Importance of professional development for Administrative Professionals

The executive / administrative support profession is evolving to become more of a strategic partner, adviser and business consultant.

As the saying goes, ‘Learning is a lifelong process,’ and the only constant thing is change.

So, we, as administrative professionals, should also evolve with the industry by studying, learning and equipping ourselves with the skills and knowledge that enable us to be resilient to tackle the change.

When it comes to professional development, most of us look to our employers to choose what we learn or fund it for us. Let’s accept the fact that very few organizations have internal training opportunities for Administrative professionals or a budget set aside. Some organizations pay for professional development, and some don’t. So, what do we do? As Wikipedia defines it, Lifelong learning is the "ongoing, voluntary, and self-motivated" pursuit of knowledge for either personal or professional reasons.

Keyword being ‘Self-motivated.’ The need and willingness to learn or study should come from each of us. Once we identify the need and desire, there are various ways we can accomplish our learning / professional development goals.

Here are the steps I take:

1. Define professional goals – what do I want to achieve professionally this year? For example, learn new technology, get a promotion or get a new job.

2. Research – Identify what I should do to achieve that goal. For example, job shadow another person, do a course, attend a conference, learn a new skill or improve an ability I already have.

3. Action Plan – based on what I want to do to achieve the goal, I decide on my action plan. For example, search for a relevant course/certification, join a professional association or find sources for self-study. We not only learn from courses or conferences but also through self-study.

4. Communicate – I always speak to my manager about my professional aspirations and why I want to do a course or attend a workshop/conference. I explain the benefits that the course/workshop/ conference will bring to me and the organization. I always feel that being open with my manager about my professional aspirations and portraying how passionate I am about it, helps in showcasing a commitment to my role and organization; and enables easier buy-in.

5. Cost – Is there a cost involved in achieving my action plan? If so, who pays for it? Some organizations nowadays have a professional development budget for employees. If they do then, I negotiate to see if the organization pays fully or we share. The previous step of speaking to my manager helps here to get buy-in on paying or sharing the cost. Sometimes for specific events/courses that I felt, I must do it; I have spent on my own. Never wrong to invest in yourself sometimes. (Of cause within what our budget permits).

6. Give back – After a course/certificate/conference, I organize a knowledge-sharing session or update my manager on lessons learnt and what I can use at work. Also, when possible, I write a blog or share information about what I learnt among my friends, colleagues and network. Sharing lessons learnt also helps the next time I want to go to a workshop/conference. My manager understands that I always bring back benefits to the organization or team.

Here are some resources I use for self-study:

1. Canadian Association of Administrative Professionals

2. LinkedIn Learning

3. Future Learn

4. Open Learn

5. Office Dynamics

6. American Association of Administrative Professionals

7. Eat your career

8. All things admin

9. Read blogs by fellow administrative professionals and leaders in the industry.

10. Follow administrative association groups on LinkedIn to help and seek help from fellow administrative professionals.

Published:  Canadian association of administrative professionals' national newsletter- 2021 AAP Communiqué Fall Edition.