Justin Bateh, PhD, PMP

I write about project management, leadership, and AI | Follow to develop skills for faster, smarter, and more efficient project management and to build winning teams | Boost your career with my actionable insights

Hi, I’m Justin 👋 I’ve spent my career running projects where decisions mattered, and failure wasn’t an option. I didn’t study project management, operations, and strategy just to talk about it. I used it to make decisions, fix broken execution, and get results when the stakes were high. To prove it wasn’t luck, I built repeatable systems I teach through real projects and that are now used and proven by thousands of leaders. Here, I share my experience in project management, AI, leadership, and decision-making. Not as theory, but as leverage for modern leaders.I hate fluff. I hate busywork. Everything here is real, tested, and battle-proven...from someone who’s still doing the work today. I also teach the top-rated AI-Powered Project Management cohort on Maven, where I help task-buried professionals become confident, AI-powered project leaders who operate closer to decisions and far from busywork. *All views and opinions shared across my content are solely my own.

Founder

I teach Project & Operations professionals the skills to drive sustainable growth, change, and profitability using data-driven decision making, lean tools, six sigma methodologies, agile projects, and data analytics. I have worked with executives and managers from numerous organizations, including Walmart, Verizon, Amazon, Pearson, UPS, Wiley, Cengage, Medtronic, US Department of Health, CSX, USPS, Blue Cross Blue Shield, Crowley Maritime, US Air Force, US Navy, Novartis, FedEx, McKesson, and many others.

Justin Bateh, PhD

9 Simple Ways To Recognize Your Team

(The stuff that’s not in any handbook)

1/ Stop Micromanaging Them
→ Trust is the ultimate recognition.
→ Hire smart people—then let them work.
→ Oversight kills ownership.

2/ Promote the Competent, Not the Loud
→ Results speak louder than self-promotion.
→ Reward outcomes, not volume.
→ Quiet excellence deserves the spotlight.

3/ Give Them True Autonomy
→ Treat them like adults.
→ Let them decide how they work best.
→ Freedom fuels performance.

4/ Pay Them What They’re Worth
→ Money talks louder than pizza parties.
→ Certificates don’t pay bills.
→ Fair pay is real appreciation.

5/ Fire the Toxic Performers
→ One bad attitude drains ten good ones.
→ Protect the culture, not the culprit.
→ Removing them lifts everyone else.

6/ Don’t Be a Jerk
→ Decency is rare leadership currency.
→ Respect costs nothing.
→ Kindness compounds influence.

7/ Give Them Time Off (and Mean It)
→ Burnout isn’t a badge of honor.
→ Disconnect means no Slack, no guilt.
→ Rested teams outperform exhausted ones.

8/ Listen to Their Ideas
→ Ask, pause, and really hear them.
→ Implementation proves respect.
→ Listening drives innovation.

9/ Publicly Give Credit (and Take None)
→ Celebrate their wins loudly.
→ Success is theirs—failure is yours.
→ That’s real leadership.

Recognition isn’t a bonus. It’s a culture.
And culture decides who stays.

♻️ Repost and follow Justin Bateh, PhD for more.

Expert in AI-Driven Project Management, Strategy, & Operations | Ex-COO Turned Award-Winning Professor, LinkedIn Instructor & Corporate Trainer

8 Ways You're Signaling You're Not Ready for Promotion

(Most people miss these completely)

You're not getting passed over for lack of skills.

You're getting passed over for lack of signals.

Senior leaders watch how you operate when you think no one's looking.

Here's what they see:

1/ Waiting to Be Told What to Do
→ You ask "What should I work on next?"
→ Instead of "Here's what I think we should prioritize."
→ Initiative beats instruction.
→ Leaders create direction.

2/ Bringing Problems Without Solutions
→ You surface issues perfectly.
→ But offer no path forward.
→ Problem identification is junior level.
→ Solution ownership is promotion level.

3/ Only Speaking When Spoken To
→ Especially in leadership meetings.
→ Silence gets interpreted as disengagement.
→ Or lack of strategic thinking.
→ Presence requires participation.

