Innoverto

The Executive Assistant Role is Changing — And Finally, We Have a Framework to Match

admin — Fri, 24 Apr 2026 09:41:30 +0000

Marie-Louise Aldercreutz, lauds the introduction of the Global Skills Matrix 2026, which signals the maturation of the profession. Not before time.

For years, the Executive Assistant (EA) profession has been evolving quietly but significantly. Those working closely with senior leadership have long understood that the role extends far beyond traditional administrative support. Today’s Executive Assistant is a strategic partner, a project manager, a governance enabler, and often the connective tissue of an organisation.

What has been missing—until now—is a globally recognised framework that accurately reflects this reality.

The launch of the Global Skills Matrix 2026 (alongside Administrative Professionals Day on 20th of April) marks a defining moment for the administrative profession. For the first time, we have a comprehensive, evidence-based structure that articulates what EAs actually do, how they contribute, and how they progress.

A Profession That Has Outgrown Its Definition

The data behind the Global Skills Matrix confirms what many of us have seen firsthand. According to research conducted across 69 countries, 59% of administrative professionals report increased responsibility, 60% now manage projects or programmes, and 38% support governance or board-level preparation . These are not marginal changes, they represent a fundamental shift in the nature of the role.

At the same time, the profession remains inconsistently defined. There are more than 187 different job titles used globally for similar roles, often masking the true level of contribution and creating confusion around career progression.

This disconnect has led to what the Global Skills Matrix describes as a “classification gap”- a situation where the work being performed is far more advanced than how roles are structured, titled, and developed.

The Global Skills Matrix: A Long-Awaited Solution

The Global Skills Matrix 2026 provides a much-needed answer. Developed by the World Administrators Alliance and spearheaded by Lucy Brazier, the global voice for the administrative profession, it introduces a five-level capability framework that defines administrative roles based on judgement, complexity, governance exposure, and organisational impact—not job title or tenure.

This is a crucial shift.

For decades, progression in administrative roles has often depended on hierarchy or vacancy rather than contribution. The Matrix reframes the conversation entirely placing value on the level of work being delivered rather than the title assigned.

It also brings something equally important: a common language.

For HR leaders, this enables more accurate role design, benchmarking, and career pathways. For organisations, it supports better workforce planning and utilisation. And for EAs themselves, it provides the vocabulary and evidence needed to articulate their impact. Perhaps most importantly, it firmly positions the administrative function as “operational infrastructure” embedded at the heart of business performance.

Why This Matters Now

The timing of the Global Skills Matrix could not be more relevant.

We are operating in an environment shaped by:

Hybrid and distributed work models
Increased reliance on executive support for coordination and decision-making
Rapid integration of AI and digital tools into workflows

In fact, 42% of administrative professionals have already integrated AI into their daily work. As routine tasks become automated, the value of the EA shifts further toward judgement, prioritisation, stakeholder alignment, and strategic execution.

In parallel, C-suite leaders are under more pressure than ever to manage complexity, speed, and uncertainty. This has naturally increased their reliance on high-performing EAs who can operate with autonomy and foresight.

The result? The EA is no longer a support role in the traditional sense. It is a strategic function.

The Implication: Training Must Evolve

If the role has changed, then training must evolve with it.

Historically, administrative training has focused heavily on technical skills and task efficiency. While these remain important, they are no longer sufficient.

Today’s Executive Assistants need capabilities such as:

Strategic thinking and business acumen
Stakeholder management and influence
Governance awareness and board-level preparation
Project and programme management
Decision support and prioritisation
Digital fluency and AI integration

The Global Skills Matrix reinforces this by clearly mapping the capabilities required at each level. It also highlights a critical opportunity for organisations and learning providers: align development programmes with real-world role expectations.

For many HR teams, this is a turning point. Instead of generic training, they can now invest in targeted, level-specific developmentthat directly enhances organisational performance.

From Support to Strategic Partnership

At Innoverto Executive Training we have witnessed this shift over many years, having supported and contributed to the evolution of the ACEA® (Advanced Certificate for the Executive Assistant) program that now over 4000 Executive Assistants have attended.

Participants increasingly join already operating at, or wanting to operate at, a more strategic level, but without the formal recognition or structured development to match.

What they are seeking is not just skills, but credibility.

