The world has gazed upon Severance, the acclaimed series that unearths some dark themes about working life with reverent precision. At Lumon Industries, the severance procedure is a surgical process that splits a person’s mind in two, creating a “work self,” also know as an innie, that only exists at the office and a “home self”, also known as an outie, that has no memory of work. The procedure effectively splits one’s mind to provide a perfect harmony: an innie who knows only duty, an outie who remains unburdened. No overlap, no discord. A clean and perfect division.
For assistants, this vision may feel eerily familiar. In service to their leads, they too are expected to uphold a partition between self and duty, embodying professionalism while concealing the storms beneath. What, then, can the devoted assistant learn from the ways of Lumon?
The Lumon Handbook reveals all.
The following article is an imagining of what the sacred words of Kier, the cult-like founder of Lumon, might have written in the Lumon handbook and alternatively what lessons can we, the non-severed, learn from them.
Two Selves, One Duty: The Sanctity of Division
“The devoted worker leaves themselves behind. The self is a burden; the work is purity. Within these walls, you are unshackled from the chaos of personal existence. The self outside is not your concern. The self inside is blessed with duty.”
And yet, we know that the line is never truly clean. Just as in the show, parts of our work and personal life often appear and interrupt.
An assistant might wears two faces: the one that belongs to the world and the one crafted for the office. They guard their executive’s time, their reputation, their very ability to function. But what of the self? Where does the assistant end and the role begin? We are told to maintain balance, but sometimes the role consumes as much as it is permitted to take.
Sometimes duty doesn’t stop as you step out of the office. Not only does one have responsibilities to take care of oneself, but if they have a family, home, pet, or partner they walk right into another set of duties. Constantly thinking and doing for others and one can be left feeling their time is not their own.
While Lumon is trying to create the ultimate boundary, like in the show, the reality is that work and personal life sometimes bleed into each other. And boundaries are absolutely important but at times flexibility is needed. The key is not losing oneself and making sure downtime is protected. A time where your mind can wander and relax.
The Smiling Sentinel: She Who Must Endure
“To serve is to present the best of all things. The devoted must remain composed, must endure, must soothe the fears of those they serve. A smile is the shield against disruption. A composed voice is a weapon against chaos. To show strain is to fail.”
Observe Natalie, devoted steward of Lumon’s will – fyi she’s the assistant to the board. Her presence is required in all great moments, from grand announcements to corporate crises. She bears the news. She smooths the edges. She does not waver.
The assistant, too, is often expected to perfect this art. To remain serene in the face of calamity. To filter the chaos before it reaches the executive team. To absorb pressure without showing the strain. The work world demands their patience, their adaptability, their unflinching poise. As the Lumon handbook states, “What is stress but the shadow of a lesser mind? The devoted endure.” But even the most devoted have their limits.
In Mr. Milchik’s office, there is a small painting of a glacier. Beautiful and calm, but no one quite sees the depths of the work. What lies beneath the surface that no one can see?
At The Officials, we teach admins how to appropriately make the invisible work visible. It’s important that this illusion be illuminated and those around them are educated on the true value of the role. It can be found that many can describe the responsibilities of the role but not the true business case for how that role helps further the mission. Admins and assistants consistently look upwards for guidance and recognition and come away wanting.
Administrative professionals know that one request require a series of actions often not considered by others combined with an extensive mental handbook they have been building that records every personal preference of those they support, the minutia of every step of a request, deep knowledge of the tools at their fingertips to deliver these requests, and a constantly changing prioritization protocol.
Finding ways to articulate not only the value of the role but the deep work behind it is a skill and an essential element of professional and personal growth for administrative professionals.
The Illusion of Choice: When You Serve But Do Not Decide
“The devoted worker is free to choose within the boundaries of their service. Choice is a gift, bestowed only in the ways that serve the greater good. To step beyond this is to err. To question is to misunderstand,” so states the handbook.
Severed workers are “free” within Lumon’s walls. They may walk, speak, think—within prescribed parameters. They make choices, but only the choices permitted to them.
Assistants may come across this unwritten rule at work. They manage schedules, execute decisions, craft responses. But whose decisions are they, truly? The assistant operates as the hand of another, shaping reality on their behalf. And yet, in moments of crisis, when no guidance is given, the assistant must decide. A delicate dance of autonomy and servitude. To act, yet never overstep. To lead, but never claim leadership. Does the assistant hold power? Or merely the illusion of it?
This too is an illusion, or least it should be. Sadly, admin and assistants often contribute to this narrative as well. Many leads are looking for someone to MANAGE their time, help keep them on track and focused on targets, but this need often gets lost in delivery. While leads wait for admins to manage and direct, the lead can also struggle with how to provide direction to the admin especially when that is why they needed to hire someone in the first place.
In truth, it takes surrender, input and patience on the part of the lead. It takes fortitude, core confidence, creative problem-solving skills, and intelligence for an admin to decide to take charge of this part of their role.
These characteristics require skills that can be learned. In The Officials, we have courses that teach influence for positive and impactful change as well as how to build a strong relationship with a lead that highlights that you are two sides of the same coin, with the same goals, but each have different duties to perform to support the mission.
The Work is Mysterious, The Work is Important
“To question the work is to diminish its purity. The devoted need only know that it matters. They are given tokens of appreciation—a melon slice, a dance, a small trophy—to remind them that all is as it should be.”
The Lumon employees on the severed floor do not know how their work contributes to the company’s goals. They know they are corralling numbers, containing them, but they do not understand what the numbers represent, what they affect, or the value of their work. They are simply told to do it and are rewarded with small perks—finger traps, egg socials, melon bars, five-minute dance experiences.
For those new to the workplace or those who have stayed with one employer for a long time or have walked into a questionable or toxic work culture, this may feel familiar. If one has never been exposed to good workplace culture, these limp carrots seem like real treats rather than hollow incentives meant to keep staff in line.
It is imperative that administrative professionals understand the mission and targets of those they support, ensuring they align with their own values and setting goals accordingly. They must also recognize the services they provide and their value to the company. Only with this clarity can they move beyond mere servitude to become strategic partners, shaping not just the work but their own professional destiny.
This can be started today by simply asking one’s lead what their targets are and then analysing the admin’s own work to determine how their actions and own goals align. The latter part of this task can trip many admins up and again is a skill that can be developed by talking to others in the industry, mentorship, and training.
Conclusion: Reclaiming the Role
Administrative professionals have long been expected to quietly uphold the structure of an organization while asking for little in return. But true success comes not from blind devotion, but from understanding the full scope of our contributions. By seeking clarity about the purpose of our work, setting boundaries to protect our well-being, and making the invisible work visible, we can take control of our careers rather than being subject to the whims of the system.
