Executive PA Media

28/10/2024

With the US elections just days away here's a deep dive on President Trump from his EA's perspective, that we published in our winter issue of Executive PA Magazine

https://zurl.co/Afey

Back in 2017, fresh faced 26-year-old Madeleine Westerhout landed her dream job as President Donald Trump’s EA. All of a sudden she had access to (probably) the most powerful man in the world. She …

27/10/2024

The inside track on producing great events with Heath Batterham. The 31st October at Amora Riverwalk, a free but qualified day of PD, social & appointment based networking.

Still places available for executive assistants. First come first served.

https://zurl.co/HxDF

Heath Batterham brings over two decades of experience in the luxury hospitality sector, where he has mastered the art of revenue generation, marketing, and operations management. At the Melbourne E…

27/10/2024

Last Summit of the year in Melbourne on the 31st October. An excellent day of networking and professional development. Free but qualified. Limited places, apply now

https://zurl.co/iXvi

The last Event Organisers Summit of the year will take place in Melbourne on the 31st October. This single day of curated & social networking, and a seminar program is open to in-house event ma…

24/10/2024

Limited free places available for the Melbourne Event Organisers Summit on the 31st October Amora Hotel Riverwalk.

https://zurl.co/4ayp

Have you ever met someone who swam from Tasmania to Victoria? Well, now you can at the Melbourne Event Organisers Summit on 31st October, at the Amora Hotel Riverwalk Our keynote speaker, Tammy van…

17/10/2024

EA role with Aussie influencer causes outrage online

For those not in the know, Sophie Guidolin is a 35-year-old fitness influencer from Adelaide with claims to fame including gym ownership, a cook book and fitness modelling. She boasts around 542,000 Instagram followers and 18,000 YouTube subscribers. And she’s just been dubbed the latest Miranda Priestly (of The Devil Wears Prada) after her ad for an EA hit headlines.

Sophie, who is no stranger to controversy, had followers instantly highlighting the flaws, the lack of clarity and the strange requirements listed in her extensive three-page advert – which was deemed ultra-confusing by readers because it is open to “entry level through to highly experienced” applicants.

Once in “demanding” position, the successful candidate would be expected to:
- Be open to “embracing the entrepreneurial lifestyle”.
- Manage Sophie’s email, calendar, Shopify, meeting agendas, social media platforms and personal appointments.
- Protect Sophie’s time and energy.
- Anticipate her needs, and help “realise the CEO’s vision”.
- Crave personal growth, without ever wanting to be the CEO.
- Handle the day-to-day operations and activities of her nutrition and fitness business, The Bod.
- Fold laundry and water Sophie’s plants – or “pants” as the listing read due to an unfortunate typo.

Responding to her critics, Sophie told Daily Mail Australia that she sought inspiration from job ads posted by renowned entrepreneurs and business experts – the likes of YouTuber Dan Martell, investor Leila Hormozi and Gary Vaynerchuk. an American businessman and author.

She didn’t specify whether or not she had penned the listing (which has a number of spelling errors and repeated lines) herself.

She added: “I have never actually had an EA prior – not once since starting my business in 2012. The role has a salary range of $110-$180k depending on experience”.

For those not in the know, Sophie Guidolin is a 35-year-old fitness influencer from Adelaide with claims to fame including gym ownership, a cook book and fitness modelling. She boasts around 542,00…

15/10/2024

Why self-leadership is essential to lead others

Last month, personal brand expert Jon Michail wrote about mastering executive presence. Now he’s back to talk about the profound impact of self-leadership on effective management.

“At its core, self-leadership is about mastering oneself before trying to guide others. It’s about honing self-awareness, managing oneself with discipline and harnessing intrinsic motivation. This isn’t just theory. It’s a crucial practice that shapes how leaders, their EAs and chiefs of staff operate and succeed.

Self-awareness is where everything begins:
For leaders, it’s not just about understanding your strengths and weaknesses. It’s about recognising how your actions affect others. A leader’s self-awareness directly influences the effectiveness of their communication and decision-making.

As EAs will know, part of this is being able to anticipate needs and adapt strategies based on a leader’s style and preferences. Without this awareness, the potential for misunderstandings and inefficiencies grows.