They want to:

Contribute meaningfully to decision-making
Understand the broader business context
Engage confidently with senior stakeholders
Operate as trusted partners to their executives

Our approach has always been to equip EAs with the tools, mindset, and language required to operate at this level.

The Global Skills Matrix now validates this direction. It provides an external, globally recognised framework that aligns with what leading organisations are already experiencing.

A Call to HR Leaders in the Middle East

For HR leaders across the Middle East, this is a significant opportunity. The region is characterised by ambitious growth, complex organisational structures, and a strong emphasis on leadership effectiveness. In this context, the administrative function plays a critical yet often underleveraged role.

Adopting the Global Skills Matrix can support:

Clearer role definition and grading
More effective recruitment and talent alignment
Structured career pathways for administrative professionals
Targeted learning and development strategies
Improved retention of high-performing EAs

It also sends a powerful message: that the organisation recognises the administrative profession as a strategic capability, not just a support function.

Looking Ahead

The release of the Global Skills Matrix 2026 represents more than just a framework, it signals the maturation of a profession.

For the first time, we have a shared understanding of what excellence looks like in administrative roles. We have clarity on progression. And we have a foundation for building world-class administrative functions.

But frameworks alone are not enough.

The real impact will come from how organisations, HR leaders, and training providers choose to use it.

If embraced fully, this could redefine how Executive Assistants are developed, valued, and integrated into the business unlocking a level of performance that many organisations have yet to fully realise.

The EA role has already changed.

Now, finally, the structure is catching up.

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Beyond Authority: The Next Evolution of Leadership in the Gulf and Middle East

admin — Fri, 30 Jan 2026 06:39:47 +0000

Join John Kairouz and Marie-Louise Adlercreutz as they discuss the future of leadership into 2026 and beyond. Discover innovative strategies and insights to enhance your leadership skills.

Leadership in the Gulf and Middle East carries a weight few other regions truly understand. This is one of the most diverse environments in the world. In the UAE alone, expatriates make up around 88–90% of the population — a mosaic of over 150 nationalities working inside corporate structures that move fast, demand results, and continuously evolve. Every office floor becomes a meeting point of different belief systems, communication styles, expectations of hierarchy, and cultural interpretations of what “good leadership” really means.

Inside this environment, leaders face extraordinary pressure. They hold responsibility for performance, reputation, cultural cohesion, and strategic outcomes, all while navigating stakeholders, shifting markets, and growing ambitions. And in our coaching rooms — whether we’re sitting with CEOs, directors, founders, or government leaders — we see a recurring theme: leaders who care deeply, who want to build something meaningful, who want their people to think boldly and take ownership, yet find themselves frustrated by the gap between their intention and the team’s behavior.

They don’t struggle because they lack skill. They don’t lack intelligence, vision, or commitment. What they often struggle with is the internal weight that leadership places on the mind and the emotions.

When pressure rises — deadlines, expectations, reputation, the fear of making the wrong call — the leader’s inner world tightens. They want clarity, but their brain shifts into protection. They want collaboration, but they feel the urge to control. They want their people to think, but their own stress pulls them into reactivity. And without realizing it, authority becomes a shield rather than a channel. It becomes a way to keep things safe, ordered, predictable — not because they are rigid, but because their nervous system is doing what it was designed to do.

To understand this, we need a simple explanation from neuroscience. The brain has an emotional center often referred to as the limbic system — the part responsible for protection, emotional reactions, and scanning for danger. When stress increases, the limbic system becomes more active. At the same time, the prefrontal cortex — the part of the brain responsible for logic, reasoning, empathy, creativity, and strategic thinking — becomes harder to access. This is not a flaw; it is a survival mechanism. But when leaders are unaware of this dynamic, the entire organization feels it.

Teams feel the tightening before the leader says anything. The tone sharpens. Decision windows shrink. Conversations become about “instructions” rather than exploration. People start seeking approval for every step. They hesitate. They avoid risks. They pass responsibility upward. And slowly, a culture of compliance replaces a culture of ownership.

This is where performance begins to decline — not because talent is missing, but because psychological space is missing.

To bring this to life, let me share a short scenario that reflects a pattern we see across many leadership contexts in the Gulf and Middle East.

Imagine a senior leader — let’s call him Faisal.
He is respected, experienced, and genuinely invested in his team. He is proud of what they have built. But recently, performance has slowed. Decisions take longer. Projects get stuck in loops. His team keeps escalating issues rather than solving them. He feels frustrated. “Why can’t they just take initiative?” he asks us.

