In today’s fast-paced business environment, executives are expected to juggle an overwhelming number of priorities and responsibilities ranging from strategic planning to client meetings, risk assessments to crisis management and the basic bottom line of the company. It’s surprising, though, that many executives overlook their most underutilized asset that is quite literally sitting in front of their faces: their executive assistant. The EA role is often seen as “practical” or a “luxury” rather than as a necessary, vital support function and strategic partner. EA = oxygen mask to the C-suite.
The executive assistant is not a saccharin-sweet role born of affection for the C-suite. Rather, it is a powerhouse generalist that consists of strategists, gatekeepers, relationship managers, travel coordinators, confidants, HR liaisons and minders of the budget, among other things. They are the quiet engine behind your most productive days, wrapped in one neat title.
It’s easy to become unaware of your EA because they are so behind the scenes. And, don’t get me wrong, that’s a GREAT thing. That means they are operating at peak performance which, invariably, means you are having a fluid day. What also makes an outstanding EA is their level of discretion and work-in-the-shadows actions. While this is ideal for you, it’s tough on the EA. They end up in a silo. It’s a grind with high professional, and personal, demands and it can be quite lonely.
I think it’s safe to say that you hired your EA because they demonstrated intellectual and business chops that complement your business style. During the interview, I’m sure they were insatiably curious. You appreciated someone who was hungry, didn’t claim to “know it all,” and wanted to become better versed in administrative practices and understanding of the business. They likely shared that there was a business function, or area, they wanted to pursue as a passion project. That impressed you. (As it should. And, if we’re being honest here, you probably saw the same fire in them that you have.) You felt yourself nodding your head, saying to yourself, “Yep. They’re the one. They’re the one who is going to help me get to the next level of ‘X’ and achieve my goals.” So, you said, “Yes!” and brought them on board.
Now, you have this amazing, yet isolated, go-getter in your midst clamoring for camaraderie and challenges.
But now what?
The obvious is offering them a seat at the table and permitting them to contribute in a meeting when appropriate or simply to sit in and listen so they pick up the business matters at hand. It’s amazing how much body language and sighs speak. Truly, it’s the inaudible that speaks the most. Your EA knows you and can pick up these subtle nuances while you focus on the business at hand. Second, is treating them like a leader and helping them and their career grow.
Executives—serious question here. Have you afforded your EA the same development opportunities as other leaders within your organization?
I’m sure most of you shook your head “no.” It’s a missed opportunity. Support your EA’s educational and development endeavors. Provide them with several days of paid time off a year to attend a conference. Offer to sponsor their registration. In exchange, ask them for a summary of the event. This yields a great connection and even better ROI.
On October 3, EA Direct is hosting EVOLVE: The Executive Assistant Experience that was created by Executive Assistants for Executive Assistants. This is real training, real strategies and real investment in the people who keep businesses running behind the scenes. Your EA will leave with new business acquaintances and real-life applications and takeaways that can be brought back to the office with immediate implementation.
There are plenty of great conferences and symposiums out there to choose from. Our focus is on the local Tampa area. We believe that a bonded, tight-knit, educated local EA community benefits everyone. Trust me. I see it in the works daily.
Your EA may be hesitant to ask if they can attend a conference, let alone suggest that the company sponsor them. Who wants to be told “No?” Break the ice. Offer it to them. Ask them about their professional endeavors. Get to know your EA’s ambitions and goals.
To learn more, please visit www.eadirectconnect.com/EVOLVE.