Self-management is the next critical pillar:
It’s not about time management. But about controlling your emotions, thoughts and reactions, particularly in high-pressure situations.

For leaders, maintaining composure under stress fosters a positive work environment and sets a standard for the entire team. For those supporting leaders, effective self-management ensures they can tend to their leader’s needs without being overwhelmed, thus maintaining operational efficiency.

Intrinsic motivation is what keeps leaders driven and aligned with their organisational vision
This genuine commitment to goals and values fuels resilience and inspires the team. For EAs, understanding and mirroring this motivation can enhance your support role. It will ensure your efforts are aligned with the broader mission – and contributing to a cohesive team environment.

The ripple effect of self-leadership extends to the entire team:
Leaders who excel in self-leadership create a culture of productivity and engagement. This influence is crucial for EAs who play a vital role in translating a leader’s vision into actionable plans. You need to model and support these self-leadership principles to ensure the smooth operation and success of the team.

Cultivating self-leadership is a continuous ‘awareness’ journey:
It involves regular self-reflection, mindfulness practices, setting clear personal goals, and seeking ongoing learning and mentorship. By investing in these practices, you can contribute to a more effective and harmonious work environment.

In essence, mastering self-leadership is not just about personal growth. It’s about enhancing the collective capability of your team. As the saying goes: ‘You cannot lead others until you first lead yourself’.

Embracing self-leadership is the intelligent and responsible approach for any leader striving to unlock their full potential and drive their organisation to new heights.”

Last month, personal brand expert Jon Michail wrote about mastering executive presence. Now he’s back to talk about the profound impact of self-leadership on effective management. “At its core, sel…

14/10/2024

The event organisation process you will refer to forever (part one)

Simon Thewlis of Event Pty Ltd is a regular Executive PA magazine contributor. Now he’s making his debut online with a series of articles on event organisation. As he always says in his Executive PA Summit presentations, his process is the same whether the guest list is 50 or 50,000 people. Find out why in part one…

“I recently had a good reminder of this as I went straight from ANZAC Day, with more than 40,000 people at the Dawn Service and 9,721 people participating in the march, to a very bespoke event for just 40 in the Yarra Valley. Through this article series, I will share some learnings from each event that are relevant for those of all sizes.

Learnings from a 40-person event:
This was a celebration to thank those involved in an important business milestone. And it was to be held in a custom, clear-walled marquee at a property in the Yarra Valley.

The invite list was 40 people and the concept appeared fairly simple. The key requirements were ‘perfect and seamless’ – everything should just flow, looking effortless. That said, it can take a lot of effort to make something seem effortless! And this was no exception.

Tip 1: A detailed briefing document is essential
With smaller events it is easy to just assume or go by memory. But that wasn’t the case here. To ensure every aspect was perfect I went through the same planning process as I would for a much larger event.

The key document was an event briefing. It outlines, in plain English, every part of the event in great detail – as well as every step of the running order (from set-up to pack down). This was also done from the guest perspective to determine their experience. Risks, issues and contingencies that could impact the success were also detailed here.

This document (and each version of it) was worked through with the client and key suppliers to make sure everyone had the same understanding to a highly detailed level.

Tip 2: The element of surprise is one of the simplest and most effective event tools
The guests arrived. They had drinks and canapés with two guitarists playing background music. All quite nice but no clues as to what was ahead.

At the appropriate time, doors opened to reveal a beautiful clear-walled marquee structure that looked amazing. The string quartet on stage was amplified and lit to ensure the right impact as guests entered. It was very different to what was expected. And it wasn’t the only surprise.

Tip 3: Florals vs greenery
We made significant use of greenery instead of traditional florals.

As it was a completely clear structure, we used conifers and low buxus hedge to:
- Define the stage
- Hide structural elements
- Soften the whole look
- Visually link the event space with the surrounding landscape.

The use of greenery went right through to small items on bathroom vanities, etc.”