One day, a key project hits a bottleneck. His team hesitates — they don’t want to make a mistake. Faisal feels the pressure from above. So he steps in, makes the decisions for them, tightens the plan, and moves quickly. In the moment, it feels efficient. But over weeks, he becomes the bottleneck. His team moves even slower. He becomes more exhausted. They become more dependent. He grows frustrated. They grow anxious. And no one sees how the cycle started.

When we work with leaders like Faisal, the turning point is rarely about giving them new tools. It’s about helping them see the emotional patterns underneath the leadership style. Often, what sits below the frustration is something simple and deeply human: the fear of losing control, fear of disappointing others, perfectionism, or the belief that they must carry everything alone. These inner pressures activate the limbic system, which makes the leader more reactive. And the organization mirrors the state of the leader.

This is why empowerment — real empowerment — in the Gulf and Middle East requires a deeper conversation. It’s not about slogans, posters, or workshops. It’s not about giving more freedom or delegating more tasks. It’s about the internal state of the leader. Empowerment is not something leaders “grant.” Empowerment is something employees feel — and they feel it only when the leader’s presence signals safety, clarity, and space to think.

Leaders who operate from a regulated, grounded internal state naturally create an environment where people take ownership. Leaders who operate from a reactive, protective internal state create an environment where people wait, fear mistakes, and hesitate to move.

One of the most transformative questions we ask leaders in this region is:

“When pressure rises, do you lead from protection or from presence?”

Presence does not mean softness. Presence is the state where the leader’s prefrontal cortex is accessible — where reasoning, empathy, creativity, and strategic clarity are active. This is where authority becomes a channel: it sends a message of confidence, direction, and psychological safety at the same time.

Protection, on the other hand, is when the leader’s emotional system takes over. The leader becomes shorter, faster, more directive. Not because they want to dominate, but because their brain is trying to keep them safe.

When leaders understand this, responsibility becomes lighter. They stop personalizing the team’s hesitation. They stop assuming people are unmotivated. They see that teams reflect the leader’s internal environment. If the leader breathes better, the team breathes better. If the leader thinks clearly, the team thinks clearly. If the leader carries emotional tension, the team carries cognitive tension.

In the Gulf and Middle East, this is especially important because of the cultural layers surrounding authority. People here often respect hierarchy, and many employees hesitate to challenge or question their leaders. When leaders become reactive, teams don’t push back — they adapt, they shrink, they avoid risks. And this creates a high-performing façade with low-performing behavior underneath.

So what does authority-as-presence look like?

It looks like leaders who understand their inner world. Leaders who can differentiate between urgency and anxiety. Leaders who can sense when their emotional system is taking over, and pause long enough to regain clarity. Leaders who recognize that perfectionism is a pressure, not a standard. Leaders who create psychological permission for people to think.

Here are a few reflection questions that we often use with executives across the region — not to judge them, but to invite them into deeper leadership maturity:

When I’m under pressure, what part of me is leading — my clarity or my fear?

Do my people hesitate because they lack capability, or because they’re trying not to disappoint me?

What emotions sit quietly under my frustration?

When I delegate, do I give authority or do I give tasks?

Do my team members feel safe enough to make decisions without my approval?

What does my presence signal: curiosity or caution?

What do I protect myself from emotionally when I tighten control?

When tension rises, do I become more human or more distant?

And the most important one: what kind of psychological environment do people experience when they enter my meetings?

These questions do not weaken authority. On the contrary — they strengthen it. Because when leaders anchor themselves in emotional awareness and cognitive clarity, their authority becomes a source of stability, not fear.

Authority without presence creates compliance.
Authority with presence creates ownership.
And ownership is the true source of peak performance.

So what, then, is the next evolution of leadership in the Gulf and Middle East?

It’s not a move from hierarchy to flat structures. That would ignore the cultural realities and strategic pace of the region. Instead, the shift is more subtle, more human, and far more impactful. It is the shift from authority used as protection to authority used as presence. It is the shift from emotional avoidance to emotional awareness. It is the shift from perfectionism to clarity. And most importantly, it is the shift from creating followers to creating thinkers.

