Given the crucial role that administrative managers play in achieving an organization’s strategic goals and objectives, the administrator’s role cannot be discounted. Project and organization management has emerged as one of the most pressing issues in recent times because of poor resource and administration. However, there is surprising disagreement among educators and executives regarding what makes a good administrator. This distinction is centered on the search for traits or characteristics that will objectively identify the “ideal executive” who is prepared to effectively address any issue in any organization. There is a plethora of administration and organizational management literature that attempts to define the qualities and strategies executives require, and these seem quite rational on their own. On the other hand, it is easy to see how distinct the individual characteristics of successful administrators in any organization are from the ideal list of executive virtues. Numerous executive development programs have failed to achieve satisfactory results due to their inability to foster the growth of administrative skills. In this context, the term “skill” refers to an ability that can be learned, not necessarily acquired, and is demonstrated through performance. The current approach to administrative issues is based instead on what good executives do (the skills they demonstrate in effectively performing their jobs). Without requiring specific traits to be identified, this method suggests that developable skills are the foundation of effective administration. Consequently, the objective of this training is to develop result-driven administrative capacities in order to enhance participants’ skills and competencies. This tactic emphasizes the fact that effective administrators do not always come naturally to people; they can be improved upon. It provides a more useful perspective on an organization’s administrative procedures and practices by going beyond the requirement to identify specific characteristics to assist in determining the strategies that are most required at various levels of responsibility.