Tune in for part two next week…

Simon Thewlis of Event Pty Ltd is a regular Executive PA magazine contributor. Now he’s making his debut online with a series of articles on event organisation. As he always says in his Executive P…

14/10/2024

How to empower your people to embrace AI

The 2024 HP Work Relationship Index identified common challenges of AI adoption and suggested how to beat them. Use the insights below to help your exec (and the rest of your people) view AI as an opportunity instead of a challenge.

Challenge 1: I’m over-worked and short of time
Work life balance, for many, is hanging by a thread. Workloads are increasing. And hybrid and remote work can lead to blurred lines between home and the office. ‘Life admin’ can be squeezed because work takes over. And there is little time to learn something new.

The solution: Tell them they can use AI to save time

AI is there to boost productivity. So, instead of adding it to their to do list, suggest they embrace it as part of their lives. Could they use AI as their very own PA for both work and life? Doing so could help claw back time – and create time and space to focus on more meaningful work.

Challenge 2: Will AI cost me my job?
The media hasn’t stopped talking about AI. And headlines claim it can write speeches or care for clients – things that humans are typically hired to do. Whose role will be next to go because it’s been taken over by a machine?

The solution: Help them use AI to increase their value

Here, positive communication is essential. You need a clear explanation of how the organisation will be embracing AI and what will be gained. Include how it will empower teams – and emphasise that it won’t replace them. Promote AI as a tool they can use for their personal and professional development – and suggest they use it for organisational innovation too. Could they discover ways to work better? More strategically? By handing repetitive tasks over to AI, they certainly can – and leave themselves space to focus on what they deem important.

Challenge 3: I don’t know how to use AI – or when?
AI can make most jobs easier – and more enjoyable. But people need to be able to properly use it for that purpose. That means gaining some understanding of how and when AI can help. This will ease concerns and give users confidence in the benefits. Plus AI has so many uses that it can be hard to know where to start – employees might wonder which tool best suits them.

The solution: Provide what they need to become an AI-savvy team

Simply telling people they can and should use AI isn’t enough. They need more – clear guidance and learning, covering how and when to use AI. Share what’s available and how it can be used. Could creatives use it for photo editing? Marketeers for optimising campaign reach? Analysts for quickly identifying trends?

The 2024 HP Work Relationship Index identified common challenges of AI adoption and suggested how to beat them. Use the insights below to help your exec (and the rest of your people) view AI as an …

13/10/2024

Have you ever met someone who swam from Tasmania to Victoria? Well, now you can at the Melbourne Event Organisers Summit 31st October

Have you ever met someone who swam from Tasmania to Victoria? Well, now you can at the Melbourne Event Organisers Summit on 31st October, at the Amora Hotel Riverwalk

Our keynote speaker, Tammy van Wisse is a world class athlete who shares her journey of making a plan to and executing a plan, along with the mindset needed to make it happen.

Tammy has conquered some of the coldest, deepest and longest waterways on the planet including Loch Ness, Bass Strait, English Channel and the Murray River, amassing an astonishing 65,000kms, which is equivalent to one and half times around the globe!

Tammy will also be taking part in the day and available for delegates to have one to one conversations with her

Attendees will hear from other speakers throughout the day, receive personalised meeting schedules, full catering and after event networking drinks.

A free but qualified event for professional event organisers and executive assistants who organise events.

Have you ever met someone who swam from Tasmania to Victoria? Well, now you can at the Melbourne Event Organisers Summit on 31st October, at the Amora Hotel Riverwalk Our keynote speaker, Tammy van…

10/10/2024

The inside scoop on being a royal EA – but is it true?

Catherine St-Laurent was chief of staff for the Duke and Duchess of Sussex from April 2020 until March 2021. She was also executive director of their Archewell Foundation during that time.

When she stepped down, she spoke to the media, reflecting on the role that she deemed “an incredible experience.”

She said: “They are incredibly talented and creative leaders. I’m grateful to have had the opportunity to do that, to be able to be with them on their journey. The time that I spent with them was incredibly fulfilling.”

Now, Catherine has gone from behind-the-scenes to centre stage, having built her own social impact firm. Speaking to Marie Claire, the entrepreneur – who also worked for Melinda Gates – explained that her past career experiences had readied her to build something of her own.