Assistants are more than just facilitators—they are strategists, problem-solvers, and key decision-makers in their own right. The work is mysterious, yes, but it does not have to be. It is time for assistants to define their own value, take ownership of their roles, and ensure that their contributions are recognized—not just with melon bars and dance breaks, but with real opportunities for growth and leadership.
Want to stay ahead of the curve in the administrative profession? At the Spring PA Show 2025, Lauren Bradley, founder of The Officials, uncovered key trends shaping the future of executive support roles. From career growth challenges to the rising demand for digital skills and workplace flexibility, these insights are essential for assistants looking to thrive. Watch the video to discover the biggest growth opportunities in the industry that we saw at the show.
[00:00:06] So it is Monday after the PA Show Spring 2025, which we have here in London every year. And I wanted to come on here and one, thank a few people and two, talk about the trends that we saw this year, except in the last couple of years.
[00:00:18] One, thank you so much for the wonderful, wonderful Officials Team for being on the stand.
[00:00:26] And then an extra thank you to Paul, Isabelle, Susanna and Dee, who were all panelists on one of our sessions that we did about the importance of engaging with community in the administrative field. And what was incredible was in that panel, somebody actually raised their hand and said, I’m ready and said, I want to engage.
[00:00:47] Uh, but she was moving to Germany and just a few months and right away we were able to connect her with some amazing connections in Germany and advocates there. And it basically just proved the point. And if it wasn’t for you all being on that panel and sharing your experiences and inspiring those in that room, that wouldn’t have happened.
[00:01:05] So we had a real life example of why that’s so important right there in the moment. It was fantastic.
[00:01:12] And just to say , Marta, who is my right hand here at The Officials, thank you, thank you, thank you for all of your support, for everything that you do. Um, I cannot thank you enough.
[00:01:23] the second set of thank yous I have is to all of the attendees, anyone that attended any of the six sessions over the two days or came up to us on the stand. There were so many that engaged, that were vulnerable, that told their story, and I really appreciate that. I love hearing your stories.
[00:01:41] It’s, I said this to several people is addicting. It’s like a drug. I cannot thank
[00:01:45] you enough. I love problem solving. I love hearing what’s out there. And I love one of her original questions as well. It helps me create more content for all of you, to share with all of you. But I just wanted to thank you for seeing us on the stand.
[00:01:58] My voice is coming back. So that shows how many people we’re speaking with, but it was wonderful. Thank you for attending. Thank you for engaging. Thank you for being there.
[00:02:07] Okay, so let’s talk about some trends that we saw at the PA Show. So I’ve made a couple of notes, but let’s talk through it. So one is that, uh, not, well, not everyone felt this way.
[00:02:20] There was this sort of theme where people, they’re gravitating to the officials or coming up to me after the, the sessions, it was because
[00:02:27] they felt in general stuck. So it’s not that everyone’s feeling stuck, but there are quite a few assistants feeling stuck right now that are looking for some extra help.
[00:02:36] Now there’s a couple of reasons why they might have been feeling stuck. One of the biggest trends we always see and we are continuing to see is that they feel stuck.
[00:02:44] because they’re not being heard at work. And so whether they are not using the correct language, whether they are in the wrong place, but they are trying to prove their value constantly and they’re getting bummed out because it’s not being heard or they’re not progressing as they wish when something’s happening, feel completely stuck.
[00:03:06] The other reason why they might feel stuck is because maybe they have been heard and the company really loves them and compliments them, but they’ve basically been told you’re at the top. This is, this is all the growth possibility there are, there is at this company. Now one, that could be a short sightedness on the part of the company or two, it could be they’re telling you exactly who they are, whether they say, believe people and they tell you who they are.
[00:03:31] They’re telling you, you’ve outgrown the company. So maybe it’s time to start believing them. So those are some of the things we’ve seen about people feeling stuck.
[00:03:39] The other is, uh, when they’re applying for roles. So maybe being a top assistant, being great, their company, their company loves them, but they feel it’s time to move on and they’re applying for lots of roles.
[00:03:51] And nothing’s happening. And so there’s some really quick tips we were able to give people there, but it shows again and again that understanding the value bring to the role and how to create a CV that gets past the application tracking systems and then hooks people when they actually human eyes see it is essential.
[00:04:10] I find that a lot of the mentorship that we do here, the officials is on that particular subject and I will continue to drill this home. So if there’s someone in that space, we got to talk. Okay? So then feeling her job description, career progression.
[00:04:26] There were also a lot of talks, just not necessarily whether their company heard them or not heard them, but people talking about being in this place where some kind of transition needs to happen now, whether it’s they need to make more money or they’re looking to move out of the PA/EA admin role in general.
[00:04:46] And so there’s a lot of questions around that and how I feel that the skills here can transition. Now, while I think “that’s great.” I want everyone to be successful in wherever they feel pulled.
[00:04:55] In fact, while we were at the PA Show, I met the former head of communications for the F1 and she was a former assistant. I can’t wait to talk to her further and see if I can get some more details from her. She’s now trains in communication, but, uh, she was fascinating.
[00:05:10] But of course there’s ways that we can progress. Okay. I progressed to founder, right? And so, it really depends on what that looks like, but also I want to make it really, really clear, because it’s something I’ve been hearing lately, uh, too many times lately, is that, is asking about this, well, you know, I think I’m done with this profession, because there’s nowhere else to go, there’s this ceiling, is that I think that is BS, when I explain that to people, they don’t realize what is available to them. We don’t necessarily have to change our title. We might just be adding more responsibilities. You might become the lead of a network of assistants or department of assistants.
[00:05:52] It could be that you move into supporting someone more senior. So that was like a trend that I kept hearing as well. Like I can only move up if who I support is higher up and that’s definitely not the case. It is one trajectory, but it’s not the only path. And so I found myself making sure that before somebody left our profession, that they understood where they could go with our profession.
[00:06:16] There’s definitely a technology trend still where a lot of assistants are still very Microsoft based and also very frustrated with the task tracking tools within Microsoft and are very unaware of the alternative technology that is outside of that ecosystem and how that prevents them from applying for jobs in maybe a Google based environment with a different tech stack.
[00:06:40] And so we find we’re doing a lot of work in that space as well.
[00:06:44] But were you at the PA Show? What trends did you see? What sessions really stood out to you, who you talked to? I would love to hear if you, if you were there, please let me know your thoughts on the PA Show.