In the coming years, organizations that master this shift will outperform those that don’t. They will attract higher talent, experience less internal friction, build stronger cultures, and create leaders capable of navigating complexity with calm and intention. These leaders will not only deliver performance — they will inspire it. They will not only maintain order — they will build momentum. And they will not only hold authority — they will elevate it.

This is the next stage of leadership in the Gulf and Middle East.
A stage defined not by control, but by consciousness.
Not by reaction, but by reflection.
Not by authority alone, but by the emotional presence that makes authority meaningful.

Empowerment, at its deepest level, is not something leaders give.
It is something leaders create through the way they think, the way they feel, and the way they show up.

And when leaders lead with presence, people perform with ownership.

Achieve The Unimaginable – Tony Robbins

admin — Sun, 08 Sep 2024 17:15:06 +0000

A 10-hour full day event of learning, entertainment and fun.

The life changing event that “A-LIST” celebrities like Oprah, Usher, Hugh Jackman, Gerard Butlet, Kanye West and more rave about…
Tony has touched the lives of millions of people around the world including A-List Celebrities, Presidents, CEO’s and World Statesman like Nelson Mandela, Priness Diana, Oprah, Bill Clinton and the Dalai Lama.

About Tony Robbins

Tony Robbins is an entrepreneur, best-selling author, philanthropist, and the nation’s #1 life and business strategist. An authority on Peak Performance

Tony has also advised some of the world’s highest-performing achievers: from 7-figure clients like Fortune 500 CEOs to heads of state to Olympic athletes.

A best-selling author Tony is the creator of the #1-selling personal and professional development system of all time. His latest book ‘Money: Master the Game’ went straight to #1 on the NY Times best-sellers list. An honoured business strategist:

One of the “Top 50 Business Intellectuals in the World” – Accenture
One of the “Top 200 Business Gurus” – Harvard Business Press
One of the “Top Six Business Leaders in the World” – American Express
A Top 100 Celebrity – Forbes
Featured in Time, Newsweek, Fortune, Forbes, Life, GQ, Vanity Fair, Business Week, Success magazines, CBS News, NBC News, ABC’s Prime Time Live, Fox News, CNN & more

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Leadership in Luxury

admin — Sun, 08 Sep 2024 17:09:31 +0000

This intensive program, held from May 22 – 24th 2024, was tailored towards professionals passionate about a career in the ever-changing and challenging luxury industry.

Meet the Professors

Professor Gabriella Lojacono

EMiLUX Director, SDA Professor of International Strategy and Luxury Management

Gabriella Lojacono, Associate Professor at the Department of Management and Technology and Director of the Made in Italy Vertical, B4I, is a distinguished researcher at the Gucci Lab, Universita Bocconi. Formerly Faculty Deputy of the strategy and entrepreneurship Knowledge group from January 2017 to December 2020, she currently serves as the Director of the Executive Master Emilux since 2016. Specializing in executive education, she has led programs with industry leaders in apparel, leather goods, design jewelry, hospitality F&B, automotive, eyewear, and cosmetics. Her research delves into the international growth of Made in Italy industries, luxury strategy, and business models.

Professor Gabriella is a prolific author with works featured in renowned publications such as Economia & Management, Sloan Management Review, Long Range Planning, and International Business Review. Holding a degree in Business Administration and a Ph.D. in Economics and management from Universita Bocconi, she also completed the International Teachers Programme organized by ISBM at HEC in Paris during her Visiting Scholar stint at Copenhagen Business School.

Professor Paola Cillo

Associate Dean for Research, Director of the Concentration in Luxury Business Management

Paola Cillo has a PhD in Business Economics and Management, is an Associate Professor at Bocconi University and Associate Dean for Research at SDA Bocconi School of Management and Director of the Concentration in Luxury Business Management of the Full Time MBA Program. Her teaching is focused on creativity and new product development, as well as on the use of big data for innovation and marketing decisions.

Professor Cillo’s research focus regards the dynamics of innovation in creative industries, financial markets’ reaction to innovation, and big data and innovation. She has published several national and international books and articles in leading international journals, such as Journal of Marketing, Strategic Management Journal, Research Policy, Journal of Product Innovation Management, International Journal of Human Resource Management, and European Management Journal, among the others

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Announcing WorkScape Circle: A Premier Gathering for Leaders Pioneering the Digital Workplace

admin — Thu, 27 Jun 2024 05:12:55 +0000

Storyals, in partnership with Innoverto, is proud to announce the inaugural WorkScape Circle, a high-level forum designed to bring together thought leaders shaping the digital workplaces of tomorrow. During this exclusive, one-day event, burning topics such as the role of AI in the digital workplace, digital skills development, and employee productivity will be discussed by industry leaders. The event will take place on the 21st of August 2024, at the breathtaking Artipelag in the Stockholm Archipelago, offering a unique environment for insightful discussions and networking.