Of her chief of staff position, she said: “It is admittedly not a well-documented or understood role. I would say chief of staff typically means something different in every organisation. For me, I think what makes the best version of it…is basically tak[ing] an approach that is, how do I help my principals?, because in this case, I was working with both [Harry and Meghan] in the capacity [of] how do I help you do your best work?”

“So for me, it was about helping to set priorities, building trust, keeping a bird’s eye view, but also sweating the details. I think it’s about acting as an advisor and a sounding board for ideas, but also providing feedback on work, and keeping certain bodies of work really focused.”

Catherine’s comments seem a stark contrast to most other staff members – Josh Kettler commented: “I don’t think I heard a single current or former employee on their staff say they would take the job again if given the chance” – and the media.

British journalist Rebecca English, for example, claimed that during a royal tour in Fiji in 2018, Meghan “turned and hissed” at a member of staff, reducing her to “tears”.

“I later saw that same highly distressed member of staff sitting in an official car, with tears running down her face. Our eyes met and she lowered hers, humiliation etched on her features.”

09/10/2024

Unwrap the magic this Christmas with a gift from Haigh’s

With the end of 2024 fast approaching now is the perfect time consider recognising your loyal staff and valued clients with a gift of sheer chocolate indulgence from the Haigh’s Chocolates Corporate Christmas Gift Guide.

Inspired by traditional Christmas flavours and decorations while also incorporating modern elements, this year’s collection is the ideal choice for celebrating and acknowledging the individual and collective efforts that have enriched your organisation over the past year.

Featuring timeless favourites and limited-edition chocolates that are delivered boxed, wrapped and ready for giving, these delightful chocolate gifts are perfectly suited for sharing during this magical season.

Alongside our Christmas collection, the exclusive Haigh’s Corporate Christmas Gift Range offers you a seamless ordering experience when selecting gifts for your employees, clients, or upcoming function. Customised to align with your budget and delivery requirements, select from a wide variety of chocolates including our beloved Speckles, classic Pastilles and iconic Chocolate Frogs.

For truly one-of-a-kind gifts, why not consider creating a bespoke gift box for your VIP clients, or perhaps a hamper for the team to share? Select your favourites from across the range or allow the Haigh’s team to curate the selection on your behalf.

Enhance your gifts even further by personalising your gift boxes and hampers with co-branded ribbons and stickers. Additionally, custom-printed branded hamper sleeves are also available for larger orders. The unique options available ensure that your staff and clients won’t find these selections anywhere else, whether in-store or online.

Haigh’s Chocolates are packed and delivered with the utmost level of care and shipping is available across Australia with direct delivery to your clients.

To create a customised order please contact the Haigh’s Corporate team. Orders must be finalised by 5pm Friday the 6th of December 2024.

For the best chance of delivery before Christmas all other Corporate orders must be placed by 5pm Friday 13th of December 2024.

With the end of 2024 fast approaching now is the perfect time consider recognising your loyal staff and valued clients with a gift of sheer chocolate indulgence from the Haigh’s Chocolates Corporat…

08/10/2024

Five ways to support a team through tough times

Whether you’re leading a team of assistants or are looking for some ideas for your boss, change and leadership coach Louise Gilbert has five robust strategies for helping teams stay on track and keep moving forward – without burning out.

1. Tough times need Mindset X

When uncertainty hits, it’s easy to feel overwhelmed or stuck. Mindset X is about building the ability to adapt, face complexity with confidence and lean into challenges rather than be thrown by them.

Developing Mindset X in your team gives them tools to experiment and approach obstacles with curiosity. In difficult moments it’s about saying, ‘What’s possible here?’ rather than ‘Why is this happening?’ This adaptability keeps your team moving forward, no matter how rough the road gets.

2. Balance the load with Team Tetris

In any tough period, one of the biggest issues is workload. Some will feel like they’re drowning; others might not have enough to do. That imbalance creates frustration and inefficiency.

Team Tetris is about playing a game of fitting the pieces together; making sure no-one is overburdened, and everyone is contributing in a way that fits their capacity. This keeps things moving smoothly and prevents burnout.

