DEVELOPMENT
Stuck in old ways
The inability to adapt to change is another red flag. Inflexible EAs who cling to outdated practices or reject new ideas can stifle growth and innovation, especially in fast paced industries.
How to turn it around: Embrace adaptability. As an EA you will know all too well that plans can suddenly change and dealing with hurdles comes with the job. Nevertheless, it’ s not a skill that comes naturally to everyone and you may need to improve on it. Encourage experimentation and remain open to new approaches. Empower your team to bring fresh ideas to the table and celebrate calculated risks, even if they don’ t always pay off.
Missing the human connection
Leadership is as much about emotional intelligence as it is about technical expertise. If you lack empathy, selfawareness or interpersonal skills then often you will struggle to connect with your team on a meaningful level.
How to turn it around: Invest in developing emotional intelligence( EQ). Practice active listening, show empathy and regulate your own emotions in high-pressure situations. Keep busy outside of work, and try different hobbies and practice meditation to destress. Strong EQ fosters collaboration, enabling leaders to navigate challenges with grace. Don’ t be afraid to seek mentorship as well. Whether it’ s from your peers or leading figures in the industry, and regardless of your level, mentorship can be a great opportunity to grow and challenge yourself.
LEADERSHIP SELF-ASSESSMENT
Rate yourself 1-5 on these leadership behaviours:
TRUST AND DELEGATION:
Do you give your team autonomy to complete tasks their way?
Are you comfortable not knowing every detail of ongoing projects? Do you focus on outcomes rather than micromanaging processes?
COMMUNICATION:
Do you address problems directly rather than hoping they’ ll resolve themselves? Are you approachable when team members need to discuss concerns?
Do you provide regular, constructive feedback?
VISION AND DIRECTION:
Can your team clearly articulate your department’ s goals?
Do you connect daily tasks to bigger organisational objectives?
Are you inclusive when planning and decision-making?
If you scored low in any area, that’ s where to focus your development efforts.
The path forward
Ineffective leadership isn’ t a dead end, it’ s a detour. Understanding and addressing these warning signs requires humility, self-awareness and a commitment to growth. The transformation won’ t happen overnight but with consistent effort, leaders can rebuild trust, inspire their teams and create environments where you thrive.
If alarm bells are ringing, that is a good sign. Reflecting on your own behaviour can be difficult, but being honest about your performance and taking charge demonstrates resilience and commitment and will be welcomed by your organisation as a whole.
By addressing weaknesses and focusing on building a culture of trust, communication, and accountability, 2026 will be a year of change, high morale and positive growth. S
54 Executive PA | Summer Issue 2026