Articles
Written By Rich For You.
This isn’t just a pretty Latin phrase thrown around in a courtroom scene. It’s the mantra for every leader who chooses to move beyond playing defense. It’s for the executive who stops polishing reports and starts disrupting industries. It’s for the founder who throws off the comfortable routine and decides to rebuild everything from the ground up.
Starting a new job is like walking onto a stage — the spotlight’s on you, and everyone’s curious: Who is this person? What are they going to bring? This is your shot to build momentum, earn trust fast, and make people say, “We’re lucky to have them.” But here’s the secret: it’s not about showing off — it’s about showing up. Whether you’re leading a team, stepping into a new company, or switching industries, these first few weeks are your launchpad. Get them right, and you’ll rocket forward. Get them wrong… and you’ll spend months digging out. Let’s make sure you hit the ground running — with purpose, presence, and a plan.
When Bill Gates was propelling Microsoft to global success, he scheduled his calendar in five-minute increments - every second was prime real estate. But behind this frenetic pace stood his Executive Assistant, managing a constant stream of emails, calls, and logistical details that could bury any top executive.
Without that support, Gates would have spent a huge slice of his mental energy on daily firefighting instead of transforming the software world. That’s the secret: a top-tier EA isn’t just an assistant - they’re a force multiplier.
Most executives feel like they’re racing down the highway juggling flaming torches - leading crucial negotiations, tackling massive decisions, and still juggling myriad personal tasks. That’s why an EA is so powerful. They act as your second brain, filtering out the everyday noise that disrupts your focus.
Even small personal tasks like scheduling appointments, managing travel arrangements, or handling routine emails can eat up hours of mental bandwidth. Delegate them, and you instantly free up valuable space to think, strategize, and lead.
Most leaders have about 15 “prime” hours each day. If three of those hours are lost to minor errands, email wrangling, or scheduling issues, you’re left with 12. That’s the equivalent of losing a full workday every week. Over a year, professional growth and personal well-being have been a staggering loss. An EA reclaims those hours and keeps you working at your highest level.
How do you train an EA to become a true extension of yourself? One simple process: Shadowing. For the first three months, have them join your meetings, read key emails, and see how you approach decisions. When hiring an EA, look for qualities like adaptability, strong organizational skills, and the ability to work under pressure. By the end of that period, your EA can handle many daily issues with near-total accuracy. In another few months, you’ll be amazed by how they preemptively manage tasks, schedule commitments, and keep your plate clear of trivial distractions.
Think of hiring an EA as making a strategic investment: If you’re making high-stakes decisions that directly affect revenue, freeing just 10% of your time can be huge. Even if your EA costs 8–10% of your salary, the resulting surge in productivity and decision-making can yield a return on investment that’s tough to beat. It’s no coincidence that nearly all top executives delegate anything that isn’t their unique contribution - by unleashing an EA’s capabilities, you multiply your impact and feel more in control and strategic.
Many leaders hold back, worried their team members might not match their intensity or standards. Yet the highest-performing organizations rely on a culture of consistent delegation. That means setting a clear vision, providing the right resources, and trusting people to deliver. Your EA becomes an anchor in this culture, ensuring that every part of the operation moves smoothly while maintaining your standards of excellence. This empowers your team and fosters a culture of trust.
Time Audit - Spend one week recording every personal or administrative task you handle. Identify the top candidates for delegation to an EA or someone on your team.
Shadowing Plan - Craft a three-month schedule where your EA sits in on meetings, reads key communications, and observes your decision-making style. By the end, they’ll be qualified to handle various responsibilities on your behalf.
Weekly Delegation Goal - At the start of each week, commit to offloading at least two tasks you usually do yourself. Over time, you’ll shift more of your workload, allowing you to focus on what you - and only you - can accomplish.
By tapping into the power of an EA and leaning into delegation, you’ll free your mind to tackle the game-changing moves your business needs - while letting someone else handle the details that hold you back.
Culture isn't optional - it's the heartbeat of your team. Do you want people who don't just stick around but thrive? Then stop screwing around with surface-level fixes and get serious about building an unbreakable culture. I'm talking about a place where your people wake up pumped to work, not plotting their exit. Let's dive in.
Let’s talk reality here. You’ve been at the same company for 15, 20, maybe 25 years. That’s awesome, right? You’ve worked your way up—climbed each rung of the ladder through decades of promotions, salary bumps, cost-of-living increases, and a ton of sweat equity. But here’s the cold, hard truth: you’re not bulletproof. You might be a walking target. The bigger your compensation package grows, the bigger the target on your back becomes.
Ever wake up with that nagging feeling in your gut, like you’ve outgrown your current company? That you’ve squeezed all the juice out of this gig and there’s just nothing left? That’s what I call your “corporate half-life.”
It’s that pivotal moment when you realize your time in a role, a team, or even an entire organization has hit its expiration date. You might still love some aspects of your job—the free coffee, the friendly colleague next to you—but deep down, you know you’re done.
Look, nobody’s gonna bend over backward just because you want them to. You have to earn that cooperation through empathy, mutual respect, and smart communication. When you do that, it doesn’t matter where you stand in the org chart - people will want to jump on board. And that’s when real momentum starts to build
Have you ever felt stuck or convinced you’re falling short of your goals? If so, you’re not alone. Many driven individuals find themselves hovering in a space of subtle dissatisfaction, uncertain if they’re really making progress. Ironically, that restless feeling can be a helpful catalyst, spurring you to move forward.
