Administration & Office Management

Administrative and office management training from foundational skills through executive assistant and facilities management, built by facilitators who have worked in senior administrative roles themselves.

11 Courses in this category

Why this looks different from most administrative training

Administrative roles are often treated as though the required skills are self-evident, learned entirely on the job with no formal development path, an assumption rarely applied to other roles with comparable operational weight. The gap between someone doing the job adequately and doing it exceptionally, in terms of what an executive assistant can genuinely take off a leader's plate, is significant and directly trainable.

Our facilitators have worked in senior administrative and office management roles themselves, which shows up in the practical specificity of what they teach, not generic office etiquette but the actual judgement calls the role requires daily.

There is a second, less visible difference. Most training providers write one curriculum and teach it identically to every cohort, regardless of what level of administrative responsibility someone actually holds. We do not run courses that way, and the next two sections explain why that matters more than it sounds.

The course you attend is not identical to the one someone else attended last month

Before a cohort starts, participants complete a short training needs assessment covering their current administrative responsibilities and where their confidence is weakest. Facilitators review these responses before the first session, not after.

This changes where time actually goes within the course. A cohort of new administrative staff spends more time on foundational organisation and less on stakeholder diplomacy than a cohort of executive assistants supporting senior leaders, where the reverse is usually true. The core structure stays consistent so the certificate means the same thing regardless of cohort, but the emphasis shifts to match what the actual room needs.

Practically, this means two people who both took the Administration Skills Training course six months apart may have spent noticeably different amounts of time on documentation systems versus stakeholder coordination, depending on what their specific cohorts flagged as weak points going in.

What happens after the course ends

Most training stops mattering within a few weeks of the final session. We check in at three points: two weeks out, when early application questions surface; eight weeks out, when the first genuine test of behaviour change has usually happened; and six months out, which is where most providers stop measuring anything at all.

Each check-in is short and specific. For the Executive PA Course, the eight-week check-in asks directly whether calendar-related scheduling conflicts have measurably decreased, not a general satisfaction question.

Participants who want more can add a follow-up learning package including a refresher session roughly three months out, access to a peer group of other administrative professionals, and continued access to templates for a full year.

Who tends to sign up

Executive and personal assistants

Supporting senior leadership directly and confidentially.

Office managers

Running the operational backbone of a workplace.

New administrative staff

Building foundational skills early in an admin career.

Facilities coordinators

Managing the physical operations of a workplace.

Secretarial staff

Handling correspondence, scheduling and meeting documentation.

Non-admin staff taking on admin duties

Absorbing administrative responsibility without formal training.

Deciding which course to start with

If you are building a general foundation, start with Administration Skills Training. If you support a senior leader directly, the Executive PA Course is the closer match. If you manage physical office operations, Facilities Management addresses that directly.

Course	Best for	Length
Administration Skills Training	Building a general foundation	3 days
Executive PA Course	Supporting a senior leader directly	3 days
Facilities Management Course	Managing physical office operations	3 days

What a course actually involves

Register

Pick a date and city, or request in-house delivery.

Attend

Small groups, usually 8 to 15 people, in-person or online.

Apply

Templates and frameworks you take back to your desk.

Follow up

A certificate, and access to facilitators for questions after.

One example

An executive assistant took the Executive PA Course after her director's role expanded suddenly to cover three additional country offices, and requests began arriving from multiple directions with no consistent way to prioritise them credibly. The course's approach to managing a principal's calendar around actual organisational priorities gave her a system built around a short weekly alignment conversation. Her director noted fewer scheduling conflicts within the following month.

Executive Assistant

Who ends up in the room with you

Cohorts typically run 8 to 15 people, mixed across sectors and seniority levels within administrative roles. An office manager and an executive assistant to a CEO are usually solving different-looking versions of the same underlying organisational problem, and that mix tends to surface options a single-level room would not.

Organisations sending three or more people from the same team can request a closed cohort, working directly on real, current internal workflows.

When we build this specifically for your organisation

A closed cohort still runs standard course content with your own people in the room. A dedicated organisational programme goes further, running the needs analysis with your leadership, working from your actual administrative workflows, tools, and structure. Modules get reordered and irrelevant content gets dropped.

The measurement that follows moves to a recurring cycle built around metrics like scheduling conflict frequency, response time to requests, or stakeholder satisfaction, depending on what the needs analysis flagged as the actual problem.

Between formal measurement points, we run scheduled learning interventions tied to specific triggers, a new office management system, a change in executive team structure, rather than leaving teams to retain everything from one session.

What this is ultimately meant to change

None of the above matters if it does not eventually show up in less friction across the rest of an organisation, fewer scheduling conflicts, faster response times, calmer office operations. The needs assessment, follow-up check-ins and learning packages exist to keep that connection visible for as long as it takes to know whether anything actually changed.

📊 How courses in this category are actually delivered

Every course starts with a needs assessment and includes structured follow-up measurement afterward.

See how it works →