3. Built-in Wellbeing to prioritise people

Wellbeing often gets sacrificed when the pressure is on. But that’s when you need it most. Built-in Wellbeing embeds wellbeing into the very way your team operates. Whether that’s flexible work arrangements, encouraging proper breaks or just making space for conversations about how people are feeling.

You can’t push the performance pedal without paying attention to wellbeing. Because if your people aren’t feeling good, they won’t be able to do great.

4. Powerful Engagement to foster psychological safety

Without engagement, your team is running on empty. And there’s no real engagement without psychological safety. Your team needs to know it’s okay to speak up, share ideas and make mistakes. Powerful Engagement creates an environment where your people feel safe enough to bring their whole selves to the table.

When they feel safe, they’ll stay connected to their work and to each other. Fostering openness and trust keeps the energy alive, even when stress levels are high.

5. Stay on track with Aligned Purpose

When things get tough, people lose sight of why they’re doing what they’re doing. That’s where Aligned Purpose comes in. It’s your job to remind your people of the bigger picture; to connect their day-to-day work to the larger mission.

When everyone is rowing in the same direction, it makes it easier to navigate the turbulence of tough times. Keep your team’s purpose front and centre, and you’ll keep them moving.

Whether you’re leading a team of assistants or are looking for some ideas for your boss, change and leadership coach Louise Gilbert has five robust strategies for helping teams stay on track and ke…

07/10/2024

Let’s make it an inspiring experience at Novotel Sydney on Darling Harbour

Celebrate the end of the year in style at Novotel Sydney on Darling Harbour, where your event becomes more than just a gathering — it’s an inspiring experience. Whether you’re planning a corporate event, a cocktail party, or a grand end-of-year celebration, Novotel Sydney on Darling Harbour has a package that suits every occasion. With modern amenities, sweeping views of the Sydney skyline, and unbeatable incentives, now is the time to book your unforgettable event.

For a limited time, take advantage of our exclusive End of Year Celebration Packages, complete with fantastic inclusions and added value rewards. Our team will assist in finding the perfect option to suit your needs.

What Makes This Offer Stand Out?

• Buffet Package for $145 per person, featuring a Chef’s selection buffet
• Plated Package for $148 per person, with a 3-course alternate serve menu
• Cocktail Package for $130 per person, including a selection of 6 canapés
• Additional Incentives for meeting minimum food & beverage spend, including spa • vouchers, The Ternary vouchers and iconic accommodation
• Double Meeting Planner Points, helping you earn points faster

Why Choose Novotel Sydney on Darling Harbour? With stunning outdoor spaces, state-of-the-art technology, and customizable event solutions, Novotel Sydney ensures your celebration is a success. Our packages also include special touches like 2 complimentary canapés, 4-hour beverage packages, Christmas theming, garden games, and a dance floor — all with 4-hour room hire.

Important Details to Keep in Mind:
• A minimum food & beverage spend is required for all packages
• Additional incentives apply for spends of $10k, $15k, $20k+
• This offer is valid for event held until 31st December 2024
• Double meeting planner points are awarded for eligible bookings

Don’t miss out—plan your end-of-year event today!

With dates filling fast, now is the perfect time to secure your spot at one of Sydney’s premier venues.

Make your next event more rewarding.

Contact our events team today to learn more and lock in your booking:

Phone: +61 2 9288 7166
Email: [email protected]

Celebrate the end of the year in style at Novotel Sydney on Darling Harbour, where your event becomes more than just a gathering — it’s an inspiring experience. Whether you’re planning a corporate …

03/10/2024

As Ishan Galapathy (an operational excellence strategist, author, speaker and mentor) highlighted in his last Executive PA article, engaged employees only account for 23% of the workforce. The actively disengaged category represents 18% and the fence-sitting, quietly quitting, not engaged group accounts for a whopping 59%…

“The impact of the not engaged group on the global economy is a staggering US$8.8 trillion – or 9% of the global GDP. Imagine having a team of ten rowers on your boat. Three are rowing their hearts out. Five are sitting with their arms crossed adding dead weight. And two are rowing in the opposite direction. How fast do you think your boat is going now?

The last 15 years have seen a fairly consistent upward trends in engaged employees. But the overwhelming volume of the disengaged signals a huge source of untapped talent.

