I'm self-conscious about telling people that I am hiring for an Executive Personal Assistant. There is something about it that sounds self-important, indulgent, that makes me wonder what our clients, prospects, and even my own Bellwood Labs team will think about it. I wonder why I would need that sort of help and why I and my team can't just handle these details myself. But since we are hiring for the role, and since we like to recognize and announce our new hires, I might as well own up to staffing the role sooner rather than later. Our company vibe can also be deceptive. On my average day, my view of the company is still "Rob working from the basement, a coffee shop, or co-working space", but the reality as the company grows from 25 people up toward 30, that the complexity of the company is not shrinking, and some tasks need to be done in-person. In moments of clarity, I can realize - the longer I keep going WITHOUT an Executive Assistant, the longer I AM the Executive Assistant. Dan Martell's recent book, "Buy Back Your Time" illuminates this in the bottom left quadrant of this diagram. When we have tasks that are not the highest and best use of my time, and are also not energizing, I shouldn't be doing them. There may even be someone else who ENJOYS doing those things! It's not to say I'm doing everything on my own. We've done pretty well in the "Replacement" quadrant. When I first had the instinct to hire a Director of Operations, I was originally targeting a very Junior hire, was persuaded to hire someone more experienced, and today that person is our COO and provides huge value to the company. When our hiring process got BUSY, I called up a former co-worker who has absolutely taken over and OWNED the role of Recruiting Coordinator in a wonderful way. But in hiring these roles high up on Dan's "Replacement Ladder", I've inadvertently ended up holding onto a whole bundle of simple tasks that I don't enjoy and don't help the rest of our team. So here's my public admission and commitment. We're staffing this role and I am firing myself and the rest of our Leadership Team as the Executive Assistant of Bellwood Labs.
I'm curious to see your list of tasks that you envision this person taking on, if you are willing to share it (maybe not publicly).
Even at the personal level raising your productivity/results is always about relative advantage, meaning delegate off tasks that aren't as high value to ones where the multiplier on your time (in absolute terms or relative to the next best partner) is highest. So you'll get a high ROI from this investment, and I may know someone who'd be good.
It’s something my wife has done professionally for over 10 years and having seen what a good EA can do for an executive (regardless of company size) I think it’s a great move on your part. Focus on someone who can balance three calendars at once and can be on hold with an airline for 2 hours and then instantly know how to turn it pleasant and get positive results.
Rob, hire an amazing person and don't look back. I was lucky enough to have an amazing EA for a couple of years and our whole team excelled in a way I couldn't have made happen on my own. We're both doing different things now, but we're friends and I still call her when I need someone to "tell me like it is".
Good for you!!
This is a great move and I'm glad you recognize the need.
Seems like a similar feeling to "Hey can anyone recommend a good housekeeper?", like it's an indulgence and I'm just a lazy slob. Not the case at all... but I feel you!
looks something familiar from Martell
Rob, your transparency and self-reflection are truly admirable. It takes courage to publicly acknowledge the need for assistance, especially in a role that may carry certain stigmas. Your commitment to recognizing where your time is best spent and acknowledging the growth of Bellwood Labs speaks volumes about your dedication to its success. Your analogy of being the "Executive Assistant" of Bellwood Labs until you bring someone onboard is both insightful and relatable. It's a testament to your leadership that you're willing to step back from tasks that don't align with your strengths or energize you, allowing others to excel in their respective roles. It's evident that your focus is not just on filling a position but on finding someone who will bring value and efficiency to the team. Your willingness to evolve and delegate demonstrates a profound understanding of effective leadership. I'm excited to see the positive impact this decision will have on Bellwood Labs and your ability to focus on high-impact activities. Here's to continued growth and success for you and the entire team!
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