There comes a time in every professional's career when they consider hiring an assistant. Perhaps its because of rapid success, things start to slip through the cracks, or maybe their schedule becomes monopolized by low-payoff activities. Whatever the reasons might be and if you discover the need is legitimate, consider these six steps to hiring an assistant:
1. Assess if there is truly a need for an assistant. Are the roadblocks to greater success due to a lack of discipline and/or poor priority management on your part? If so, hiring an assistant will not make you change your behaviors. Before moving forward, commit to changing your behaviors and evaluate your progress. If the need still exists then continue with steps 2-6.
2. Review your business vision and business plan to identify the key areas that need your personal attention. Before you hire an assistant it is important to know what areas you will be able to focus on once your assistant is up and running. You will need to be able to explain the key areas and high-payoff activities to your assistant so they know where your and their time should be focused.
3. Reflect on your DISC profile (behavioral style) along with your areas of strengths and weaknesses to identify where your new assistant will best support you and offload low-payoff activities from your schedule. There is a temptation to hire someone with a similar behavioral style to your own because you will speak the same "language". Look at the type of activities you need to STOP doing and determine what type of behavioral style will excel at doing those types of activities.
4. Create a job description with a clearly defined purpose, vision, set of expectations, and definition of success. Your new assistant should know exactly what needs to be done, the contribution they are making to your overall success, and how they will be evaluated on the work they perform. A simple list of "to dos" will not suffice, dig deep and get clear on what needs to be done.
5. Share the job description with your coach, friends, family, and perhaps even clients. Ask them for serious referrals. Get feedback on the job description and your goals for working with an assistant. After reflecting on the feedback make appropriate adjustments to your job description and plan for on-boarding your assistant.
6. Commit to hiring the right person for the job. Don't hire the most qualified or skilled person. Instead, hire the right person that fits your vision, is a match for your behavioral style, and that you can train. The wrong person with the right skills is always a mistake. The right person with an ability to learn new skills and be coached is a recipe for success.
Question: If you have a personal assistant, what would you add to this list?
Make it a great day!