[00:06:54] But thank you again for another fantastic year and to the MashMedia team for putting it [00:07:00] on and we can’t wait to come back next year.
We’d love to know what you think. Pop your comment below or email us at hello@jointheofficials.com to learn more about our HQ Membership, Mentorship and Corporate Training services.
Let’s explore one of the biggest trends in the admin industry—an issue that is holding many professionals back. Despite their essential roles, administrative professionals often struggle to gain the recognition they deserve, leading to missed opportunities for growth and development. By addressing this trend, we can better understand the importance of valuing and empowering administrative staff to enhance their impact within organizations.
The solution? Admins themselves must take ownership of their value and communicate it effectively. When more administrative professionals learn to articulate their worth in business terms, they not only elevate their own careers but also create a lasting ripple effect that transforms the industry as a whole.
The Problem: Why the Admin Role is Undervalued
Lack of Visibility – Many administrative tasks happen behind the scenes, making it difficult for executives and colleagues to fully grasp their impact. If work isn’t directly tied to revenue generation, it’s often seen as a “nice-to-have” rather than an essential function.
Leaders Struggle to Define Admin Value – Executives are experts in justifying their own value, but they often lack the language or perspective to advocate for administrative professionals. Without clear articulation, admins risk being undervalued, underpaid, or overlooked for advancement.
Admins Aren’t Trained to Speak in Business Terms – Administrative professionals aren’t typically taught how to frame their responsibilities in terms of business outcomes, such as efficiency, cost savings, retention, or profitability. Without this skill, their work is often described in vague or task-based terms, making it harder to justify raises, promotions, and respect.
The Industry-Wide Impact – If admins don’t take control of the narrative around their roles, the industry as a whole will continue to face challenges in recognition, compensation, and career progression.
Why Admins Must Take the Lead in Changing the Narrative
Career Advancement – When you can clearly define your impact in business terms, you increase your chances of earning promotions, pay raises, and new job opportunities.
Professional Confidence – Understanding your value gives you the confidence to advocate for yourself in performance reviews, interviews, and networking situations.
Industry-Wide Change – When a critical mass of administrative professionals begins speaking in value-driven terms, companies will start hiring, compensating, and promoting assistants differently.
Improved Leadership Relations – Executives and managers will develop a clearer understanding of an admin’s strategic role, leading to stronger working relationships and greater professional respect.
The Framework: How to Define & Communicate Your Value
Shifting the way you talk about your role starts with a strategic approach. Instead of listing tasks, administrative professionals need to present their work in a way that demonstrates its impact on the business. Here’s how:
Step 1: Adopt a Business Mindset
Think of yourself as a consultant within your company. Consultants don’t just complete tasks—they solve business problems and drive efficiency. By viewing yourself in this way, you gain more control over how you position yourself and the work you do.
One of the biggest mindset shifts is realizing that you have a say in what services you provide. Defining the scope of your role helps you set professional boundaries, preventing burnout and ensuring that your work aligns with business goals.
Step 2: Identify & Define Your Services
Start by reviewing your job description and breaking it down into distinct services. Many job ads now categorize responsibilities by service area—something you can use to your advantage when refining your own role.
For example, consider this job listing:
“Managing executive calendars and correspondence with key stakeholders.”
“Booking travel, managing expenses, and handling event logistics.”
These broad responsibilities can be categorized as:
Calendar & Email Management
Travel & Expense Management
Event Planning & Coordination
Instead of listing tasks, describe these as services that add value to the company.
Step 3: Use the Value-Based Formula
To effectively communicate your impact, use this simple formula:
What you do + Who you do it for + The business value it brings
Instead of saying, “Manage executive calendars and scheduling,” you can frame it as:
“Optimize executive schedules to maximize productivity, minimize conflicts, and ensure seamless coordination with key stakeholders—driving efficiency and strategic decision-making.”
This approach helps shift the perception of administrative work from task-based to strategic.
Turning Individual Action into Industry-Wide Change
When individual administrative professionals start articulating their value more effectively, it creates a ripple effect across the industry. Here’s how:
Improve Your Resume & Job Applications
If every assistant started presenting their responsibilities as business-driven services, hiring managers would begin to expect—and respect—this language. Use your resume and LinkedIn profile to reinforce this shift. Clearly articulate how your work supports business goals, rather than listing generic admin duties.
Transform Performance Reviews
Many assistants dread performance reviews because they rely on their executives to recognize their contributions. Instead of hoping for acknowledgment, prepare a case for your value. Present your achievements in a way that ties them directly to company success. For example:
❌ “Organized team events throughout the year.” ✅ “Planned and executed team events that improved employee engagement, reduced turnover, and strengthened cross-functional collaboration.”
This framing makes it clear that your work has a measurable business impact.
Encourage Corporate Training Programs
Companies that invest in admin training programs often see improved retention and efficiency. If your organization has multiple admins, advocating for professional development opportunities (like those offered by The Officials) can create a company-wide shift in how admins are perceived and valued.
Resources & Tools to Help You
Regularly Review Job Listings & Admin Profiles
More companies are now structuring job descriptions by breaking down responsibilities into clearly defined services. Reviewing these postings can help you refine how you describe your own work.
Optimize Your Job Description: Look for patterns in job ads to improve the way you frame your role on your resume, LinkedIn, and performance reviews.
Benchmark Against Other Admins: Review how other assistants describe their roles to strengthen your own positioning.
Leverage AI for Better Value Articulation
AI tools like ChatGPT can help you:
Refine your job descriptions
Reword responsibilities into value-driven statements
Identify key business benefits of your services
Additional Resources
Lynn Walder’s Title Recalibration Initiative – Full of structured and highly detailed job description documents for administrative professionals, this resource can help you identify services in your role and wording to help define them and the all important value.
The Officials Mentorship Programs – If you feel you need some one-on-one help to define your services whether you are updating your resume/CV or preparing for a performance review, then our mentorship program is just the thing.
Conclusion
Change starts with individual action—when administrative professionals redefine their own roles, the entire industry benefits. By learning to articulate your impact, you elevate your own career while paving the way for future generations of administrative professionals.
I recently watched The Wild Robot and was surprised at the themes that jumped out at me. As an assistant (whose job is to complete tasks) and a mother, I found myself reflecting on how Roz’s journey parallels the experiences of many assistants, women, and mothers. The more I thought about it, the more I saw how her story speaks to the hidden, often undervalued labor that so many of us perform every day.
