When we think about how to ask for training as an Executive Assistant, Personal Assistant, or Administrator, it can sometimes feel like a minefield. We know how much our work evolves every single year. New technology lands on our desks, new responsibilities get added to our job descriptions, and somehow, we are still expected to just know how to handle it all. The truth is, many of us don’t get offered the same training and development opportunities that our colleagues in other functions receive. And even when we know a course would make us more effective, we sometimes stop ourselves from asking.
If you’ve ever felt like that, you’re really not alone. In fact, when I asked the EA community on LinkedIn why they hadn’t been given access to training, the responses were eye-opening. The majority said budget wasn’t available, some said training wasn’t a priority, a few had been told EAs don’t need training, and almost one in five admitted they hadn’t even asked yet. That’s why understanding how to ask for training in the right way matters.
In this article, we’ll explore why it’s historically been difficult for Assistants to access training, why we often don’t ask for it, and how to ask for training in a way that sets us up for success. We’ll also break down exactly how to make the request, with a template you can adapt for your own executive. Because the truth is, your growth benefits you, your Executive, and your entire organization.
Use this template to map out your career path, identify skill gaps, and create an action plan for professional growth.
When we look at why training for Executive Assistants has often been overlooked, the reasons aren’t surprising to any of us who have done the role. For years, the perception has been that Assistants are there to provide support rather than to be seen as strategic contributors.
It goes without saying that we are there to support, and support should never be considered a bad word. The misconception is that support doesn’t require training, when in reality, supporting well is a complex skill to learn. On top of that, it often overshadows everything else we do, which is strategic in nature and usually project work or tasks that in other roles would be considered a full-time job. These responsibilities require technology, judgment, and learning, and they absolutely require training.
That view is slowly changing, but it’s one of the main reasons our training needs haven’t always been taken seriously. It’s also one of the reasons we need to know exactly how to ask for training and show the value it brings.
Then there’s the budget issue.
Training budgets tend to be reserved for roles the business sees as directly generating revenue. Because Assistants aren’t always recognized as part of that picture, our requests often end up at the bottom of the list.
In fact, recent surveys show that over half of Assistants who ask for training are told the budget isn’t available, even though 83% of administrative professionals rate themselves as above-average or master-level performers. It doesn’t mean our development is less valuable, but it does mean we’ve had to work harder to prove the return on investment and to demonstrate that training for Assistants leads to measurable gains in efficiency and retention. This is another reason why learning how to ask for training in a way that focuses on business value is essential.
Another challenge is the lack of structured career pathways.
Many functions inside organizations have clear development routes and promotion steps. Because those structures are in place, HR or management can tell employees they need to complete a set amount of training before moving up to the next salary band.
In some ways, the training acts as part of a progression system that also manages pay increases. For Assistants, it’s often not as straightforward. We don’t have that same structure, which means training and salary increases are usually down to luck, chance, or the culture of the organization and how well they value and pay their staff.
Without an established career framework, training can be seen as optional rather than essential. This makes it even more important to understand how to ask for training clearly and confidently.
And finally, we can’t ignore the fact that sometimes we don’t ask. In the LinkedIn poll, 18% of Assistants said they hadn’t requested training at all.
That might be because we don’t want to hear “no,” or because we’re focused on supporting our Executive and put our own development last. We are often our own worst enemy here, and there is a psychological element to consider.
The majority of people working in the EA profession are women, with over 90% according to many industry surveys. Research consistently shows that women are less likely to ask for training, pay rises, or other resources that require drawing from organizational budgets compared to their male colleagues. This makes it even more critical that we practice how to ask for training and normalize it as part of our role. Either way, it highlights that part of the solution starts with us making the request.
If we’re being honest, sometimes the biggest barrier to getting training is ourselves. There are a few reasons we hold back from asking, even when we know how to ask for training could make all the difference.
We assume the answer will be no before we’ve even made the case. That fear can be enough to stop us from trying at all, even though learning how to ask for training in the right way can change the outcome.
