Interview with Craig Bryson

This week I am so excited to be interviewing Craig Bryson. Craig Bryson is an award-winning, strategic Executive Assistant with over 20 years of

experience supporting C-Suite leaders across a wide range of sectors. Craig is also Co-host of The Crodie Files Podcast, a growing platform tackling real conversations in the EA world. The voice behind the widely recognised #NotJustAGirlsJob campaign, Craig continues to challenge stereotypes and champion diversity within the industry.

Your diverse background includes working as an office manager in a film, TV, and theatre production company. How has that experience in a creative and fast-paced environment influenced your approach to administrative support in the corporate world?  

Well, trying to schedule a meeting with an A-list actor is like catching smoke. Diary management in the creative world is chaos with designer sunglasses. Actors are often mid-flight to a film set, performing under stage lights, or off-grid. When they do show up at the office, it’s a mix of starstruck moments and schedule scrambles. It’s brilliant fun, but there’s no room for error.

In that environment, I wasn’t just an Assistant. I was the Office Manager, the go-to person, the fixer of the photocopier, coffee machine or even the central heating. One minute, I’d book a table for lunch with an award-winning director. The next, I’d chase toner deliveries, log receipts for finance, or deal with dodgy Wi-Fi before a pitch meeting. You name it, I did it. 

Creative teams are small and often lack structure. You learn to juggle tasks quickly. You prioritise well and solve problems before they grow. There’s no one to delegate to and no clear roadmap. You roll up your sleeves and get on with it.

When I moved to the corporate world, the structure felt like a luxury. You still face diary dramas, but now there’s a team, a process, and fellow EAs to lean on. This blend of creativity and professionalism has made me faster, sharper, and more flexible.

Your bio highlights reducing event spending by 25% through strong local vendor relationships. Can you elaborate on your strategy for achieving such significant cost savings in event planning, and how do you balance cost- consciousness with delivering a high-quality event experience?  

It really is about who you know. I reduced event costs by 25% simply by building strong local relationships with trusted venues.

Rather than going through formal booking channels, I used my own time (lunch breaks and after work visits) to connect with sales directors at restaurants, wine bars and hotels. I got to know their spaces and shared what we needed as a business. That personal approach made all the difference. I shared this information with my fellow assistants who used these spaces.

For example, I created an internal assistant network with zero budget. I spoke to a local wine bar I knew well. We agreed on a deal. Free space every third Thursday, two for one cocktails and occasionally free food. No hire fee, no stress, and brilliant turnout.

Another one. Christmas parties. Venues were charging over two thousand pounds just for the room. Because of the ongoing relationship and regular bookings, they waived the hire fee and gave us a discounted menu.

Hotels were the same. No room charges if we ordered breakfast or lunch. That alone gave us savings of around 25% - 30% per event.

The events still looked and felt high quality. The difference was the hidden legwork and a good bit of charm. The key? Consistency, respect, and giving venues repeat business. I wasn't just negotiating a one-off, I was offering a pipeline. They looked after me, and I looked after them. Top-notch events, low cost, and some favours ready for when someone says, “We’ve got no budget, but..."

As a co-host of The Crodie Files podcast, you explore executive support and amplify admin voices. What's one key insight or "aha moment" you've gained from a podcast conversation that has reshaped your own perspective on the administrative profession?  

As co-host of The Crodie Files, I get to explore executive support from different angles. We also highlight admin voices, which have great power.

The biggest "aha" moment didn’t come from a guest contributor or what was discussed on an episode. Instead, it's the messages from our listeners that really stood out. Many people felt stuck and unsure. Then, they heard something on our podcast that inspired them to make a change. One listener even left the hotel industry and transitioned into an admin role after listening to our podcast. It's moments like those that stop you in your tracks, knowing we've helped someone completely reroute their career.

