The moments that actually make you a project manager
There’s a moment in every project where you realize the plan isn’t going to save you.
Everything has been approved. The timeline is tight but “doable.” The tools are in place. On paper, the project is fine.
And yet, something feels off. A decision keeps slipping to the next meeting. A conversation stays just out of reach. The team is busy, but progress feels fragile, like one wrong move could send things sideways.
Early in my career, moments like this made me nervous. I assumed I’d missed something. That I needed a better plan, a better tool, a better answer.
Now I see it differently. Those moments are the job.
I wrote more about that exact moment—and why it matters so much—in the Same Team post that introduces the Human-Centered Project Management Principles. This piece is the companion to that one. Less formal. More lived-in.
The work you can’t put on a status report
After years of doing this work—and later coaching other PMs through it—I’ve seen the same pattern: projects don’t wobble because the plan is wrong. They wobble because something human is unresolved.
A decision no one wants to own.
A power dynamic that hasn’t been named.
A team that’s overloaded but doesn’t feel safe saying so.
This is the work PMs are expected to handle quietly and instinctively. We read the room. We adjust tone. We decide when to push and when to pause. We create space so other people can do better work.
And when it goes well, no one really notices. When it doesn’t, we assume it’s our fault.
The PM Squad is where human-centered project management becomes something you can actually use.
Members get access to practical playbooks, tools, and real-world examples that help turn judgment, presence, and experience into repeatable practice. Each month focuses on a core theme, with new content, live conversations, and resources you can apply immediately.
If this work resonates, PM Squad is where you build confidence in it over time, alongside other PMs doing the same hard, human work.
Instinct isn’t the problem. Doing it alone is.
Here’s the thing I wish I’d understood much earlier in my career: most experienced project managers are already doing this work well.
What’s missing isn’t skill. It’s shared language. Without that language, this work feels like guesswork. Like you’re making it up as you go. Like confidence is something you either have or don’t.
Once you can name the behaviors—what you’re noticing, why you’re slowing things down, how you’re holding tension—that instinct turns into practice. Something you can return to when a project feels fragile instead of white-knuckling your way through it.
As a coach, I see the relief on PMs’ faces when they realize this isn’t some invisible superpower. It’s real, learnable work that is worth supporting.
Why principles changed how I see the job
The first version of these principles showed up in my book Project Management for Humans almost 10 years ago, before I would have called any of this “human-centered.”
At the time, I was trying to name something I kept seeing in real project work but didn’t yet have clean language for. I knew great PMs weren’t succeeding because of tools alone. They were succeeding because of how they showed up when things got complicated.
Those early principles were instinctive. Directionally right. But they lived more as ideas than practices.
Revisiting them now—after years of coaching PMs, leading teams, and watching the job get heavier—made the gaps obvious. It wasn’t enough to say what mattered. PMs needed help understanding how it shows up in real moments, and what to do when the pressure is on.
That’s where this version of the principles landed differently.
They’re still grounded in the same core beliefs, but now they’re paired with clear mindsets and observable behaviors. Not abstract ideals, but things you can actually recognize and practice: staying grounded when urgency spikes, creating alignment without pretending certainty exists, holding tension instead of avoiding it, and using structure in service of people rather than control.
For me, the shift wasn’t about learning something new. It was about finally giving shape and language to the way I already work—and helping other PMs do the same.
That’s what made these principles feel less like theory and more like something you can actually use. And that’s what makes this version of the job feel more sustainable than it ever did before.
Where to start
If this post feels familiar, start with the free Human-Centered Project Management Principles guide. It’s intentionally lightweight and practical—something you can read quickly, come back to often, and use the next time a project starts to wobble.
If you want to go deeper, the 14-page principles playbook inside PM Squad is where this work becomes shared and practiced over time, not just consumed and forgotten.
Project management will keep evolving. Tools will change. Expectations will keep stacking up. The human parts won’t.
Learning how to lead well there—in the moments that don’t show up on a plan—is what actually makes this work worth doing.
TL;DR
The hardest parts of project management don’t show up in plans or tools. They show up when something feels off even though nothing is technically wrong. I’ve lived those moments as a PM and coached countless others through them. The Human-Centered Project Management Principles exist to name and support that invisible work. The Same Team post lays out the framework. This post is a reminder that if this resonates, you’re already doing the work that matters most.
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