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Burges Salmon

"Just to say I've had some really positive feedback from the girls who went on the course yesterday. They all thoroughly enjoyed it and feel they learnt lots. You were a hit with them!"

Learn How To Effectively Extend The Co-ordinator's Role

Extending the Co-ordinator's Role

Target Audience

Co-ordinators and administrative team leaders who are new to the role of supervising and managing others and who will be doing this in conjunction with a secretarial or administrative role.

Course Objectives

Feel comfortable with and confident in the transition to a new role
Manage workload allocation efficiently and confidently
Practise new skills
Further develop the role as part of the management team
Develop their teams through improved interpersonal skills

Methods

Presentation, discussion in small and large groups, self assessment and practical situations / roleplay.

Important notes

This programme is designed to be run over a period of three to six months, at regular intervals. This will enable participants to implement learning points on return to work and bring back any remaining difficulties to the next module.  However, the programme can also be run as an intensive consecutive three day programme.

Course Contents

MODULE 1: A strong management team

  • You are not alone!
  • Knowing each other’s strengths, in the Coordinator team
  • Creating roles outside of the Coordinator team
  • Setting up regular Coordinator team meetings
  • What to include, feed through and feed up
  • Creating the Coordinator team brand
MODULE 2:  The credibility factor
  • Making the time to succeed
  • One of ‘us’ or one of ‘them’?
  • Identifying and adopting behaviours which build credibility
  • Understanding your approach to conflict
  • Adopting a confident approach to difficult situations
  • Helping each other’s confidence: sounding boards, approaches and advice from the team
MODULE 3:  Assessing and appraising team members
  • Managing performance
  • Seeking feedback from others
  • Making an objective assessment
  • Giving feedback on performance and conduct
  • Getting everyone to “exceptional”
  • What motivates people?
  • When do you take this further?
MODULE 4:  Effective communication
  • Building relationships through transactional analysis
  • A confident and professional approach to communication
  • Setting up and running secretarial meetings
  • Squashing the grapevine!
  • Structuring and controlling secretarial meetings
  • Up-side-down communication
MODULE 5:  Developing and supervising others 
  • Departments/team inductions
  • Making sure processes and standards are visible
  • The differences between performance and conduct
  • Closing performance gaps to maintain quality and standards
  • Should it be any different in each department?
MODULE 6:  Looking to the future 
  • Managing change – team and organisational
  • Interview tips and techniques
  • Using ‘whose problem?’ management
  • Assessing and contrasting challenges and successes past, present and future