In the context of PRINCE2 7 and People Management, Project Culture refers to the shared values, beliefs, attitudes, and behaviors that characterize the temporary project organization. It is a critical component of the 'People' element, acknowledging that a method alone cannot ensure success without…In the context of PRINCE2 7 and People Management, Project Culture refers to the shared values, beliefs, attitudes, and behaviors that characterize the temporary project organization. It is a critical component of the 'People' element, acknowledging that a method alone cannot ensure success without the right human dynamics. Essentially, it defines 'how we do things' within the specific boundaries of the project, often serving as a micro-culture that may differ slightly from the wider corporate culture.
Establishing a supportive culture is vital because projects bring together diverse individuals from different functions or organizations. Without a cohesive culture, friction arises, impeding communication and decision-making. PRINCE2 7 emphasizes that culture is not static; it must be actively managed and modeled by leadership, particularly the Project Board and Project Manager. They are responsible for fostering an environment of trust, transparency, and collaboration.
A key aspect of a healthy PRINCE2 project culture is psychological safety. This directly supports the principle of 'Learn from Experience.' If the culture is punitive or blame-oriented, team members will conceal risks and mistakes, undermining the ability to 'Manage by Exception.' Conversely, a positive culture encourages open dialogue about failures as learning opportunities, ensuring realistic reporting and effective risk management. Furthermore, the project culture determines how effectively the method is tailored. A rigid culture may resist the necessary flexibility required for an agile delivery, whereas an adaptive culture embraces change. By explicitly considering culture—often documented within the Management Approaches—the project management team ensures that the 'soft' people aspects effectively enable the 'hard' process mechanics of the methodology.
Mastering Project Culture in PRINCE2 Practitioner v7
What is Project Culture? In PRINCE2 7th Edition, Project Culture is a critical aspect of the newly introduced People element. It refers to the set of shared values, attitudes, beliefs, and behaviours that characterize how a project team and the wider organization interact and work together. It acts as the 'unwritten rules' influencing how the PRINCE2 method is applied, how decisions are made, and how the team communicates.
Why is it Important? Project Culture is the environment in which the project lives. A supportive culture fosters trust, collaboration, and honest reporting, which are essential for the PRINCE2 principles (such as Learn from Experience) to function. Conversely, a 'blame culture' can hide risks and issues, leading to project failure. Understanding culture is vital because the Project Manager must tailor the method to fit the cultural context or actively work to shape a temporary project culture that ensures success.
How it Works in PRINCE2 v7 The management of culture involves three distinct layers: 1. Organizational Culture: The long-standing values of the host organization. The project must respect these but may need to insulate the team from negative aspects. 2. Project Culture: The temporary environment created by the Project Board and Project Manager. This should promote psychological safety, allowing team members to raise concerns without fear. 3. Cross-Cultural Working: Managing differences in international or multi-departmental teams, ensuring communication styles and working practices are aligned.
Practically, this is documented in the Project Initiation Documentation (PID) and the Communication Management Approach. It requires the Project Manager to use 'soft skills' like emotional intelligence and leadership to align the diverse needs of stakeholders.
Exam Tips: Answering Questions on Project Culture When facing Practitioner scenario questions regarding culture, use the following strategies:
1. Identify the 'People' Context: Look for scenario evidence regarding relationships, trust, motivation, or conflict. If the scenario describes a team afraid to report a delay, the answer lies in fixing the Project Culture to encourage transparency.
2. Link to Principles: Questions often ask how culture affects the application of principles. For example, a culture that punishes mistakes prevents the Learn from Experience principle. Select answers that suggest establishing a 'safe-to-fail' or learning-oriented environment.
3. Tailoring is Key: If a question asks how to apply a specific process (like Starting Up a Project) in a rigid, hierarchical culture, look for answers that suggest tailoring the communication or engagement strategy to respect that hierarchy while still fulfilling PRINCE2 requirements.
4. Management Products: Remember that culture influences how products are created. For example, in an informal culture, the PID might be a slide deck rather than a 50-page document. Choose answers that reflect appropriate tailoring of documentation to suit the cultural formality.
5. Co-creation and Collaboration: PRINCE2 v7 emphasizes co-creation. Answers that involve stakeholders in defining the way of working (thus building a shared culture) are usually correct over answers where the PM dictates the culture.