4/ Managing Tasks, Not Outcomes
→ You report on what you did.
→ Not what changed because of it.
→ Activity feels productive.
→ Impact drives promotion.

5/ Asking Permission for Everything
→ "Can I email the client about this?"
→ "Should I schedule that meeting?"
→ Risk aversion signals junior mindset.
→ Ownership signals readiness.

6/ Avoiding Difficult Conversations
→ You hope problems resolve themselves.
→ Or wait for someone else to address them.
→ Conflict avoidance stalls advancement.
→ Leaders lean into discomfort.

7/ Not Managing Up Effectively
→ You assume your boss knows your impact.
→ They don't.
→ Visibility requires intentionality.
→ Good work without communication is invisible work.

8/ Thinking Only About Your Work
→ You optimize for your team's success.
→ Not the organization's goals.
→ Tunnel vision limits scope.
→ Strategic thinking expands it.

Most people think promotions are about performance.

They're actually about perception.

And perception is shaped by signals you send every day.

♻️ Repost and follow Justin Bateh, PhD for more.

Don't waste your energy on the wrong people in 2026.

Choose wisely using the Skill/Will Matrix:

1/ Top Performers (High Skill + High Will)
→ Don't micromanage them
→ Give them ownership
→ Recognize them publicly
→ Build your future around them
→ They're your A-players

2/ High Potentials (Low Skill + High Will)
→ Coach them actively
→ Set them up for wins
→ Develop, don't smother
→ Motivation drives results
→ They want to succeed

3/ Disengaged Experts (High Skill + Low Will)
→ Ask questions and listen
→ Could be burnt out or bored
→ Small shifts can reignite them
→ Sometimes it doesn't work
→ They deliver but disconnected

4/ Low Performers (Low Skill + Low Will)
→ This is where time dies
→ Give one clear chance
→ Exit quickly if no change
→ Keeping them drains A-players
→ They won't improve or try

♻️ Repost and follow Justin Bateh, PhD for more.

My passion is Project Management | Program Manager | 15 yrs of experience = Sharing my thoughts on LinkedIn | 8 Weeks Study Plan CAPM/PMP ⬇️ | On the mission to help 10.000 People Pass CAPM/PMP by 1st Try

Hi, I’m Gabor 

If you’re here, it’s probably because…

1. You want to pass your PMP/CAPM exam on the first try.
2. You need a study plan that works.
3. You’re curious about project management.
4. You’re just here to stalk 
Whatever the case… WELCOME!

👉🏼 I help professionals pass the PMP/CAPM exam with confidence through personalized coaching and proven strategies.

👉🏼I teach real project management skills, not just theories, so you can apply what you learn.

➡️ Need a game plan? Book a 30-minute discovery call via the link in my profile.
➡️ Join my PMP-Daily email list where I share my secret sauce: https://gaborstramb.com/pmp-daily

Other fun facts about me:

🏗 15+ years in Oil & Gas & Telecom
🎯 PMP & CAPM Coach
📰 Founder of Agile Admiral Newsletter
🌍 Passionate about real-world project management
Follow for PMP tips, strategies & career growth insights!

DM me if you’re ready to pass that exam! 📩

Gabor Stramb

Everyone thinks Project Management is simple…until they actually do it.

How non-PMs see Project Management:
👉 “Create a plan and update the calendar.”

That’s it.

That’s the job.

Apparently.

How PMs actually live it:

• Managing scope creep disguised as “small changes”
• Fighting timelines that were unrealistic from day one
• Protecting the budget like it’s their personal savings
• Translating chaos into Jira tickets
• Managing risks no one wants to talk about
• Aligning stakeholders who don’t agree
• Building teams, resolving conflict, and keeping morale alive
• Reporting progress… while unblocking everyone else
• Delivering quality under pressure

Project Management isn’t about documents.It’s about decisions, trade-offs, and people.

If it were just “updating a calendar”…

Projects wouldn’t fail this often. 

PMs don’t just manage projects.

They manage reality.

If you’re a PM, you felt this.

If you’re not, now you know.

👀 Agree or disagree? Let’s talk in the comments.