Roz, a robot designed to follow orders and complete tasks efficiently, finds herself stranded in the wild with no instructions, no clear path forward, and no immediate purpose—until she is thrust into the role of caretaker. When she adopts the orphaned gosling, Brightbill, she does not immediately know what to do. She tries to feed him, but the process is far from straightforward. She has to research, experiment, fail, and try again until she gets it right. This mirrors the experience of many assistants, who are often expected to “just figure it out” when thrown into new challenges without training or guidance. We learn through trial and error, innovating out of necessity because someone is relying on us.
Motherhood, too, is full of these moments of improvisation. At one point, Pinktail the opossum mother with 7 babies of her own tells Roz, “No one knows what they are doing. We just make it up.” This line resonated deeply with me. Like assistants and caregivers, Roz is not given a manual for how to nurture, teach, and protect Brightbill—she has to learn on the go, much like so many of us do in our professional and personal lives.
Throughout the film, Roz’s approach to problem-solving evolves. She cannot simply show Brightbill how to fly or swim; she must help him through repeated efforts, enlisting the guidance of others and adapting her strategies along the way. Many creatures, like Pinktail, offer guidance showcasing the power of leaning on community for help. Later Roz meets Longneck, the old veteran leader of the flock of geese on the island. He agrees to help Brightbill learn to migrate and later helps the young gosling to attain a leadership position in the flock. Without the help of Pinktail and Longneck, and many others, the task would have been much harder and potentially near impossible highlighting the importance of collaborating with community and experts to be successful.
Another striking moment comes when Roz meets another robot, Rummage, who runs a diagnostic and declares her “defective” for having overridden her original programming. Roz admits, “I have been overwriting my code for months. It was the only way to complete my task.” This moment highlights the expectation that assistants (and women, in many cases) should function transactionally—completing tasks without evolving, strategizing, or becoming innovators. Roz, like many of us, learns that real success requires adaptability and self-reinvention. She has changed permanently—not because she was broken, but because she learned and grew from experience.
The film also highlights the unseen labor of caretakers when Roz rescues the entire forest from a deadly blizzard. Predators and prey, once divided, huddle together under her protection. Even those who once mistreated or distrusted her recognize that she has sacrificed and even damaged herself to save them. This mirrors how assistants and caregivers often go unappreciated until a crisis reveals just how essential they truly are.
Perhaps the most profound lesson of The Wild Robot is that survival is not just about endurance—it is about adaptation, connection, and innovation. Roz, initially programmed to follow orders, learns to lead, nurture, and strategize. In doing so, she evolves to meet the challenges that face her and her community and her growth benefits the community-at-large.
Assistants, like Roz, are often expected to function like machines—efficient, predictable, and self-sufficient. But in reality, our greatest strength is our ability to adapt, to learn from experience, to collaborate, and to find creative solutions when there is no clear roadmap. Just like Roz, we are more than our original programming. We are innovators, problem-solvers, and leaders in our own right.
Have you seen the film? Read the books? Share your thoughts below.
Being an administrative professional can sometimes feel isolating. Even if you work with other assistants, there’s often an unspoken expectation that you must always have everything under control. You’re the go-to problem solver, the steady hand behind the scenes—but who supports you? There can be a stigma around admitting you need help, that you have tough days, or that you’re feeling stuck in your role. The pressure to always be on top of everything can be overwhelming, but here’s the truth: You’re not alone, and you don’t have to do it alone.
The Power of Connection
The antidote to feeling isolated is simple—connect with others who understand your world. If you don’t yet feel comfortable seeking out other administrative professionals within your own company (or if you’re the only one in your office), there are incredible resources available beyond your workplace.
There is an entire community of assistants out there who share your challenges, triumphs, and insider knowledge. Engaging with this larger network can be transformative, giving you access to advice, industry insights, and the camaraderie of people who truly understand your role.
Finding and Building a Community
I know firsthand how valuable community can be. When I moved to New York City for an exciting new job, I quickly realized that despite working in a major business hub, I felt professionally isolated. I had built my career in London, and my network was primarily based there. I remember standing on Madison Avenue, looking up at the towering skyscrapers, and thinking about how many other assistants were working behind those windows—people who shared my experiences and could offer insight, guidance, and friendship.
But I couldn’t find the kind of community I was looking for. I needed something that fit my lifestyle—something flexible, online, and welcoming. I had a baby to get home to after work, so in-person networking wasn’t always an option. When I couldn’t find the kind of supportive, accessible space I needed, I created it. That’s how The Officials was born.
I built this community because I needed it, and over the years, I’ve seen firsthand how impactful it can be to connect with peers. Whether it’s getting advice, learning about trusted suppliers, or simply sharing frustrations and wins, there’s real power in shared knowledge. No one at my company truly understood the nuances of my role, but my fellow assistants did. That’s why The Officials has become my life’s work—because when we come together, we all rise.
The Impact of Community
The validation and comfort that comes from talking to peers is hard to describe until you experience it. When you engage with a supportive group of assistants, the weight of being the office problem-solver feels lighter. You feel invigorated and more excited about your career. Seeing how others navigate challenges or simply getting a recommended vendor from a trusted peer can make all the difference. Your job becomes easier, and your shoulders feel lighter.
You Get What You Put In
One of the most important things I’ve learned is that community engagement is a two-way street. You will get out of it what you put in. The more you contribute, the more you’ll receive in return. Share your experiences, ask questions, offer support—this is how real connections are formed and how you’ll see the greatest benefits from engaging with others.
Where to Find Your People
If you’re ready to start engaging with the administrative professional community, here are some of our favorite places to connect:
The Officials HQ Membership – Our membership is built to provide administrative professionals with resources, mentorship, and an active, engaged community that supports and uplifts one another.
Industry Facebook Groups – There are now lots of administrative professional groups that exist where assistants share advice and job opportunities. We particularly like The State of The Executive Assistant.
LinkedIn – Professional groups dedicated to executive assistants and administrative professionals are great for networking and learning. There are also tons of advocates that are worth following
Local and Virtual Meetups – Many organizations host events specifically for administrative professionals. If in-person events don’t work for you, online meetups can be just as valuable. If you are in NYC we highly recommend EAs to the Rescue.
YouTube – Many administrative professionals and industry experts share valuable content, from productivity tips to career advice. Following relevant channels can be a great way to learn and stay engaged with the community. One of my all-time favorites on YouTube is Melissa Peoples of Admin Gurus, she offers practical advice from a career admin who is also a Microsoft Specialist.
