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Volume IX - Issue XI - November 2007

Letters to the Editor

 

On the Subject of PM for Disasters & Emergency Response

1 October, 2007

Dear Mr Pells,

My name is Scot Phelps and I am a Associate Professor of Emergency Management at Southern Connecticut State University.  I read your editorial today regarding the need for project management to make inroads into disaster planning and I agree.  At my last position at Metropolitan College in New York, where I also managed a Master’s in Emergency & Disaster Management, I have included the project management lifecycle process in all of my classes and have developed a 1-day project management course for emergency management professionals.  Now at SCSU, I have the opportunity to make it even more prominent- it will be a required class in both the certificate and degree programs beginning this Spring.  One thing you and your readers may not be aware of is that project management principles are (kind of) included in the professional practices of the Disaster Recovery Institute, the dominant certification organization for Business Continuity Professionals (private sector emergency managers) in the Americas.

The reason that I’m writing is to help take you (and your readers) up on your call for action:

  • PM Research

  • PM Methodologies

  • PM Tools & Technologies for ER/DR Projects

  • Attention Raised & Information Shared

  • PM Education for ER/DR professionals

  • Funding for ER/DR Project Management

I’m willing to do my part to bridge-the-gap, and would love to work with interested project managers in exposing emergency managers to project management. Please pass this along to the project management community and let me know how to move forward!

Regards,
Scot Phelps, JD, MPH, Paramedic, CEM/CBCP/MEP
New Haven, Connecticut, USA
phelpss1@southernct.edu


On the Subject of the Phases of a Project Management Career

 

7 October , 2007

 

Dear David

When I was a mid-20s young engineer in a construction contractor company working on construction projects I was sent on my first junior leadership course.  On the Thursday evening we had a formal dinner with one of the main board directors invited to come and answer any questions that we might have after dinner.  After an excellent dinner (not so sure I would have thought that now with my present expensive tastes) one of my young colleagues asked the director how 'he would know that he had arrived?' (i.e. made it to his career pinnacle.)  As I recall the elderly director (i.e. my current age e.g. 60+) scratched his head and said: "as I recall the period between being an up and coming young man and a has-been lasted about .....  3 months!”  We all laughed, but of course there is some truth in this as there is no steady state - you are either going up, or coming down from that pinnacle. 

Yours stages tend to reflect this - with the later steps away from 'doing' to 'being', with the latter's focus on reflection, writing (journaling), and helping others (mentoring).  In my own career journey I now spend half my time in the area of 'spirit at work' reflecting how much more effective organizations and project teams can be if they permit the whole person to come to work - 'body, mind, emotion and spirit' and let the innovation, creativity and inspirational leadership of the latter get to work.  I am on the selection committee of the International Spirit at Work Awards founded in memory an inspiring leader - Willis Harman and details can be found from the site www.spiritatwork.org including details/case studies of organizations that have been given this innovative award.

Keep up your good work.

Kindest regards,
Alan Harpham
Bromham, Bedford
England, UK

 

 

 

 

 


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