WorkScape Circle aims to create an enriching platform where Swedish and international experts will share best practices and innovative strategies to enhance business performance in the digital age. Attendees will engage in dynamic round table discussions, participate in networking sessions, and enjoy a formal dinner, all set against the stunning backdrop of Artipelag.

This event is an invitation-only gathering, ensuring a focused and dedicated environment for impactful dialogue and exchange of ideas. Attendees will include top executives, digital strategists, and thought leaders who are shaping the future of the digital workplace.

Read the full article

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Exciting News Alert: ACEA® Training Nominated as Finalist for “Office Management Service Provider of the Year”

admin — Fri, 19 Apr 2024 06:24:06 +0000

We are delighted to announce that ACEA® Training has been nominated as a finalist for the prestigious “Office Management Service Provider of the Year” award in the esteemed Office Management Group 2024 Office Management Awards!

This recognition is a testament to our unwavering dedication to excellence in Executive Assistant training. At ACEA® Training, we take pride in empowering administrative professionals with the skills and knowledge they need to thrive in their roles and make significant contributions to their organisations.
Being nominated for this award is not only a tremendous honour but also a reflection of the hard work and commitment of our entire team. Every day, we strive to provide unparalleled training experiences that exceed expectations and drive positive outcomes for our participants.

Now, we need your support! Your vote can make a difference in helping us secure the title of “Office Management Service Provider of the Year.” If you believe in the value of quality training and the impact it can have on individuals and businesses alike, we kindly ask for your vote.

Your support means the world to us, and it reinforces our belief in the importance of continuous learning and professional development. Together, let’s celebrate the power of education and the remarkable achievements it enables.

To cast your vote for ACEA® Training, please visit

Awards Voting — The Office Management Group

and follow the instructions provided. Every vote counts, so don’t miss this opportunity to show your support!

Thank you for being part of our journey and for helping us reach new heights of excellence. We couldn’t have come this far without you, and we are deeply grateful for your ongoing support.

Let’s make 2024 the year ACEA® Training takes home the title! #theOMAs #ACEATraining

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Celebrating a Milestone: 750 Testimonials for ACEA®, the Premier Programme for Executive Assistants

admin — Sun, 25 Feb 2024 13:37:01 +0000

Since its inception in 2012, the Advanced Certificate for the Executive Assistant: ACEA® has been at the forefront of professional development for executive assistants, offering a comprehensive programme uniquely designed by executives, for the administrative profession.

And now, we’re thrilled to announce a remarkable milestone: ACEA® has received an impressive 750 testimonials from satisfied participants, attaining an outstanding average score of 4.9 out of 5.0.

This achievement is a testament to the unparalleled quality and effectiveness of the ACEA® programme. But what sets ACEA® apart from other certification programmes? The answer lies in its unique approach, which emphasises executive leadership and strategic skills tailored specifically to the needs of executive assistants.

Today, executive assistants are strategic partners, indispensable to their executives, and vital contributors to the success of their organisations. Recognising this shift in paradigm, the Advanced Certificate for the Executive Assistant: ACEA® was established, aiming to empower and certify executive assistants to excel in their roles.

One of the key distinguishing factors of ACEA® is its executive-led curriculum. Unlike other programmes that may be designed solely by educators or administrators, ACEA® benefits from the input and expertise of seasoned executives who understand the demands and expectations placed on executive assistants in today’s corporate environment. This ensures that the content is not only relevant but also practical and actionable, providing participants with the tools and insights they need to thrive in their roles.

Moreover, ACEA® recognises the importance of fostering strategic partnerships between executives and their assistants. Through specialised modules and workshops, participants learn how to anticipate their executives’ needs, proactively identify opportunities for efficiency and improvement, and effectively communicate and collaborate at all levels of the organisation. By empowering executive assistants to think strategically and act decisively, ACEA® enables them to become invaluable assets to their executives and organisations.