Podcasts – There is invaluable advice that you can gain from listening to podcast hosted by another admin or assistant. Some of our favorites include Have a Seat… with Debra Coleman, The Whole Assistant with Annie Croner, and The Future Focused Admin with Candice Burningham and Jessica McBride. There are also some great podcasts with those who support our industry including Reach by Maven Recruitment and Assistants Together with Henrietta Barker.
Newsletters – There are plenty of great e-newsletters out there with helpful tips for admins and assistants. We have our own newsletter at The Officials called The Dossier but we can also recommend The Assist for a wide variety of advice.
Local and Virtual Meetups – Attending an admin-centric event can leave you feeling connected, supported and more knowledgeable. Walking into a room surrounded by others that now the highs and lows of this profession is incredibly empowering. My favorite in-person event each year in the UK is the PA Show. I love it so much I am even on the Advisory Board.
If in-person events don’t work for you, online meetups can be just as valuable. This is why we host monthly online events for our HQ Community members.
Did we miss any groups, advocates, or resources that you think should be on this list? Comment below and let us know.
Ready to Connect?
You don’t have to do this alone. If you’re looking for a place to engage, learn, and grow, we’d love for you to join us at The Officials. Our HQ Membership is designed to give administrative professionals like you the support and tools you need to thrive.
Join us today and become part of a community that for assistants by assistants.
Written by Lauren Bradley, Founder of The Officials
As administrative professionals, we often feel like we’re stuck behind the scenes—providing support, managing schedules, and handling details—but rarely in the spotlight. I used to feel the same way. But attending industry events, especially those dedicated to our profession, changed everything for me.
The First Step Towards Connection
I’ll never forget the first time I attended The PA Show as an assistant. Walking into that space at the ExCeL in London, I felt an overwhelming sense of excitement. There I was, surrounded by hundreds of other assistants, all experiencing the same challenges, triumphs, and pressures I knew so well. But more importantly, it was a space where I could finally connect with others who understood my role.
At the time, I was too shy to network with anyone beyond a few vendors. But just being there was a pivotal moment for me—a reminder that there was an entire community out there who shared the same passion for their work, and that my profession mattered. That event sparked something in me, a desire to do more, learn more, and connect more.
A Bold Moment That Changed My Career
Fast forward to one of my last times attending as a delegate. That year, I made a wild decision. While standing in the middle of the event, feeling that familiar buzz of inspiration, I grabbed my phone and went live on Instagram. In that moment, I proclaimed that by the next year, I would be on stage at the event as a speaker.
It might have seemed like a bold, maybe even crazy statement at the time, especially since I had never spoken to any of the organizers of the event. But here’s the thing: I believed it. I believed that attending these events—and showing up with my authentic self—could propel me toward something bigger.
And the best part? One of the organizers reach out to me, without ever seeing my post. I had just come onto their radar through my advocacy and they invited me to speak the very next year.
From Delegate to Advocate: A Career Transformation
That moment was the launchpad for what became an entirely new chapter of my career. The PA Show—along with the connections I made at that event—gave me the platform to start advocating for assistants in a bigger way. By attending, I didn’t just learn from incredible keynote speakers or discover useful resources; I also put myself in a position to be seen, to build a presence, and to make connections that would eventually lead to speaking engagements, opportunities to train, and the privilege of helping so many assistants take their careers to the next level.
The PA Show didn’t just support me as an assistant—it supported me as an advocate, a trainer, and now as someone who gets to pay it forward by helping others grow in their careers, just like mine grew from attending that event.
Unlocking Your Potential
Now, I make it a point to treat every person I meet at events with the same warmth and openness that I needed when I was just starting out. I know how it feels to walk into a room and feel unsure, nervous, or disconnected. That’s why I make it a priority to create an environment where everyone feels comfortable and confident to connect.
Whether you’re an assistant, EA, PA, or office manager, attending industry events is one of the most powerful ways to unlock your career potential. You get the chance to network with people who share your challenges and aspirations, discover new tools and resources that can help you succeed, and most importantly, put yourself in the position to be seen and heard by those who can help you take your career to the next level.
Just like it did for me, an industry event could be the first step in a journey that transforms your career. So, take the leap—attend an event, make that bold post, step into the spotlight, and see where it takes you.
Ready to Take Your Career to the Next Level?
If you’re ready to experience the power of industry events for yourself, don’t wait! Whether you’re looking for inspiration, career advancement, or just a chance to connect with others, attending these events is the first step toward unlocking your true potential.
Learn more and sign up for the next PA Show on 26 and 27 February 2025 and get ready to open the door to new opportunities, just like I did. And check out our events page for more ways to connect.
Performance reviews are often viewed with a mix of anxiety and dread, especially for assistants juggling year-end deadlines and the pressure of self-evaluation. But what if you shifted your perspective? Instead of seeing a performance review as a test, treat it as a strategic opportunity to showcase your contributions, align with your manager’s goals, and advocate for your future.
The key lies in three steps: Reframe, Reflect, and Renegotiate. By adopting this approach, you can turn performance reviews into a moment of empowerment and professional growth.
Step 1: Reframe – Viewing Yourself as a Consultant
To take control of performance reviews, start by reframing your mindset. Instead of thinking of yourself as an employee being evaluated, see yourself as a consultant or the founder of a startup. Your employer isn’t just your boss—they’re your client, and your job is to provide services that help them succeed.
This shift helps you:
Focus on Value: Frame your contributions in terms of the impact they’ve had on your manager or organization.
Stay Objective: Detach from emotions or insecurities and approach the review with the professionalism of a business check-in.
Advocate for Yourself: Remember, no successful consultant offers extra services without fair compensation—why should you?
Example: Instead of saying, “I handled scheduling,” highlight your value: “I managed a complex calendar, ensuring my manager had adequate preparation time, which led to a 30% reduction in meeting conflicts.”
Step 2: Reflect – Showcasing Services Rendered
Reflection is critical to a successful review. This is your chance to showcase the services you’ve provided and the value you’ve delivered over the year. Take stock of your accomplishments, connect them to organizational goals, and quantify your impact wherever possible.
How to Reflect Effectively:
Review Your Goals: Look back at the targets from your last review. What have you achieved? Where did you exceed expectations?
Highlight Wins: Use specific examples to illustrate your contributions. Focus on outcomes rather than just tasks.
Task-Oriented Statement: “I organized team events.”
Outcome-Oriented Statement: “I organized team events that improved engagement scores by 15%.”
Acknowledge Challenges: If you fell short in some areas, don’t shy away. Instead, demonstrate how you addressed those challenges or what you learned from them.
