Alright, imagine you’ve successfully navigated a project recovery. You swooped in, assessed the damage, implemented a plan, and steered the project back on course. But your job isn’t finished yet. Think of it like this: you’ve rescued a ship from a storm, but now you need to teach the crew how to navigate on their own.

This final stage of project recovery is all about empowering the team for long-term success. It’s about transferring your knowledge, skills, and mindset so they can confidently sail forward, even after you’re gone.

As the Program Recovery Manager, you’ve been setting the example throughout the process. You’ve demonstrated a calm and focused approach, even in the face of setbacks. You’ve prioritised solutions over excuses and maintained a laser focus on the project’s goals.

Now, it’s time to instil these values in the team. This doesn’t require formal lectures or training sessions. It’s about your everyday interactions, your leadership style, and the culture you foster.

Think of yourself as a mentor, guiding the team towards a more sustainable and resilient way of working. This involves:

• Sharing your tools and techniques: Introduce the team to the recovery tools you’ve used, such as the resource tracking spreadsheet and any other methods for monitoring progress and managing resources.
• Communicating expectations: Clearly articulate how the project will proceed from this point forward. Explain the new control processes, the performance metrics, and the standards you expect them to uphold.
• Fostering accountability: Emphasise that everyone is responsible for meeting the established schedule and adhering to the new processes. But also provide the support and guidance they need to succeed.

This “passing of the torch” is crucial for several reasons. Firstly, it ensures the project’s continued success even after you’ve moved on. Secondly, it builds the team’s confidence and competence, allowing them to tackle future challenges with greater resilience. And finally, it creates a lasting legacy of improved project management practices within the organisation.

So, how do you achieve this? Here are a few tips:

• Lead by example: Demonstrate the behaviours and values you want the team to adopt.
• Provide regular feedback: Offer constructive criticism and praise, helping the team learn and grow.
• Create a safe space for learning: Encourage questions, experimentation, and knowledge sharing.
• Celebrate successes: Acknowledge and reward the team’s achievements, fostering a sense of accomplishment and motivation.

By investing in the team’s development, you’re not just rescuing a project; you’re building a stronger, more capable team that can navigate future challenges with confidence and skill. You’re leaving behind a legacy of not just a recovered project, but a more resilient and empowered team.