We put our Executive’s needs first, so asking for training feels selfish or like it might take time and resources away from them. In reality, training makes us better at supporting them, but it doesn’t always feel that way when we’re the ones asking. This is why practicing how to ask for training with a focus on the benefits to your Executive and team can help shift the conversation.
We’re not always sure how to position the request or show the return on investment. Without a clear business case, it’s easy to talk ourselves out of asking. Building confidence in how to ask for training means having examples ready that connect your learning directly to organizational goals.
Many of us have been told there’s no budget in the past, so it becomes the story we keep telling ourselves, even when budgets open up or opportunities come around again. Learning how to ask for training again with a fresh business case and clear ROI is key to moving past those old experiences.
Here’s a hard truth we also need to acknowledge. Some EAs genuinely don’t want training. The thinking goes: I know how to do my job, so what’s the point? Others say they’d rather do training in project management, events, or something outside the EA space. Those skills are valuable, but the reality is that the fundamentals of our role are changing faster than ever. Technology, expectations, and ways of working are shifting every year. Ignoring EA-specific training because we think we don’t need it only puts us at a disadvantage, especially when our colleagues in other departments are investing in themselves and growing with the business.
Training is not a perk.
It is a resource that allows you to support your Executive better, strengthen your confidence, and save the organization time and money. We need to start seeing training as part of the job rather than an optional extra. When you ask for training, you are not asking for a favor. You are asking for the tools and knowledge that will help you perform at the highest level, deliver more impact, and keep pace with the changes in our profession. Framing it this way makes it clear that investing in your development is also an investment in the success of your Executive and your organization.
We know that figuring out how to ask for training can feel daunting, so let’s break it down into a clear process. Instead of just saying, “Can I go on this course?”, we can approach it in a way that shows our executive the value and makes a yes more likely.
Pick a course that is genuinely relevant to your role. A program designed for Executive Assistants, like the ones from The EA Campus, shows you’ve thought carefully about your needs. It’s always easier to get approval when you can show the training is role-specific and practical rather than a generic admin webinar.
Look at whether the provider is credible and has a track record of offering training for assistants. Does the course link the learning directly back to your role? Are there reviews or testimonials from other assistants that demonstrate its value? Has the provider been in business long enough to establish a strong reputation? Including this kind of research in your request shows you’ve done your homework and chosen training that will genuinely benefit you and your Executive. Doing this groundwork is the first step in learning how to ask for training effectively.
This is where you link what you’ll learn directly to outcomes your Executive cares about. Will it save you both time? Will it make meetings run more smoothly? Will it free them up to focus on bigger priorities? Show how the skills you gain translate into benefits for them and for the organization. A well-trained EA can bring enormous value, including:
Increased efficiency through improved systems and processes.
Better decision-making support by anticipating needs and providing accurate information.
Stronger communication channels between executives, teams, and stakeholders.
Cost savings by streamlining workflows and reducing wasted time.
Greater capacity for executives to focus on strategy because day-to-day operations are managed more effectively.
Explaining these points in your request shows you understand how to ask for training in a way that highlights organizational value.
Think ahead about what they might say and address it in your request before they even get the chance to say no. Common objections include:
Budget: Show that the course is cost-effective compared to in-person training, travel, or wasted hours. Highlight that online learning removes extra expenses.
Timing: Emphasize that online modules are flexible and self-paced, so the training won’t interrupt your day-to-day responsibilities.
Need: Point out that training builds on what you already do well and ensures you keep up with how quickly the role is evolving.
Priority: Acknowledge that other teams may also need training, but explain that assistants act as a multiplier of executive productivity, which impacts the whole organization.
Return on investment: Offer concrete examples of how the new skills will save time, improve communication, and strengthen executive support.
By including these points in your initial request, you show you’ve already thought about the concerns they might raise and positioned your training as a smart investment rather than an optional extra. This is another example of how to ask for training in a proactive and confident way.