Pro Tip: Keep a running “achievement tracker” throughout the year. Jotting down wins, feedback, and milestones as they happen will make this step far less daunting.
Step 3: Renegotiate – Advocating for Your Future
The final and most empowering step is renegotiation. Just as a consultant would revisit a contract after delivering value, use your performance review to discuss adjustments to your role, compensation, or opportunities for growth.
How to Approach Renegotiation:
Present Your Case: Summarize your accomplishments and how they’ve benefited the organization. Be clear about the value you’ve brought to the table.
Propose Solutions: Identify additional services or responsibilities you could take on, but tie them to appropriate adjustments in pay, title, or resources. For example: “I’ve noticed a gap in onboarding efficiency. I’d like to take ownership of improving the process, but I’d also like to discuss how my compensation can reflect this expanded role.”
Be Specific About Your Ask: Whether you’re requesting a raise, new title, or professional development opportunities, be direct and confident.
Renegotiation Doesn’t Mean Conflict: Approach this conversation as a partnership adjustment, not a demand. Frame it as ensuring mutual success: “To continue delivering value at this level, I’d like to revisit my compensation and role expectations.”
Bringing It All Together
By reframing your mindset, reflecting on your contributions, and renegotiating your terms, you can turn performance reviews into a powerful tool for growth. This approach not only helps you showcase your value but also sets a tone of professionalism and confidence that will resonate with your employer.
Remember: You’re not just an assistant—you’re a strategic partner, delivering essential services that keep the organization moving forward. Own your contributions, advocate for your worth, and use this opportunity to build a stronger, more rewarding professional relationship.
Ready to Take Your Performance Review to the Next Level? Join us for our upcoming workshop, Strategic Performance Review Preparation: Your Blueprint for Structured Self-Advocacy. This live, interactive session is designed specifically for assistants like you. Learn how to highlight your accomplishments, structure your self-evaluation effectively, and confidently advocate for your worth. Don’t miss this opportunity to gain actionable strategies and practical tools to shine during review season. Register here to secure your spot!
Let’s be real: being an assistant is a fast-paced, high-stakes juggling act. Between coordinating schedules, fielding endless requests, tracking every little detail, and making sure everyone else is where they need to be, there’s a lot on your plate. Staying organized isn’t just helpful—it’s essential. But even the most organized among us can only do so much without some serious backup.
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Enter The Admin Attaché, a dashboard made just for assistants. Think of it as a one-stop command center designed to keep your day streamlined and sane. With everything you need in one place, it’s built to help you get things done quickly, efficiently, and—yes—with a lot less stress. Here’s why a Notion dashboard like The Admin Attaché could be your new best friend at work.
What Is an Assistant Dashboard, Anyway?
Imagine if you could take all the different tools you use—calendar, to-do list, project trackers—and combine them in one, super-organized workspace. That’s what an assistant dashboard is. Instead of jumping from app to app or shuffling between tabs, a dashboard keeps it all together in one view, so you can see your entire day (and week) laid out in front of you.
For assistants, this setup is a game-changer. A dashboard is more than just a workspace—it’s like a backstage pass to every project, deadline, and priority you’re managing. The Admin Attaché makes sure that no email gets lost, no appointment is double-booked, and no task slips through the cracks.
Why Notion is the Perfect Platform for Assistant Dashboards
The Admin Attaché is built as a Notion template, which means it taps into the flexibility and power of Notion’s all-in-one workspace. Notion is a favorite among assistants because it’s highly customizable, allowing you to shape your dashboard exactly the way you need. With Notion, you can create a centralized hub that combines task management, document storage, project tracking, and more—all in one place. Plus, Notion’s intuitive, drag-and-drop interface makes it easy to keep everything organized and quickly adapt to the unique demands of your role.
Why Technology Is an Assistant’s Best Friend
For many people in administrative roles, technology isn’t just helpful; it’s essential to keep up with the demands of the job. An assistant dashboard like The Admin Attaché brings together the tools that make life easier, so you’re not constantly playing catch-up. The goal isn’t to make you “more tech-savvy”—it’s about using the right tech to help you be more organized, less stressed, and better prepared to tackle any last-minute changes or requests.
It’s like having a personal assistant for your assistant role. Everything you need is just a click away, and that quick access can make all the difference in a job that requires as much flexibility as precision.
Customization: Why It Matters and How It Helps You
Not all assistants work the same way, and The Admin Attaché gets that. One of the best things about this dashboard is that it’s customizable. So, instead of forcing you to adapt to someone else’s system, it lets you create a setup that works best for you. Maybe you want a top-down view of your daily tasks, or maybe you need quick access to a list of contacts and email threads. However you like to organize things, you can make your dashboard fit your style and priorities.
And this flexibility is crucial—when you can set things up the way you like, you’re more efficient. A customized dashboard means less time spent hunting down information and more time focusing on the work that matters most.
The Admin Attaché: Designed to Make Your Life Easier
So, what makes The Admin Attaché stand out from other tools? It’s designed specifically for administrative professionals, by administrative professionals, with all the little details that make an assistant’s job easier.
Here are some of the standout features that make The Admin Attaché such a valuable tool:
Every thing you need in one place: Keep all your important notes, meetings, itineraries, while tracking your tasks in one secure and easily accessible dashboard. No more searching through multiple platforms or folders.
Enhanced Organization: Stay organized with customizable categories and tags. Easily categorize and find the essential data, making it effortless to stay on top of your administrative tasks.
Time-Saving Efficiency: Save time by having all your essential information in one place. No more wasted minutes searching for what you need or trying to remember where you saved that important note.
Full Customization: Make your dashboard your own. Organize tasks, notes, or messages in a way that works for you.
Seamless Collaboration: Easily share updates or handover notes with other team members, keeping everyone in the loop.
Why an Assistant Dashboard is Worth It
Let’s face it—assistants keep the wheels turning in any team or organization. But it’s a demanding role, and sometimes you need tools that can help manage that demand. The Admin Attaché is designed to give you a little breathing room by helping you keep track of it all, without feeling overwhelmed.
Once you’re set up, this dashboard saves you time, reduces the mental load, and helps keep you on top of every task, request, and meeting on your plate. It’s about working smarter, not harder, and giving yourself a leg up in a role that asks a lot.
Embrace the Power of a Dashboard
If you’ve been handling it all solo, a dashboard might just be the missing link in your workflow. The Admin Attaché is here to bring some clarity to the chaos, help you find what you need when you need it, and give you that extra edge.
So, if you’re ready to streamline your workload, reduce stress, and stay organized, a dashboard could be just the solution you’ve been looking for. Give yourself the gift of a system built specifically for your role, and discover how much smoother each day can be.
