Hiring an Executive Assistant is only half the story. The real leverage comes from what happens next: onboarding, expectations, and trust-building. In this post, we break down how high-performing executives set their Latin American EAs up for success, starting from Day 1.
Step 1: The First 90 Days Framework
Great EAs don’t become great by accident: they grow into the role. Top execs use a phased plan:
- Days 1–30: Shadowing and SOP review
- Days 31–60: Light ownership (calendar, inbox triage)
- Days 61–90: Lead key workflows + take initiative
This structured ramp-up reduces overwhelm and boosts confidence.
Step 2: The Living SOP Library
Smart CEOs create a shared SOP doc (Notion or Google Docs) that covers:
- Email triage rules
- Meeting booking preferences
- Tools used and login locations
- How to escalate urgent items
This lets the EA act independently, and consistently.
Step 3: Set “Trust Signals”
Instead of micromanaging, execs define:
- How the EA signals completion (e.g., Slack check-ins)
- When to notify vs. decide alone
- What success looks like in each area
This builds a system of trust, not guesswork.
Step 4: Feedback Loops That Work
Weekly 1:1s matter, but great execs also use:
- Voice notes for context
- Looms to explain tasks visually
- Slack channels for async feedback
These small habits reduce miscommunication and increase alignment.
Step 5: Celebrate Early Wins
Momentum matters. CEOs who build trust early:
- Shout out quick wins
- Give early access to meetings
- Ask for input and suggestions
This builds confidence, loyalty, and speed.
The Result? A Self-Sufficient EA Within 90 Days
With onboarding that’s clear, structured, and respectful, Latin American EAs can quickly become indispensable partners, not just task takers.
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