We have an Executive Assistant seat on our Accountability Chart supporting our leadership team, but we struggle to define weekly activity-based metrics for them beyond basic task completion. What objective, leading indicators can we track on their weekly Scorecard?

Question

Tyler Smith · Accepted Answer

An Executive Assistant must keep the leadership team focused on high-value activities, not just perform administrative triage. To measure this seat objectively, look at the activities that prevent bottlenecks and optimize leadership time. First, track calendar alignment. A great metric is the weekly percentage of leadership meetings scheduled and confirmed at least two weeks in advance. This ensures proactive planning rather than reactive scrambling. Second, measure administrative accuracy. Track the number of administrative errors or scheduling conflicts per week, aiming for a target of zero. Third, track communication throughput. This could be the average response time to internal and external inquiries, or the weekly percentage of action items from the Level 10 Meeting™ compiled and distributed within twenty-four hours. Finally, look at executive leverage. Track the number of hours of administrative work offloaded from the leadership team each week. By measuring these specific, activity-based leading indicators, you ensure the Executive Assistant is actively buying back leadership time and keeping the company running smoothly. This turns a historically subjective administrative seat into an objective, high-performing contributor to your operational efficiency.