But perhaps the most compelling evidence of ACEA®’s impact lies in the testimonials of its participants. From executive assistants who have successfully implemented newfound strategies to executives who have witnessed first-hand the transformational difference ACEA® alumni bring to their teams, the testimonials speak volumes about the programme’s efficacy and value.

To see these testimonials for yourself and learn more about the ACEA® programme, simply click here or on the 5 star image above. Whether you’re an aspiring executive assistant looking to take your career to the next level or an executive seeking to invest in the professional development of your support staff, ACEA® is the premier certification programme that delivers results.

As we celebrate this incredible milestone of 750 testimonials, we reaffirm our commitment to excellence and continuous improvement. With ACEA® leading the way, the future looks brighter than ever for executive assistants everywhere, poised to become strategic partners in driving organisational success.

If you would like to have a chat about whether ACEA® is for you why not drop me a line at marie-louise@innoverto.com and I or one of our team members will contact you to arrange a short chat.

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Trust & Inspire Masterclass with Stephen M.R. Covey

admin — Mon, 02 Oct 2023 15:28:41 +0000

Build High-Trust Leaders that get results

With Stephen M.R. Covey in Dubai

Who is Stephen M. R. Covey

Global authority on trust, leadership and culture. New York Times and #1 Wall Street Journal bestselling author of The SPEED of Trust—The One Thing That Changes Everything.

Stephen M. R. Covey is a sought-after and compelling keynote speaker and advisor on trust, leadership, ethics, and high performance, he speaks to audiences around the world. He is the New York Times and #1 Wall Street Journal bestselling author of The SPEED of Trust, a groundbreaking and paradigm-shifting book that challenges our age-old assumption that trust is merely a soft, social virtue and instead demonstrates that trust is a hard-edged, economic driver. The Speed of Trust has been translated into 22 languages and has sold over 2 million copies worldwide. Stephen M. R. Covey latest book is Trust & Inspire in which he lays out his vision for a new form of leadership as well as a framework and in-depth advice to guide you there.

Stephen M. R. Covey is the former CEO of Covey Leadership Center, which, under his stewardship, became the largest leadership development company in the world. Covey personally led the strategy that propelled his father’s book, Dr. Stephen R. Covey’s The 7 Habits of Highly Effective People, to one of the most influential business books of the 20th Century, according to CEO Magazine.

Over the years, Covey has gained considerable respect and influence with executives and leaders of Fortune 500 companies.

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John Maxwell Dubai 2023

admin — Mon, 02 Oct 2023 10:01:55 +0000

The forum, held at the Palazzo Versace in Dubai, brought the world’s most influential leadership expert, author and speaker, John C. Maxwell, to speak about key concepts and foundational truths and principles of leadership, teamwork, and success. Over 700 top C-suite executives, business leaders and brand owners took part in this forum as they embraced this inspiring learning opportunity.

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ACEA® Recognized as the 4th Top Business and Management Program in 2023

admin — Tue, 23 May 2023 15:30:48 +0000

Innoverto and BMTG (UK) Ltd are pleased to announce that the Advanced Certificate for the Executive Assistant (ACEA®) has been awarded the prestigious 4th position in the 2023 top 10 business and management courses issued by Findcourses the leading platform for professional development courses.

In today’s ever-evolving global economy, the demand for skilled professionals in the business and management industry is higher than ever before. The ACEA® program stands out as a comprehensive and advanced training opportunity specifically tailored for executive assistants. It equips participants with the essential knowledge and skills needed to excel in their roles and contribute to their organization’s success.

The executive led ACEA® program focuses on providing executive assistants with a deep understanding of key business principles, specialized management techniques, effective communication strategies, and advanced organizational skills. By undergoing this rigorous training, executive assistants can enhance their professionalism, expand their capabilities, and elevate their impact within their organizations.

Richard Arnott, the author of the ACEA® program and Director of BMTG (UK) Ltd stated:

“To be included alongside prestigious programs such as the Chartered Director Programme from the Institute of Directors (IOD) is testament to the excellence and relevance of the ACEA® program and confirms why it is the leading sought after training for the value it brings to executive assistants seeking to advance their careers.”

We are proud to offer the ACEA® program as part of our commitment to empowering administrative professionals with high-quality educational opportunities. We congratulate all the past participants who have completed the ACEA® program and commend them for their dedication to professional growth.

For more information about the ACEA® program, please visit www.innoverto.com/acea-courses/

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