We’ve tried to ‘manage’ this situation by using drivers recommended by Gallup:
- Purpose: This helps us to connect organisational purpose in an inspiring way. But unless we get individuals connected with the purpose through practical activities and initiatives, it just ends up being another poster on the wall or slide for your presentation.
- Development: This generally helps to advance the careers of the already engaged The quiet ones don’t get a lot of attention.
- Caring manager: While a caring manager improves engagement, the issue is that the accountability is on a single individual or department.
- Ongoing conversations and focusing on strengths: These are essential elements, but providing opportunities to raise concerns or improvement ideas without following through doesn’t drive engagement. In fact, it works in the opposite direction. Employees get frustrated that management hasn’t done anything about their ideas or has rejected them without reason.

If you don’t have systems and processes to capture ideas, and then collate, prioritise and execute them, you’re better off not asking employees for improvement ideas at all. Managers need to get employees involved in solving the issues – their input is what drives engagement.

Take any change management framework, such as Kotter, ADKAR or Kübler-Ross. Take any coaching framework, such as GROW. What do these all have in common? They all prioritise the involvement and buy-in of employees. This is the holy grail.

Having worked across multiple companies and countries for the last 25 years, I know for a fact that the fence-sitting, quietly quitting employees are only seemingly disengaged. You may think that these employees turn up in body only. But I’ve found they are waiting to be discovered, leveraged and motivated.

The secret to engaging the seemingly disengaged is involvement. Get them involved in the right initiatives with the right teams, led by the engaged few. Share their success stories at your town hall meetings to infuse positivity.

As Ishan Galapathy (an operational excellence strategist, author, speaker and mentor) highlighted in his last Executive PA article, engaged employees only account for 23% of the workforce. The acti…

02/10/2024

Could you be a toddler’s personal assistant

Not your usual corporate PA role, we couldn’t resist exploring a new book by Stephanie Kiser called ‘Wanted: Toddler’s Personal Assistant’. A nanny for the New York’s mega-rich takes a deep dive into what goes on behind closed doors, revealing the outrageous demands of the city’s most privileged parents… Could you be a toddler’s EA?!

At just 22, Stephanie took on her first nanny family. She attended school-pick up alongside Steve Martin, Drew Barrymore and Robert De Niro. And she loved the role. But when the time came to find her second family, she had her eyes opened – big time.

She firstly explored a job with a potential client who lived in a $9 million Upper Eastside Apartment and wanted Stephanie to be her ‘eyes and ears’. The role was five days on; two days off, and she would live-in during her work time. The salary was $90,000 a year – and a $25,000 cash bonus was available after two years in the post.

The potential client said: “While on duty, you will need to wake Frederick at 6.30am. Watch to be sure he has brushed his teeth, packed his backpack and applied deodorant. The chef has his breakfast out at 7am and he must finish the entire thing. He needs the nutrients for his busy day. You will tuck him in for lights out at 10pm sharp. Once he’s settled in bed, you and I meet to discuss his day. You should be taking notes throughout it so you can keep me up to speed on his moods, any issues, concerns. It’s all about communication.”

She continued: “My son has recently started to rebel. He doesn’t think he needs nannies anymore. He does not want them…” It turned out ‘little’ Frederick was 17… And Stephanie swerved the job.

Other unusual requests – some better than others – included:
- A mother who expected Stephanie to take drugs that would cause her to lactate so that she could breastfeed the client’s baby. The mother didn’t want to pump at work but insisted the child was breastfed.
- A potential client who asked: “Are you comfortable doing errands in a Porsche? They’re the only kind of cars we have.” Of course, it was a yes!
- Protecting two toddlers (the children of a judge and his germaphobe wife) from contact with the outside world. It meant no playdates and clothes being washed immediately after un******ng. Stephanie lasted three 12-hour days but gave up when she was asked to sneeze outside the apartment.

Not your usual corporate PA role, we couldn’t resist exploring a new book by Stephanie Kiser called ‘Wanted: Toddler’s Personal Assistant’. A nanny for the New York’s mega-rich takes a deep dive in…