Boost Your Efficiency: Applying Supply Chain Management Principles to Your Work as an Executive Assistant
As an executive assistant or administrative professional, your role revolves around keeping everything running smoothly. Whether it’s scheduling meetings, managing communications, or ensuring resources are ready when needed, your responsibilities are all about delivering consistent, reliable support to your “client”—your executive, manager, or team.
Interestingly, the principles of supply chain management (SCM), which large organizations use to streamline operations and meet customer needs, can be highly useful for executive assistants too! In this post, we’ll explore how you can apply these principles to boost your productivity, minimize disruptions, and better support your team.
1. Customer Focus: Putting Your Client First
Supply Chain Principle: Supply chains begin with the customer. Every decision is geared toward meeting their needs and adding value.
How to Apply It: Just as companies keep the customer at the center of all processes, you can keep your executive’s or team’s preferences and priorities front and center. To do this:
Understand their work styles, preferred communication methods, and biggest pain points.
Anticipate needs based on their schedules or deadlines, and proactively offer support for upcoming tasks or projects.
Regularly check in for feedback to refine how you can add the most value.
Tip: Set reminders to touch base periodically, and document preferences in a quick-access reference sheet for easy, consistent support.
2. Demand Forecasting: Anticipate Needs in Advance
Supply Chain Principle: Forecasting demand helps companies balance supply with demand to prevent shortages or excess.
How to Apply It: Keep a close eye on the flow of work for your executive or team. Is there a big project or deadline approaching? Are certain times of the year busier than others? Anticipating workload spikes can help you stay one step ahead:
Develop a “project calendar” that includes peak periods, deadlines, and key milestones for both you and your executive.
For meetings, prepare in advance by gathering materials and scheduling follow-ups ahead of time, so nothing slips through the cracks.
Tip: Use project management tools or calendar apps to organize and track projects. Regularly review these with your executive to ensure everything aligns.
3. Inventory Management: Organize Resources for Easy Access
Supply Chain Principle: Good inventory management helps companies maintain optimal stock levels without waste.
How to Apply It: As an assistant, you deal with a “stock” of resources—from files and reports to office supplies and contacts. Make sure everything your executive needs is readily available, organized, and up-to-date:
Keep a “virtual inventory” of key documents, templates, and frequently used resources in an organized cloud folder.
Regularly update contact lists, expense reports, and any other resources they use often.
If you’re managing office supplies, create a monthly checklist to review and restock essentials.
Tip: If you work in a digital-heavy environment, consider using labeling systems or color-coding in your online folders to keep things quick and accessible.
4. Logistics and Transportation: Streamline Communication and Scheduling
Supply Chain Principle: Efficient logistics ensures goods arrive on time, minimizing delays.
How to Apply It: In your role, logistics often translates to communications, scheduling, and making sure people and information are where they need to be, when they need to be there:
Create a streamlined process for scheduling meetings, ensuring no conflicts and confirming details ahead of time.
Use shared digital calendars to coordinate with your team or clients on availability and deadlines.
For complex projects, track milestones in a project management tool and send reminders to keep everyone on schedule.
Tip: Set up email templates and automated responses to quickly manage frequently asked questions or requests for information.
5. Supplier Relationship Management: Build a Network of Reliable Contacts
How to Apply It: Your “suppliers” could include vendors, other departments, or external partners your team depends on. Build strong connections so you can call on them for quick turnarounds, reliable resources, or special requests:
Regularly connect with key contacts, whether it’s through email check-ins, short meetings, or casual chats.
Keep detailed notes on vendors, contractors, or service providers, and use them as a reference for who can help with specific tasks or projects.
Tip: Maintain a directory of go-to contacts for various needs, from tech support to event planning, so you’re prepared for any request.
6. Information Flow and Visibility: Keep Communication Clear and Accessible
Supply Chain Principle: Real-time, transparent information flow is essential for decision-making and problem-solving.
How to Apply It: Keep all stakeholders in the loop to prevent misunderstandings and last-minute surprises. This includes:
Sending regular status updates to your executive or team on key tasks and any project blockers.
Documenting processes (such as travel arrangements, document requests, or meeting agendas) in shared documents or guides, so they’re accessible to everyone.
Encourage open communication for feedback on what’s working and what needs adjusting.
Tip: Use collaboration tools like Slack, Teams, or shared documents to centralize communications and reduce email overload.
7. Continuous Improvement: Keep Evolving for Greater Efficiency
Supply Chain Principle: Continuous improvement focuses on refining processes to increase quality and reduce waste.
How to Apply It: Every week or month, reflect on what’s working and what could be improved in your support processes:
Conduct quick self-reviews or feedback sessions with your executive to identify bottlenecks or inefficiencies.
Simplify workflows by creating templates for frequently used documents (meeting agendas, travel itineraries, etc.).
Stay updated on new tools and technologies that can streamline your work.
Tip: Schedule a weekly “wrap-up” session to assess progress, refine to-do lists, and organize tasks for the upcoming week.
Final Thoughts
By thinking of yourself as the “supply chain manager” for your executive or team, you can use these SCM principles to bring greater structure, organization, and efficiency to your role. This approach not only helps your clients succeed but also boosts your own productivity, making your day-to-day responsibilities more manageable. The result? Less stress, fewer last-minute surprises, and an executive who knows they can rely on you to keep everything running like clockwork.
Give these principles a try, and see how they can transform the way you work!
In recent years, a trend has resurfaced in some organizations: “assistant pools.” Though pooling assistants may seem like an efficient solution, particularly as businesses look to streamline costs and resources, it often comes with substantial drawbacks. Assistant pools can lead to a sense of dehumanization, demotivation, and invisibility for administrative professionals.
So, what’s the alternative? I believe that the future lies in establishing an “Administrative Department” or “Assistant Network”—a structured approach similar to a tech or engineering team. By creating a department focused on professional development, clear roles, and training, organizations can better support their administrative staff and ultimately improve company-wide productivity and satisfaction.
What Are Assistant Pools?
“Assistant pools” refer to a system where multiple administrative professionals support a group of executives, managers and teams, often without individual assignments. In this setup, executives request support from a shared pool of assistants, and whoever is available at the moment takes on the task. This system may seem practical, especially when trying to cover high-demand periods or multiple departments, but it typically leads to several unintended consequences.