On the mission to help 10,000 People Pass CAPM/PMP by 1st Try ⬇️ | Available for 1:1 Coaching | Best Practice Into Action

Chasing updates is not project management.

It is damage control.

When a PM spends the day asking for status, the project is already late.

The system already failed.

Strong project management removes the need to chase.

→ Clear ownership eliminates follow-ups.
Everyone knows what they own. 
Everyone knows when it is due.

→ Real planning prevents daily firefighting.
Milestones are visible. 
Dependencies are explicit.

Risks are tracked before they explode.

→ Leading indicators replace status meetings.
Progress is measured continuously. 
Issues surface early. 
Surprises disappear.

→ Accountability beats reminders. 
Deadlines are commitments.

Updates are automatic. 
Trust replaces pressure.

If updates require chasing, control is already lost.

Good PMs build systems that speak for themselves.

If you’ve been thinking about taking the PMP…right now is the best time to do it.

Why?

Because starting July 1st, the PMP exam changes.

More complex scenarios.
And a stronger focus on business strategy.

Nothing is impossible, but definitely more demanding.

Right now, you’re still testing under the current format:
• 50% agile-scrum-hybrid/50% predictive questions
• Breaks after 60 questions
• Less emphasis on strategic decision-making

If you’re already studying or even thinking about booking the exam, this is your window.

After July, success will require deeper situational thinking, not just knowing the framework, but applying it under pressure.

Same certification.
Same credibility.

Different levels of difficulty. 

Choose your timing wisely and pass PMP in 8 weeks. Contact me for the "secret sauce".

Grateful. Proud. Motivated. 🙏🚀

Being ranked #1 in Project Management – Hungary and Top 10 on LinkedIn is a powerful reminder that consistent effort compounds.

This isn’t an overnight win.
It’s progress built one post, one lesson, one PM conversation at a time.

What makes this special isn’t the number.

It’s the people behind it.
PMs who want to grow, think better, and lead with confidence in the real world.

Every message, comment, share, and “this helped me” note matters more than any ranking.

This milestone = momentum. And we’re just getting started.

Thank you for being part of the journey.

More value.
More clarity.
More progress ahead.

Let’s keep building 🚀

Thank you ( Favikon ) for this !

7 phrases every project manager should drop (and what to say instead)

💬Good PMs manage tasks

Great PMs know how to communicate.

❌ “I’m waiting for updates.”
✅ “Let’s sync to review progress and clear blockers.”

❌ “Everyone knows what to do.”
✅ “Let’s confirm deliverables and next steps.”

❌ “Just checking in.”
✅ “We need [input/action] to move [task] forward.”

❌ “I assumed it was done.”
✅ “Can we confirm status before closing it out?”

❌ “We’ve always done it this way.”
✅ “Does this approach still make sense?”

❌ “I didn’t have time.”
✅ “I prioritised [task] over [task] let’s rebalance.”

Small shifts. 

Big impact.

That’s how great PMs lead. 💡

Leadership used to mean giving orders.

Now it means creating alignment.

Teams don’t perform at their best when they’re managed through control.
They perform when they’re guided through collaboration.

When leaders focus on control, people hesitate.
They avoid risk.
They wait to be told what to do.

When leaders focus on collaboration, people contribute.
They take ownership.
They move faster because they feel trusted. The shift is simple but powerful:
→ From “Do as I say” to “Let’s do this together.”

Modern leadership isn’t about authority.
It’s about partnership.

People don’t give their best because they’re told to.
They give their best because they’re part of something they helped build.

Most PM advice focuses on process.

But consistent delivery comes from a few repeatable truths.

5 PM rules that hold across teams and industries:

• People outperform process
Tools enable work. People deliver it.

• Ownership beats assignment
Clear responsibility drives better outcomes than task lists.

• Listening is a leadership skill
The real risks show up in what’s said and what isn’t.

• Planning without uncertainty is fiction
Resilient projects expect change, not perfection.

• Reflection accelerates delivery
Teams that pause to learn improve faster than those that just move on.

Project maturity isn’t about more frameworks.
It’s about better judgment.

And judgment comes from knowing what actually moves projects forward.

