Learning Objectives
Learn key components of long term success and day to day satisfaction in workplaces as identified by leading professionals and respondents in a national survey.Evaluate actionable proposals against one another to better understand their method of implementation, impact and viability.
Commit to implementing at least one proposed change in your career or practice to improve professional satisfaction.
Learning Objectives
Learn about the experience of two firms implementing a culture of balance and flexibility; and the win / win for recruiting, retention and the bottom line.
Identify the issues and concerns attendees have regarding the culture of architectural practice.
Learn about the importance of alternative cultures of work and practice management as an adjunct to flex-time in developing work/life balance.
Identify ideas/ questions/ suggestions to take back to attendees firms; or to integrate in attendees professional lives.
Learning Objective 1
Upon completion, participants will be able to differentiate between the 5 styles of Negotiation (Avoiding, Accomodating, Compromising, Collaborative, Competitive) and reflect upon their past Negotiation scenarios and determine which strategy is most appropriate for each situation.
Learning Objective 2
Upon completion, participants will be able to further evaluate their own strength and weaknesses in various Negotiation scenarios by using the TKI conflict model test. (Thomas Kilmann Conflict Model Instrument) and understand their default Negotiation style tendencies.
Learning Objective 3
Upon completion, participants will be able to assess the negotiation context, empathize with your opponent (understand their motivations, concerns, and point of view) and adapt the relevant negotiation strategy that is best suited for the situation by applying the skills learned.
Learning Objective 4
Upon completion, participants will be able to develop their negotiation skills by practicing in Live Role Play for various negotiation situations prior to real contexts (ie. Performance Reviews, Contract or Salary discussions) within a safe environment of peers, mentors, sponsors. (“Negotiation Club” similar to Toastmasters or Debate Club.)Learning Objective 1
In the context of participatory brainstorming and discussion, participants will assemble an agreed upon definition of confidence, competence, and its component elements that is relevant to professional development. These definitions will form the basis of discussion for the current equity challenges in architecture firms.
Learning Objective 2
In response to the specific concerns identified by the group, participants will propose actionable outcomes on the firm and institutional level that will support the discussion and development of professional mentorship focused on confidence development and achievement recognition within the profession across genders.
Learning Objective 3
Drawing on personal experience and expert research, participants will identify and discuss current gender bias challenges related to confidence vs. competence in the architectural workplace and ideate strategies that will raise awareness and aid in changing perception. These strategies will be compiled in a toolkit and valuable resource for mentors, mentees, and firm leadership.
Learning Objective 4
Through interactive discussion, participants will, as a group, share and document relevant personal stories related to equity challenges and positive outcomes where confidence vs. competence is a factor in hiring, salary raises, performance reviews and career advancement. The group will compile an archive of shared experience within the profession of architecture that will provide inspiration and advice thru storytelling.
In the Meaning and Influence Knowledge Session, we will explore the opportune juncture we have in the architectural profession; the moment to be an agent of positive change. With the potential of digital revolution and changing values and viewpoints, it is our chance to evaluate traditional models of practice with new ideas that promote and elevate the Value of Design; partnerships with clients, integrated delivery with multidisciplinary teams, recapturing talent with diverse skills and increased engagement in the workplace. Re-designing Architectural practice to be inspiring, stimulating and gratifying is the best way to increase job satisfaction, prevent additional loss of talent, and support generational renewal.
Learning Objective 1
Upon completion, participants will be able to identify which skills within the architect’s toolkit is transferrable to other services beyond “Traditional Practice.”
Learning Objective 2
Upon completion, participants will be able to understand how to better position themselves individually within a multi-disciplinary firm, or which services they may consider pushing to expand within their firm.
Learning Objective 3Upon completion, participants will be able to understand how to better position their firm to function as a multi-disciplinary firm, as well as how to better cultivate innovation, exploration and partnership opportunities with other firms.
Learning Objective 4
Upon completion, participants will be able to identify service areas outside of “traditional practice” that architecture practices are equipped to take-on.
Learning Objective 1 Upon completion, participants will be able to clarify current priorities and work values by completing “Work Values” assessment questionnaire before the session and discussing in small groups.
Learning Objective 2 Upon completion, participants will be able to identify transferable skills gained during time away and re-frame narrative to highlight assets gained during time away vs. deficits accrued
Learning Objective 3 Upon completion, participants will be able to identify opportunities and challenges for returning to the profession and assess the current skills that need to be developed to align with professional goals, and determine the tools/people that can help achieve those goals.
Learning Objective 4 Upon completion, participants will be able to propose a set of Best Practices for use by the AIA or individual firms to support and provide returnee access paths and programs for successful re-entry into the profession.