Executives love to see knowledge spread. Make it clear you’ll share what you’ve learned with the wider team, whether that’s through tips, templates, or improved processes. For example, in our Strategic Business Partner course, one of the sessions is about creating a user manual for your Executive. That kind of tool benefits not only you and your Executive but also the wider team, because everyone understands how the executive prefers to work. You could then teach the approach to other Assistants or team members, helping them build their own versions.
This shows that your growth doesn’t just benefit you, it creates resources and practices that have a ripple effect across the organization. Offering to share your knowledge is another strong part of how to ask for training in a way that benefits everyone.
When we approach it this way, we’re not just asking for training, we’re making a case that investing in us is investing in the efficiency and success of the whole team. And that’s really the foundation of how to ask for training with confidence and clarity.
Before you dive into the EA Training Request template, a quick note: asking for training can feel daunting, but it doesn’t need to be. If you’ve ever wondered how to ask for training in a way that gets a genuine “yes,” this is designed to help. Executives and HR teams often want to support your growth; they just need a clear case that shows why the investment matters.
This training request template anticipates their questions and objections, so you don’t have to worry about being caught off guard. Think of it as a step-by-step example of how to ask for training that’s professional, persuasive, and tailored to the EA role. Use it as your starting point, then adapt it to include the course details and the specific benefits relevant to your role and organization. We have used The EA Campus as the example trainer for Executive Assistants.
Subject: Request for EA Training Budget Approval
Hi [Executive’s Name],
I’d like to request approval to enrol in [Course Name], offered by The EA Campus.
This course is specifically designed for Executive Assistants, which makes it directly relevant to my role and the support I provide to you and the wider team.
Why this training?
The program is created for EAs, not generic admin roles, ensuring the learning directly improves how I work with you and our team.
The EA Campus has a strong track record in delivering high-quality Assistant training, trusted by thousands of Assistants worldwide.
Past participants highlight how the course has transformed their ability to work strategically and add value.
How it benefits us
The skills I’ll gain will help me:
Improve systems and processes to save time for both of us.
Anticipate needs and provide stronger decision-making support.
Strengthen communication across stakeholders to improve collaboration.
Streamline workflows to reduce costs and wasted time.
Free up your capacity to focus on higher-level priorities.
I know budgets and time are always tight, so I want to reassure you that this course is cost-effective compared to traditional training, and because it’s flexible and self-paced, I can complete it without disrupting my day-to-day responsibilities. The focus on practical, directly applicable strategies means we’ll see benefits quickly, both in my role and in the wider team.
Sharing the learning
I’m also happy to share key takeaways with the team or create a short summary document, so others can benefit from the training.
The course fee is [insert cost], and enrolment gives me [insert duration of access] to the materials.
Thank you for considering this request. I believe this training will have a direct, positive impact on how I support you and the wider organization.
Best regards,
[Your Name]
Let’s be honest, how to ask for training can feel daunting. We’ve all had that moment where we’ve built up the courage, rehearsed the ask, and then second-guessed whether it’s worth bringing up at all. But the truth is, EAs who ask are far more likely to get the support they need.
Candice Burningham from Admin Avenues summed it up perfectly when she shared on LinkedIn that her training request was approved because she attached a simple business case. That’s it. No drama, no lengthy back-and-forth. She made the ask, showed the value, and got the green light. Proof that sometimes, it really is that straightforward.
So here’s the encouragement we all need: don’t talk yourself out of asking. Investing in your development isn’t just about you. It’s about the impact you make for your Executive and your organization. And let’s face it, training is one of the best ways to future-proof your career and keep us moving forward in a role that’s constantly evolving.
If you’re wondering how to ask for training in the most effective way, remember that a well-prepared business case does most of the heavy lifting. The worst that can happen? You hear a “not right now.” The best? You get the training, grow your skills, and make an even bigger difference at work.
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