Struggling to 'be heard'? You're not alone.
As executive support, the struggle to 'be heard' is real. You might have the best ideas or the most efficient processes, but, no matter how much you want to take a great concept to that next level, being "heard" (read, taken seriously), can often be an uphill battle.
The challenge of not 'being heard' is not a unique experience in the life of an executive or personal assistant. Is it a question of credibility? Trust? Perhaps a personality clash?
Moira Forbes, the publisher of ForbesWomen, recently said about women in leadership that:
“Women need to calibrate their more forceful emotions. They walk a tenuous tightrope when in positions of power. To have a seat at the table, it's not enough to have a voice - you have to be heard."
Even with many women pushing through the glass ceiling, the most recent statistics* still show that men hold over 90% of leadership roles in the c-suite. And in the admin profession, if we take one of the world's largest economy as a gauge, in the US, 91% of executive support professionals are female**. In other words, ~9 in 10 EAs report to a male leader.
If this challenge of being heard is as real for female leaders in the c-suite, then, as executive support, there is much work to be done!
What Moira Forbes' comments also suggested is that while gender differences do exist, when it comes to 'being heard', there are strategies to ensure your voice resonates. These strategies do not distinguish between professions so they’re as accessible to executive support professionals as they are to CEOs!
Being sensitive to the different perspectives that exist between you and your manager or among your team is the first step. When required to model leadership behaviours to persuade and influence one needs to be conscious of the different work styles and, in particular, communication style - yours and theirs.
Understanding different work styles will help to:
Understand the motivating factors that drive 'action', your expectations in this regard and that of managers and colleagues;
Learn how to challenge opinions productively and with a service-oriented mindset;
Become more adept at making decisions and enabling progress when faced with ambiguity;
Sharpen communication skills and learn to decipher the communication style of work colleagues. To engage and influence with persuasion, this is critical. And;
Become true champions of collaboration while modelling leadership and a goal-focused approach.
Organisational leaders need strong communicators, collaborators and agile, service-oriented support staff to help them impact real change. While it is important to be sensitive to the gender differences and be conscious of the biases that might exist, they should not colour your perception or influence the way you engage and interact in the workplace. Focusing on strengthening your leadership and communication skills is a productive, often career-changing, approach.
Go to: The Power EA - an international masterclass on leadership skills for executive support professionals
Go to: Developing Cultural Competence - a short e-course to understand your work style and develop collaborative behaviours
Go to: Professional Coaching - month-to-month executive coaching for executive support professionals
*Source: Catalyst, Quick Take: Women in Management (August 11, 2020)
**Source: Career Explorer, Executive Assistant Demographics in the United States 2020