5 Key Tips for Assistants 

by: Heather Baker on April 29, 2026 Categorized in: Recognition

1. An Assistant Works WITH Their Manager FOR the Success of the Organisation 

This is the basis for any manager–Assistant relationship. Just like every other employee, an Assistant is there to enable the success of their organisation. It doesn’t matter what ‘level’ people are at; they all bring different skills and qualities to the company which, together, enable success – whatever that may mean to your organisation – profit, care, well-being, creativity, etc. 

The Assistant works with their manager(s) to achieve this. When asked what you do, reply, “I work with the Managing Director for Company X.” 

2. Assistants Perform Different Tasks, Not Less Important Tasks 

The manager and the Assistant do the same job; they have the same objectives. They simply carry out different tasks to achieve those objectives. Assistants do not do the ‘less important tasks’ or the ‘smaller tasks’; they simply do different tasks. 

Assistants bring specific qualities and skills to the team with their manager, who often may not have the communication, interpersonal, or organisational skills that exceptional Assistants have in spades. 

3. Know Your Manager’s Objectives; They Are Yours Too 

An Assistant is there to enable their manager to achieve their objectives; therefore, those objectives are the Assistant’s too. 

How can you work proactively as an Assistant if you don’t understand what is important to your manager on that day/week/month/year? How do you know which calls to put through, which emails to prioritise, which meetings to get in the diary urgently and so on? How can you make decisions on your manager’s behalf? How can you work strategically with your manager? 

I always recommend daily meetings (when possible) with your manager. At this meeting, you say, “What are our objectives for today?” On the first day of the week, it might be, “What are our objectives for this week?” 

With more than one manager it may be slightly less often, but the more regularly the meetings take place, generally the shorter they will be. This is particularly important in fast-moving businesses. 

4. The Exceptional Assistant Is an Emotionally Intelligent Leader 

This is my definition of an exceptional Assistant. It means they understand themselves, their motivations, and those of others. It is vital for Assistants today to build meaningful relationships with colleagues, managers, clients, etc.; the role is no longer the ‘tea and typing’ of the old days. Assistants know to react to people and can adapt their thoughts and behaviours to positively influence the outcomes of interactions with others. They are emotionally intelligent. 

5. Anyone Can Be a Leader 

You don’t have to be a manager to be a leader
 and some managers are definitely not leaders! Many employees are promoted to managerial roles because they are good at their job; that, of course, doesn’t mean they know how to lead others. Unless they are offered leadership/management training (which many aren’t), they will repeat what they have seen. That’s great if they’ve had good managers, but not great if they haven’t. 

Assistants can become leaders with their emotional intelligence, and by inspiring others to succeed. 

The Most Important Question You Should be Asking at Work: Why? 

by: Rhonda Scharf on April 29, 2026 Categorized in: Self-Assessment

Why is the sky blue? 

Why do birds fly south in the winter? 

Why do I have to grow up? 

If you’ve ever spent time with a toddler, you’ve heard the question “Why?” a hundred times a day. Their constant curiosity means they are learning, exploring, and trying to make sense of the world. 

Then, something strange happens as we grow up. 

We stop asking “why.” 

It could be because we’re afraid of sounding like we don’t know the answer. We may not want to challenge authority or rock the boat. Or perhaps we become so busy doing that we forget to be curious. Regardless of the reason, letting go of “why” is a missed opportunity. 

Why “Why” Matters 

When done with curiosity rather than criticism, asking “why” shows initiative, thoughtfulness, and a genuine desire to understand how your organization functions. 

Asking why doesn’t mean you’re challenging decisions; it means you’re trying to learn. And when you understand the reasoning behind a task, a report, or a request, you can improve it, streamline it, or make it more valuable. You can save time, gain clarity, improve communication, position yourself as a strategic partner, and, most importantly, add value to what you do each day. 

It’s not as simple as the “why” our toddlers ask, though. 

Ask, Offer, Suggest 

Take a three-pronged approach when asking “why” at work. Think about questions to ask, offers to make, and possible solutions to suggest. 

Example: The Monthly Report 

Imagine you’re responsible for creating a monthly report that tracks employee vacation and sick time. Every month, like clockwork, you pull the numbers, enter them into the spreadsheet, and send them off. 