In an assistant pool, administrative professionals lose the ability to form personal, one-on-one relationships with executives. They often operate on a “next available” basis, which can result in a transactional, task-based dynamic rather than a partnership. This model doesn’t allow assistants to fully understand an executive’s specific needs, preferences, or goals, ultimately limiting the quality of support they can provide.
The Downsides of Assistant Pools
Dehumanization and Lack of Ownership
In assistant pools, administrative professionals can feel like interchangeable parts. Without designated executive relationships, assistants lose the ability to understand their executives deeply, which can hinder their performance and leave them feeling undervalued.
When assistants aren’t assigned to specific executives, they lack the ownership that comes from a dedicated role, reducing their investment in long-term tasks and projects. This sense of disposability can be profoundly demotivating and leads many assistants to feel invisible within their organizations.
Isolation and Decreased Morale
Assistant pools can create an isolating environment for administrative professionals. Without a dedicated network or department structure, they often work alone, lacking a team for support and collaboration. Pooling assistants reduces camaraderie, which can make the job feel lonely and, at times, undervalued.
When assistants lack the support of a team or a defined structure, it can also hinder their ability to advocate for themselves. A pooled environment may not have clear pathways for feedback, growth, or career advancement, which can contribute to job dissatisfaction and burnout.
Limited Growth and Professional Development Opportunities
In assistant pools, administrative professionals often miss out on mentorship and professional development. Without a designated leader or clear career path, it’s challenging for assistants to gain visibility and grow in their roles. Executives who only interact with assistants in brief, transactional ways may overlook their potential, limiting growth opportunities.
With minimal access to training or dedicated resources, assistants in pools are often left to manage their own development. This limits their ability to learn new skills, implement best practices, or prepare for more advanced roles.
A Better Solution: The Administrative Department
To truly leverage the skills of administrative professionals, organizations should consider an alternative to assistant pools: an Administrative Department or Assistant Network. Instead of treating assistants as interchangeable resources, this structure would establish a department dedicated to supporting, developing, and empowering administrative staff.
What Does an Administrative Department Look Like?
“Imagine an Administrative Department structured similarly to a tech or engineering team, complete with dedicated leadership, career progression paths, and a culture of collaboration. In this structure, assistants have clear roles and titles that reflect their expertise, such as “Executive Assistant,” “Administrative Specialist,” or “Senior Operations Manager.”
This department wouldn’t just manage schedules and tasks; it would focus on enabling administrative professionals to grow, support each other, and excel in their roles. Regular team meetings, collaborative planning sessions, and mentorship opportunities would foster a sense of community and shared purpose.
Key Components of an Administrative Department
Clear Roles and Structured Hierarchies
Administrative roles within this department would be clearly defined, with titles that reflect levels of experience and areas of expertise. This structure allows assistants to progress within the department, providing opportunities for advancement and specialization.
By establishing a formal hierarchy, administrative professionals have designated leadership and support, ensuring they’re not left to navigate challenges alone. This structure also empowers assistants to step into leadership roles, which can further enrich the department’s culture.
Professional Development and Training
A primary function of an Administrative Department would be to provide executive assistants training. Training can include everything from advanced software skills and project management techniques to leadership skills and emotional intelligence.
Regular training programs, like those offered at companies such as Google, could even include training for executives. At Google, executives are trained on how to work effectively with their assistants before being assigned one. This proactive approach fosters stronger partnerships, reduces miscommunication, and helps executives fully leverage their assistants’ skills.
Onboarding Programs and Specialized Resources
The department could also include a structured onboarding program tailored for new assistants. This onboarding would equip them with an understanding of their role, the tools they’ll use, and the company’s culture.
Specialized resources, such as templates, tools, and guides, could be shared within the department, ensuring that every assistant has access to best practices and efficient methods. This helps standardize high-quality support across the organization.
Shared Resources and Collaboration Tools
Within an Administrative Department, assistants can share resources, like scheduling tools, project management software, and document templates. Instead of each assistant working independently, they can collaborate and share best practices, ensuring consistency across the board.
Collaboration tools also enable assistants to communicate easily, brainstorm solutions, and offer each other advice, further enhancing their ability to support the organization effectively.
The Benefits of an Administrative Department for Organizations
An Administrative Department offers clear advantages over assistant pools, benefiting not only the administrative professionals but also the organization as a whole.
Streamlined Workflows and Enhanced Agility
An Administrative Department brings structure and consistency to workflows, enabling assistants to work more effectively. With standardized practices, assistants can jump in and assist each other seamlessly, creating an agile support system that can adapt to changing demands without disrupting the overall workflow. This flexibility is particularly valuable in fast-paced environments where support needs can fluctuate.
Increased Engagement and Professional Satisfaction
A structured department provides a sense of community, growth, and belonging for administrative professionals. With clear roles, access to training, and paths for advancement, assistants are more likely to feel valued and motivated in their roles. This structure helps reduce turnover, boost morale, and foster loyalty within the organization, as assistants see a future for themselves within the company.
Clear Support and Defined Career Paths
One of the greatest challenges in assistant pools is the lack of a clear career trajectory. In an Administrative Department, assistants have the opportunity to grow within the organization, whether through managerial roles or specialized functions. Defined career paths not only retain top talent but also ensure that assistants have the guidance and mentorship they need to excel.
More Effective Executive Partnerships
With structured training for executives on how to work with assistants, the organization fosters strong, mutually respectful partnerships from the start. Executives who understand the best ways to leverage their assistants can delegate more effectively, reduce miscommunication, and ultimately achieve more. This approach also empowers assistants to advocate for their needs and establish a productive working relationship.
Conclusion: Embracing the Future of Administrative Support
The concept of assistant pools may seem like a convenient solution, but it’s ultimately limiting for both assistants and organizations. By contrast, an Administrative Department creates an empowering, supportive, and effective environment that recognizes the critical role administrative professionals play. Through dedicated executive assistants training, shared resources, structured onboarding, and career development, this approach transforms assistants into an essential, visible part of the organization’s success.
The future of administrative support isn’t about pooling resources—it’s about building a robust assistant network that values, develops, and leverages the skills of administrative professionals. Embracing an Administrative Department is a powerful step toward a modern, respectful, and efficient approach to supporting executives and driving organizational success.
Looking to Structure and Lead Your Administrative Team?
If you’re ready to elevate the structure and effectiveness of your administrative staff, check out our Corporate Services. We specialize in consulting, mentoring, and training your team to become true growth accelerators for your business. Our tailored approach helps you build a thriving Administrative Department that empowers your assistants, enhances productivity, and drives organizational success.
Contact us today to learn how we can support your team’s development and create a solid foundation for lasting growth.
