Program management is more than just overseeing timelines, budgets, and deliverables. For me, it’s about vision, trust, resilience, and the ability to bring diverse teams together to achieve something bigger than the sum of their parts. Over the years, I have managed complex enterprise transformations, juggled multiple moving parts, and built systems that empower teams and organizations to thrive.

So, what makes it work? How do I approach programs to keep them not only successful but sustainable? Here are my personal insights—my secret ingredients—to navigating the intricate world of program management.

My Secret Ingredient: Authenticity

At the heart of it all is authenticity. I don’t try to fit into a mold of what a program manager "should" be. I bring my full self—my strengths, experiences, and even vulnerabilities—to every program I lead. By showing up as me, I invite others to do the same. This openness fosters trust, collaboration, and a shared commitment to success.

1. Clarity and Vision

Every program I handle starts with a vision—a clear, meaningful "why". Before planning, budgeting, or prioritizing tasks, I focus on the big picture: What are we solving? What does success look like? How will this program impact people and the business?

When I communicate the vision to teams, stakeholders, and leadership, I aim to spark connection. People don’t just want to execute tasks; they want to feel part of something valuable. My job is to make the vision resonate, so teams stay motivated even when the going gets tough.

My Tip: Write the vision down as a story, not just bullet points. Share it widely and often. Make it inspiring.

2. Building Relationships, Not Just Teams

Projects may have deadlines, but programs rely on people. A program manager’s strength lies in the relationships they cultivate—with stakeholders, sponsors, and teams on the ground. My superpower?

I prioritize understanding people. What drives them? What are their fears, frustrations, or ambitions? By tailoring communication to people’s needs and working styles, I build trust and open up room for candid conversations. Teams who feel seen and valued perform better—always.

I draw heavily on my skills in facilitation and coaching, particularly through tools like the Process Communication Model (PCM). By identifying personality types, motivators, and stress triggers, I create an environment where collaboration thrives.

My Tip: People first, plans second. Programs succeed when trust and relationships come before processes and tools.

3. Mastering Complexity Through Simplicity

Program managers often face a web of dependencies, risks, and shifting priorities. While I embrace complexity, I thrive by simplifying it—breaking programs into digestible phases, creating clear roadmaps, and identifying the key success measures.

I’ve learned to see through the noise. By staying focused on outcomes and ensuring decisions align with the ultimate goal, I can pivot when needed without losing direction.

My Tip: If it feels overwhelming, ask: What’s the one next right step? Keep teams aligned to that step, and move from there.

4. Resilience: Embracing Change and Uncertainty

Programs are rarely linear. Deadlines shift, scope creeps, and unforeseen challenges pop up. I’ve come to embrace this uncertainty as part of the job.

Rather than trying to control every variable, I focus on adaptability. When challenges arise, I encourage my teams to stay curious: What can we learn from this? How can we turn this into an opportunity? Resilience isn’t just about enduring change—it’s about leveraging it.

My Tip: View setbacks as redirections, not roadblocks. Your mindset as a program manager sets the tone for the team.

5. The Power of Reflection and Feedback

One of the most underestimated tools in program management is reflection. After every major milestone, I ask myself and my team:

• What went well?
• What didn’t work?
• What will we improve next time?

Continuous improvement is a cornerstone of my approach. Feedback—both giving and receiving—creates growth. It’s not about perfection but about progression.

My Tip: Foster a culture of feedback where teams feel safe to share. Celebrate wins, but don’t shy away from lessons learned.