Hearing those stories made me realise that this job isn’t just about managing diaries and preparing presentations. It's about influence and strategy. Admins often act as the glue. They stay calm in chaos and solve problems before others see them. I've come to see us as quiet powerhouses with emotional intelligence, adaptability, and a deep sense of humanity. That shift in perspective. All thanks to giving others the knowledge they need.

And the fact that The Crodie Files Podcast has now reached over 1,100 cities worldwide Not bad for two EAs with a mic and a mission.

You champion LGBTQIA+ and neurodiverse professionals, emphasizing that "every workplace should support everyone." How do you actively advocate for inclusion and create a more supportive environment in your administrative role?  

This is a tricky question. Diversity and inclusion shouldn’t just be tick-box exercises. I want to show real support for the LGBTQIA+ and neurodiverse communities all year, not just in Pride Month. 

In my role, I help keep conversations alive. I organise internal events and talks that showcase real-life experiences. I've helped with Pride bake-off fundraisers (yes, I've baked a rainbow cake or two!). I also planned after-work events with guest speakers and competitions. I made sure those stories took centre stage, not just a footnote.

But it's not just about the big moments. it's in the small, daily actions:

• Adding pronouns to email signatures.

• Ensuring meeting invites are accessible.

• Using inclusive language in communications.

• Checking in on colleagues who might be struggling.

A good Assistant sees and hears everything. They spot gaps, notice who isn’t speaking, and make space for those voices.

Not everyone feels safe or ready to be visible, and that's okay. That's why those of us who can speak up should. Visibility matters and so does support. You've got to put in the work for the change to stick.

People may not always say it, but when your name appears in ‘thank-yous’ after an event or someone whispers, "You were great and we’re glad you are part of our team" you know it is worth it.

You believe a thriving workplace starts with people who feel valued and empowered. What's one actionable step organizations can take to better value and empower their administrative staff?  

If you want assistants to thrive, stop treating them like they’re just support. One simple step? Create a clear career path. Show the journey from Junior Admin to Senior EA to Chief of Staff. Be open about responsibilities, skills needed and pay brackets. When people see a future, they move towards it.

Involve your assistants in planning meetings, kick-offs and team huddles. Let them contribute. Their eye for detail and instinct for spotting the gaps is gold. It also sends the right message, you’re a partner, not just a passenger.

Set aside a proper budget for their growth. Training, conferences, coaching and let them choose what works for them, not just what fits the business agenda. Recognition is powerful. A simple shout-out in a team meeting, newsletter, or even a thank you wall in the office kitchen can lift someone’s whole week. People show up differently when they feel seen.

Create an Admin Advisory Council. Let them test systems, give honest feedback and improve how things run. And more importantly, actually listen. Give them ownership. Projects, events, vendor management, onboarding. Let them lead and show they’re trusted to deliver, not just to do.

If you want people to feel empowered, start by making sure they feel seen, heard and genuinely valued. Do that and you won’t just retain great assistants. You’ll unleash their full potential.

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Craig Bryson is an award-winning, strategic Executive Assistant with over 20 years of experience supporting C-Suite leaders across a wide range of sectors. Known for his sharp insight and calm under pressure, Craig brings clarity, structure and value to the heart of executive-level decision making.

Beyond the boardroom, Craig is deeply committed to the growth of the administrative profession. He helps to shine a light on the supports Assistants globally, sharing practical guidance, career advice and confidence-building strategies through events, networking and online platforms. His motto, Share the Knowledge, underpins everything he does.

Craig is also Co-host of The Crodie Files Podcast, a growing platform tackling real conversations in the EA world. The voice behind the widely recognised #NotJustAGirlsJob campaign, Craig continues to challenge stereotypes and champion diversity within the industry.

Whether it’s helping Assistants recognise their value, encouraging future-facing thinking, or opening up space for modern conversations, Craig is passionate about empowering the profession, one Assistant at a time.

Connect with Craig on LinkedIn: https://www.linkedin.com/in/craigatbryson/