Together With

Good morning.  

I’ve been thinking a lot lately about the kinds of people we surround ourselves with—especially in leadership. Not just the team we inherit, but the team we build. And more specifically, the kind of folks who quietly (or not so quietly) help us look like we’ve got it all together.

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Elevate your Leadership

Let’s talk about overachievers in support roles. These are the people who operate well beyond the title on their badge. They don’t just complete tasks—they elevate everything around them. And in doing so, they make you look like a rock star.

Case in point: I met one of my director’s admin assistants yesterday—Brooklyn. This woman is a force. Operationally sharp, communicates like a pro, relentlessly organized, and her follow-through. Impeccable. Brooklyn isn’t just supporting her leader—she’s amplifying them. You walk out of a meeting she’s touched, and you think, “That leader is on it.” And they are—but Brooklyn’s behind the curtain making sure of it.

Now here’s the thing: almost every great leader I know has a Brooklyn. Sometimes it’s an admin. Sometimes it’s a hidden gem in a different role. But they all have someone hungry—someone stretching beyond the job description, showing up with energy, and making things happen. When you meet that kind of hunger with investment in their growth, it’s game over. They win. You win.

And I know what some of you are thinking: “I run a standalone. I don’t have the budget for an admin.” Fair enough. But I also know most of you are sitting on a goldmine of support roles filled with...well, let’s just say, people who are nice enough, but not exactly lighting the place on fire.

Think about your activity's assistants, your front desk receptionists, your dietary and social work assistants. Are they Brooklyn's? Or are they placeholders who have no potential outside of their current role—warm bodies doing the minimum, not a hint of ambition in sight?

Let’s zero in on the front desk. That role? It’s your secret weapon. And yet, in far too many buildings, it’s wasted. I see it all the time—someone who smiles, answers the phone, and parks in that chair for 12 hours a day. But they’re not soaking it in. They’re not learning the flow of the operation. They’re not asking to be involved. They’re not growing, and they’re definitely not making you better.

That front desk isn’t just a chair to fill—it’s a launching pad. Got a young professional who wants to be an NHA someday? Sit them up front. Keep them close. Let them study the moves, feel the pulse, watch how things tick. Give them access. Challenge them. And yes, let them make you look good in the process.

Bottom line: leadership isn’t a solo act. It’s a team sport. And who you draft matters. So, stop wasting prime positions on placeholders. Find the Brooklyn's. Cultivate them. Pour into them. And watch what happens.

I'm feeling creative today, so I drafted this framework to help you identify whether you not you have a Brooklyn on your hands.

The BROOKLYN Framework: Spotting High-Potential Overachievers in Support Roles

B – Behavioral Drive
They go beyond what’s asked. They finish tasks early and start looking for what else needs to be done—without waiting to be told.

R – Reliability
You never have to double-check their work. When they say it’s handled, it’s handled. They take pride in delivering consistently, and it shows.

O – Operational Awareness
They see the whole game, not just their lane. They understand how their work fits into the bigger picture—and they ask smart questions that reveal they’re paying attention.

O – Ownership Mentality
They act like it’s their building. They take initiative, fix what’s broken (even when it’s not their job), and bring solutions, not problems.

K – Knowledge Hunger
They’re always learning. Whether it’s asking questions, shadowing a leader, or diving into policies—these folks are sponges.

L – Leadership Signals
They influence others without the title. Teammates turn to them. They’re dependable, respected, and people naturally follow their lead—even informally.

Y – Yes Attitude
They say “yes” to challenges. New project? Sure. Extra duty? Absolutely. They show up with a can-do energy that makes you want to find them more to do.

N – Next-Level Potential
They’re not just great at this role—they’re clearly capable of more. You can already see them in a future leadership seat—it’s not a matter of if, but when.

Have a great day out there—go find your overachievers. And if you’re lucky enough to have one already, thank them. Then give them more ways to drive value.

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Thanks for reading.  Have a wonderful day.

Kevin Goedeke, Publisher and Founder