous action.

My task: The employees who were responsible for supplier and monitoring surveillance were not trained with the basics of project management. Due to coaching measure basics, which were voted on the personal abilities of the employee principles, project management was mediated. The scope was restricted to the respective responsibilities and the lack of skills of the employee.

Due to time pressure micro-management and troubleshooting were operated in collaboration with the project management in addition to the coaching job during the project in order and to clean up precarious date situations which the responsible employee could not afford because of lack of skills and knowledge.

My procedure: There were coaching interviews with interpreters. Against this background it was a challenge to communicate with sufficient respect and recognition. For me it was not checkable whether the Russian translation considered all necessary meanings and interpretations of the spoken word. Only the mood, duct and body language during the coaching sessions were factors that were transferred unfiltered to the coaches.

The Result:

This coaching job has given me very quickly an idea about specifics of Russian culture, mood and lifestyle. A high level of creativity was required to motivate employees to self-responsible actions. Key issues were always:

the latent fear of the employee to do something wrong. It was important to convey that the biggest mistake is to do nothing. The message should be: please come into action. Small mistakes can always be corrected.

the indiscriminately adherence to the plan if the employee is finally acting. An adherence to the plan even if changing conditions can cause damages because of continued action according to the plan. The message should be: required thinking, be careful, independent action or the communication of the facts to the superior in excess of the decision competence by the employee.

the high tendency for intentional false statements as a self-protective reflex. Only by building trust the insight was communicable that only through timely communication of a precarious state the avoidance of a greater damage is often possible with united forces.

Non-compliance of commitments. A Russian proverb is very well suitable for this purpose: "Whoever wants to do something looks for an opportunity. Who does not want to do something, looks for a reason. "Russian employees have developed a great art of inventing excuses. The message here: Responsible employees are well advised as obligatory as possible by using the "who, when, where, how" among with the threat of consequences to oblige the performance-bringer. In Russian culture, the consequences affect the values of honor and pride of others. Economic consequences rarely lead to success.

"Everything starts with your concern, your idea, your concept"

You want to change something in the company and look for someone to implement this with you or for you. Someone who understands your strategy, penetrates and analyzes processes to identify opportunities for improvement and planning. Someone who realizes new concepts together with your staff and who just stands straight for the achievement of goals.

Exactly that is my work as a consultant, coach and interim manager: Ensure the operational success of your concept. And with high sustainability. What are you waiting for? Just contact me …

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