If this resonates, you’re already thinking at the right level :) 🚀

5 PM rules i learned on the hard way

Most managers do not realise when trust breaks.

They feel busy.

The team feels controlled.

Micromanagement does not look loud at first.

It shows up as check-ins, rewrites, and constant urgency.

Then performance drops.

Here is the pattern I see inside struggling teams.

→ Managers track activity instead of outcomes.
→ They fix problems instead of building problem solvers.
→ They demand visibility instead of creating clarity.

That creates fear. 
Fear slows decisions. 
Fear hides issues.

Trust managing flips the entire system. 
The manager sets clear priorities and steps back.

The team owns the work and the results. 
Questions change immediately.

From, why is this late.

To, what is blocking progress.

From, do it this way.

To, walk me through your thinking.

From, everything is urgent.

To, this is what matters most this week.

Trust managing is not soft leadership.

It is disciplined leadership.

Standards stay high.
Ownership goes higher.
That is how real performance scales.

PMP exam is changing by July 1st. 
Make sure you pass PMP before then.

Passing the PMP exam is not about memorizing answers.

It is about learning how to think.

This testimonial proves it.

Christopher passed on his first try.

Not because of luck. Not because of shortcuts.

Because of discipline. Because of coaching.
Because of the structure. Strong PMP prep does not flood you with content.

It trains your decision-making.
It forces you to slow down. It challenges your assumptions.
It teaches you how PMI wants you to reason.

Mock questions are not there to trick you. 
They are there to rewire how you approach problems.

That is what real prep looks like.

Focused sessions.

Clear thinking frameworks.

Feedback that actually changes how you answer.

Confidence built before exam day.

This is why first-time passes happen.

Not because someone studied harder.

Because they studied smarter.

If you want the PMP.

PMP OS is the choice; it's not just another PMP training, it is a system that has worked for 700+ Project managers.

The biggest advantage of PMP OS is simple:

→ PMI Mindset course focuses only on PMI logic and how PMI wants you to think.
→ 1,300+ high-quality PMP simulator questions with deep explanations.
→ PMP application module broken down with real examples so you avoid rejection.
→ A clear 8-week study plan so you always know what to study and when.
→ Weekly live group coaching every Friday for 60 minutes to fix mistakes fast.

“The project missed the deadline.”

That’s not the problem.
That’s the symptom.

When projects slip, we usually stop digging too early.

Delayed deliverables.
Waiting on approvals.
Late stakeholder feedback.

All true.
Still not the root cause.

This is why the 5 Whys method works.
It’s simple but very effective.

You keep asking “why” until the answer gets clear.

In this example, the real issue wasn’t effort or skill.It was simple:

Expectations were assumed instead of documented.

No clear review timelines.
No shared agreement on who approves what, and when.

So the team waited.
Stakeholders reacted late.And the deadline slipped.

Good project managers don’t just fix what broke.
They fix why it broke.

If you’ve ever felt like you’re fighting the same fires every project,you’re probably solving at level 1 or 2.

The real leverage lives at level 5. Save this for your next post-mortem.

Welcome to the Agile Admiral weekly newsletter. Your Essential Resource for Project Management Excellence.

A 7-minute read for experienced project managers ready to elevate their impact.

Each week, I tackle reader questions about PMP preparation, implementing PMP in real-life projects, and a career as a Senior Project Manager.

This Week at a Glance:
-> Reality check for Project Managers
-> The PM Mindset Reset
-> I do not manage people minute by minute

Thank you Tanya Kathrine for the "PM Mindset Reset", it was very in-depth article.

Also, adding our Newsletter team: Devi Annamalai, PMP®, PMI-ACP®, CSM®, ITIL®, Laura Combs, PMP, Raluca Badea and Dr. Tony Prensa, ATP, PMP, PMOCP, P3GP, PMO-BP

I do not manage people minute by minute A 7-minute read for experienced project managers ready to elevate their impact. Welcome to the Agile Admiral w

Open article: The PM Mindset Reset: Starting the Year With Identity, Not Pressure by Gabor Stramb • 11 min read

The PM Mindset Reset: Starting the Year With Identity, Not Pressure

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The Battle

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Gabor Stramb

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