There’s this myth in the project world that I find both fascinating and damaging — the idea of the “lone PMO hero.” The person who steps into chaos, brings structure to dysfunction, earns executive respect by sheer force of will, and single-handedly transforms how an organization delivers change.

It’s a seductive image. One that many of us have quietly aspired to.

I certainly did — until I realized how much it was costing me.

Early in my PMO leadership career, I joined an organization where the PMO had a reputation problem. We didn’t have a clear methodology, weren’t aligned to business needs, and were viewed by stakeholders as bureaucratic paper-pushers — the type of team you loop in only when forced to, knowing it’ll slow everything down.

I was new. I was inexperienced. And I was walking into a storm with no umbrella.

I remember sitting in meetings where our value was openly questioned. Projects were kicked off without involving us. Our team felt demoralized, and honestly, I didn’t blame them. There was no clear roadmap. No shared understanding of purpose. No trust. And no one to talk to about how to fix it.

It wasn’t that I lacked ambition or willingness to figure it out. But looking back, I see now how isolating it was. Every decision felt like a shot in the dark. I was reading every book I could find, watching webinars, trying to reverse-engineer successful PMOs I’d heard about. But what I really needed — more than templates or maturity models — was connection. I needed a conversation with someone who had already stood in my shoes.

Someone who could say, “You’re not crazy. It is hard. And here’s what I did when I was there.”

Eventually, through trial, error, and sheer persistence, I found my footing. I rebuilt trust with stakeholders, introduced new processes, and turned things around. But it took far longer than it should have. And it took more out of me than it needed to. If I’d had a real support system — even just a few people to lean on — I believe the journey would have been faster, smoother, and far less lonely.

This experience stuck with me. Because as I continued to work with more organizations, I began to see the pattern repeating.

PMO leaders — especially those in complex, fast-paced, or politically charged environments — often operate in isolation. They’re expected to guide others through change, hold teams accountable, introduce governance, and align projects to strategy… all while navigating shifting priorities, executive skepticism, and resourcing issues.

But who’s supporting them?

In many cases, the answer is no one. And that’s the problem.

Strong PMO leadership isn’t just about frameworks and tools. It’s about judgment. Confidence. Navigating ambiguity. And no matter how talented you are, those things erode when you’re forced to lead alone.

I’ve spoken with PMO leaders who’ve told me they feel like they’re constantly on the defensive — justifying their team’s existence, trying to educate executives who don’t understand project delivery, and firefighting more than they’d like to admit. These aren’t bad leaders. These are highly competent, well-intentioned professionals who are burning out because they don’t have the right support structure around them.

That’s when I started to reflect on what a true support system should look like — not as a luxury, but as a requirement for sustainable PMO leadership.

I believe there are four essential layers.

First, there’s the peer network — real conversations with other PMO leaders who understand what it feels like to have your recommendations ignored, your reporting questioned, or your processes circumvented. These are the people who’ve battled similar dragons and can offer not just advice, but empathy.

Then there’s coaching — not a general leadership coach, but someone who knows the inner workings of PMOs. A coach who can help you think through strategic positioning, governance challenges, intake models, prioritization methods, and stakeholder engagement strategies that actually work in the environments we operate in. Someone who’s not afraid to say, “Here’s what I would do — and here’s why.”

You also need allies inside your organization. Internal champions who believe in the PMO and can open doors when you hit resistance. These don’t have to be executives. Sometimes, a well-placed senior manager who advocates for your value can shift the narrative entirely.

And finally, yes, you need tools — but only when they’re backed by real conversations. A template means little without the context of how and when to apply it. Maturity models help, but they’re far more powerful when someone can walk you through what that next level of maturity looks like in your world.

This isn’t theory. This is real life. And if we’re going to change the narrative around PMOs from “bureaucratic burden” to “strategic enabler,” we need to support the people doing the work.

That’s why I’ve made it part of my mission to create that support system for others — the one I wish I had when I started.

At JBF Consulting, we’ve launched PMO study groups designed specifically for this purpose. These aren’t passive webinars or lecture series. They’re small, active peer communities where leaders share what’s working, get feedback on real challenges, and stop feeling like they’re the only ones facing these issues.

And we’re launching coaching programs tailored to PMO leaders across industries. Programs where you can have an actual human — not an AI or a course platform — help you think through the unique dynamics of your PMO, your leadership style, and your organization’s politics.

This isn’t about selling a service. This is about changing what it feels like to lead.

If you’ve been trying to prove your PMO’s worth on your own… if you’ve been carrying the pressure of delivery, governance, and executive alignment without anyone to talk to… if you’ve felt like maybe you’re the problem — I want you to hear this:

You’re not. You’re just trying to do something difficult without the support you deserve.

You don’t have to lead alone anymore.

There’s a network of people who understand what you’re going through. There’s a path to lead with more clarity, confidence, and connection. And we’d love to walk that path with you.

If you’re ready to explore what real support looks like — let’s talk.

📅 Book a free 30-minute chat here

You don’t need another year of trial and error. You just need someone who’s been there — and a community that has your back.