Gregg Brown

Most Administrative professionals manage and contribute to small or large projects. You may not have had formal training in project management, yet you’re required to oversee projects frequently – whether it’s an event your planning, a new process you want people to follow, or manage an office move. These projects are often of shorter duration that don’t require the full scope of formal project management techniques. Yet, Administrative Professionals are often expected to understand project management concepts, techniques and how to apply them in their work! This interactive workshop is designed to provide you with knowledge and practice that you can immediately use in your day to day work.

Learning Objectives

• Identify key questions to ask at each stage of a small project.
• Plan steps to move a project forward.
• Discuss ways to manage changes and expectations throughout the project.
• Proactively plan for risks, so your projects stay on track!
• How to manage the constraints of time, scope and resources and their impact on your project 
• Discuss ways to manage changes and expectations throughout the project

Regardless of who we are working with, having challenging or difficult conversations is something that happens frequently. Colleagues you work with have different skills, different concerns, and different levels of motivation for engaging with your ideas. Adjusting your set of skills to engage with the other person is key to having a successful conversation that gets the outcome you want. This workshop is designed to help individuals have more efficient and successful conversations.

Learning Objectives

• Read different types of personality styles using the DiSC framework
• Understand the goals and fears of the other person and how to adapt to that 
• Adapt their approach and reduce the other person’s opposition and resistance to their ideas
• A framework to have difficult conversations with their colleagues

As administrative professionals, you often have to supervise and coach others. Coaching others requires us to know that our colleagues have different skills, different concerns, and different levels of motivation. Further, we know that if we ignore these diverse needs, there is a greater chance that our colleagues will waste their energy moving in the wrong direction, get frustrated with a lack of success, or just disengage from what you are trying to get them to do.

Learning Objectives

In this session, participants will:

• Understand how coaching fits into influence, expectations and accountability.
• Use the GROW coaching model to have coaching conversations
• Practice coaching and get feedback

Today’s organizations run on influence.  Influence enables you to build the relationships you need to get results inside or outside the formal power structure. To be successful in busy cross-functional organizations, you need to be skillful and flexible in the way you influence others.

This workshop with show participants some of the common effective methods and pit falls encountered when influencing others.  We will establish a framework that participants can use to increase their influence.  By walking through a number of scenarios we will demonstrate how to more effectively move your ideas into actions.

Learning Objectives

Participants will learn how to:

• Assess influence situations and apply appropriate strategies to achieve success
• Analyze how organizational structure and culture impacts the ability to influence
• Employ strategies to influence others in a virtual organization
• Identify their preferred style of influencing others and determine the effectiveness of that style