DEVELOPMENT
YOUR HARDINESS CHECK-UP
Rate yourself 1-5( 1 = never, 5 = always) on these hardiness indicators:
CHALLENGE MINDSET:
Do you view problems as learning opportunities?
Are you curious about new approaches and solutions?
Do you see change as normal rather than threatening?
CONTROL FOCUS:
Do you spend energy on what you can influence rather than what you cannot?
Do you take responsibility for your responses to difficult situations?
Do you believe your efforts can make a meaningful difference?
COMMITMENT DEPTH:
Do you feel genuine purpose in your work?
Are you actively engaged rather than just going through motions?
Do you see your role as important to larger organisational success?
If you scored low in any area, that’ s your development focus. Hardiness grows through conscious practice.
the belief that they can eventually overcome it.
For EAs, this means acknowledging when you’ re genuinely overwhelmed whilst maintaining confidence in your ability to work through challenges. It’ s recognising that yes, this restructure is genuinely disruptive, whilst believing you have the skills to navigate it successfully.
Building your hardiness toolkit The good news is that hardiness can be developed. Unlike fixed personality traits, the attitudes and skills that comprise hardiness can be strengthened through conscious practice.
Start with challenge. When faced with a difficult situation, ask:“ What can I learn from this?” rather than“ Why is this happening to me?” Reframe setbacks as skill-building opportunities. That demanding new executive who requires completely different support? They’ re actually helping you develop adaptability and stakeholder management expertise.
Develop control by distinguishing between influence and control. You can’ t control whether the CEO decides to restructure the department. But you can influence how well-prepared you are, how quickly you adapt and how you support your team through the transition. Focus your energy where it matters most.
Strengthen commitment by connecting your daily tasks to larger purposes. You’ re not just scheduling meetings; you’ re enabling critical business decisions. You’ re not just managing travel; you’ re ensuring your executive can focus on strategic priorities without logistical distractions.
Practical hardiness strategies Build micro-recovery habits into your day. Hardy individuals don’ t just endure stress, they actively recover from it. This might mean taking five minutes between meetings to practise breathing exercises or using your commute to listen to energising music rather than scrolling emails. Develop your stress narrative. Instead of thinking“ I’ m too stressed,” try“ I’ m growing stronger.” Research shows that how we interpret our stress response significantly impacts how it affects us. Frame physiological arousal as your body preparing you to perform at your best.
Create challenge gradually – don’ t wait for hardiness-building opportunities to find you. Seek out appropriate challenges that stretch your capabilities without overwhelming them. Volunteer for that cross-functional project. Take on the difficult stakeholder relationship. Each small victory builds your confidence for larger challenges.
The EA advantage Your role naturally develops hardiness in ways that other positions don’ t. You’ re constantly adapting to new situations, managing multiple competing priorities and finding creative solutions under pressure. Every day you’ re building the very attitudes and skills that research shows create resilience.
The question isn’ t whether you’ ll face stress and change, it’ s whether you’ ll use them as raw materials for growth. Hardiness isn’ t about being invulnerable; it’ s about being genuinely strong in a way that’ s sustainable, growth-oriented and fulfilling. S
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50 Executive PA | Summer Issue 2026