But has anyone ever told you what your executive does with that report? 

What not to do: 

  • Keep doing the report without knowing its purpose. 
  • Assume the report is useful just because it’s always been done. 
  • Think, “It’s not my place to question it.” 

What to do: 

Ask: “I want to make sure this report is as helpful as possible. Can I ask what decisions it supports or what you’re looking for in the data?” 

Offer: “Would a quarterly report meet your needs, or is monthly essential?” 

Suggest: “Would it help if I also tracked the trends or compared departments?” 

By asking why, you’re not pushing back; you’re trying to make sure your work is meaningful and effective. And who knows? You might uncover a better way of doing it. 

Timing Is Everything 

Asking “why” works best when paired with emotional intelligence and good timing. If your tone and timing reflect curiosity and professionalism, the question is almost always welcome. 

So, my challenge to you is, before you hit “send” on that next email or “save” on that next report, pause and ask yourself why you are doing it, why it matters, and why now. 

If you don’t know the answer, find it. 

Ask respectfully. Ask intelligently. Ask with curiosity. 

You are not “just” an admin. You are the center of communication, the operational compass, and the strategic partner your team depends on. The more you understand the why, the more impact you have. You might just uncover a better way to do it or even discover that it no longer needs to be done at all. 

So go ahead – ask why. 

It just might be the most important question you ever ask. 

Yes! You Are a Leader: The Assistant’s Role in Modern Leadership 

April 29, 2026
If you keep projects on track, spot risks before they explode, or calm a tense room with a single sentence, you’re doing far more than “support.” You’re leading. Your email signature may read Assistant, but the influence you wield shapes decisions, culture, and results every single day. You are the leader behind the leader.  How many times have you […]
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The Difference between Assertive and Aggressive 

April 29, 2026
There is a lot of confusion about being assertive vs being aggressive. Here is some guidance, or at least food for thought that might add some clarity.  Assertive behaviors  Aggressive behaviors are the converse  A word of caution  The caution about trying to avoid aggressiveness and replacing it with assertiveness is that some people will take it too far the other way
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Expanding Your Role 

April 29, 2026
You worked for years to attain the top title in your job classification, and it felt great to finally achieve it. So, when review time rolled around, you didn’t think much about it. After all, you’d only held the title for a year. But as you prepared for your annual performance review the following year, you realized that you might be […]
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Netiquette: Etiquette for the Internet 

April 29, 2026
The way we interact in the business world continues to evolve rapidly. While face-to-face meetings still matter, hybrid and digital collaboration through platforms like Zoom, and Teams is now embedded in how we work every day. This shift requires us to continually adapt how we communicate so we can be effective across both in-person and […]
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One Minute Strategy: Revamp Your Networking 

April 29, 2026
The way your relationships, career, and business evolve is the same way your networking can evolve. Restructuring your networking process may feel daunting, but it is a necessary step toward reaching your goals and achieving meaningful results.  Here are some simple ways to revitalize and re-energize important networking efforts.  Re-establish Your Goals  Restore Lost Connections  […]
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Can You Ever Really Be Ready for Monday? 

April 29, 2026
Here’s something that every human on the planet relates to – Mondays are difficult.    The thought of facing new weekly challenges head-on, making new commitments, and recalling all that you did last week builds up anxiety. This increases hormones like cortisol on Mondays more than on any other day of the week. So yes, the Monday blues are real. But I have something that can actually make you like Mondays […]
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The Five Pillars that Support Administrative Excellence 

April 29, 2026
After over 50 years in the workforce, I’ve discovered that the key to a lasting, fulfilling, and impactful career lies in nurturing five essential areas that I refer to as the BIG Life Pillars: Career, Family, Financial, Spiritual, and Wellness.  1. Career  Too often, I notice administrative professionals undervaluing their roles by referring to their work as […]
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Project Governance and the Role of the Executive Assistant 

April 29, 2026
Project Governance is the framework that organisations put in place to ensure that the right decisions can be made during a project life cycle. It encompasses ensuring that the right structures are in place, the agreed methodology is being followed and that the “decision makers” are kept well informed during the duration of the project.  Effective Executive […]
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