Common PMO Models Explained
Now that you know what a PMO is and the real value of a PMO, maybe you’re thinking about standing up a PMO for your company. Great! Before you start, though, a word of warning: This decision point is where organizations often stumble. Senior leaders decide they need a PMO, look around at what other companies are doing, and pick a model that sounds impressive without thoroughly understanding that there are different types of PMOs out there to explore.
That approach, assuming that a single PMO works for all organizations, is doomed. Why? Because you shouldn’t pick a model based on what other companies are doing. The right model is the one that fits your organization’s size, maturity, culture, and needs right now. Fit matters more than labels, no matter how impressive they are.
That said, not all models feel the same to work within. Your basic choices are the:
supportive PMO
controlling PMO
directive PMO.
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Supportive PMO
The supportive PMO focuses on guidance, tools, shared best practices, and coaching. It offers templates and standards, but teams retain a high degree of autonomy.
Supportive PMOs work best when:
teams are experienced and self-directive
leadership values trust and autonomy
the goal is clarity and consistency without heavy oversight.
When the environment supports it, a supportive PMO removes friction without adding any extra burden. It gives teams what they need and then gets out of the way. In my experience, this is where PMOs do their quietest and most effective work.
That said, this model is effective only when teams want support and leadership is comfortable with a hands-off approach. No micromanagers allowed. Without that buy-in, this type of PMO will fail.
Controlling PMO
A controlling PMO introduces required standards and reporting. It doesn’t run projects directly, but it sets expectations for how work is planned, tracked, and governed.
This model fits organizations where:
· delivery has become unpredictable
· leadership needs clearer visibility
· inconsistencies are creating risk.
When designed thoughtfully, a controlling PMO can create much-needed stability. When over-applied, it can feel like enforcement instead of enablement. This difference is intent, communication, and restraint.
Directive PMO
In this model, the PMO directly manages projects and assigns project managers. Authority is centralized and delivery is tightly coordinated.
Directive PMOs tend to work best when:
· the company is undergoing significant change or turnover
· projects are highly interdependent
· consistency and speed are critical.
Directive PMOs can exhaust people, so for that reason, if you’re going to run a directive PMO, run it for a short sprint and evaluate its effectiveness. Spoiler alert: This style of PMO and burnout exist hand-in-hand.
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So what’s the healthiest model or the model that will work best for you? It depends, and the answer may be none of the above! If your company culture values autonomy, a heavy-handed PMO will struggle. If your culture lacks clarity or accountability, an overly light PMO will add to the distress. Finding the right balance is important. For this reason, I’m a proponent of a hybrid model that combines the best features of supportive and controlling PMO models: some freedom and flexibility, combined with required standards and reporting. For me, that’s the sweet spot.
No matter what, though, it’s important to remember that the healthiest PMOs evolve. They start where they need to start and adapt as the organization matures. This is the beauty of watching a PMO grow.
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If you’d like help designing a PMO that fits your organization, Stoic ProjectWorks is here for you. We’ll work with you to craft a PMO that meets your team where it is and helps lead it to where it wants to be. Reach out. Send us a note. We’ll be happy to help.
