Owning and naming impact

It’s fascinating—and a little frustrating—how gender norms continue to shape how professionals, especially women, present themselves on platforms like LinkedIn. As an Executive Assistant, I see this dynamic play out in ways that reflect the broader biases in how certain skills are valued. A recent study showing that men are more likely to highlight leadership and negotiation, while women focus on support-oriented qualities, hits especially close to home.

In the EA world, many of us—often women—are responsible for strategic planning, managing complex priorities, and driving outcomes for high-level executives. Yet, these skills are frequently packaged as “support” rather than the leadership and decision-making they truly represent. Even when we’re acting as key drivers of organizational success, there’s hesitation to label ourselves as leaders, negotiators, or strategists, perhaps because those words haven’t traditionally been associated with roles like ours.

What stands out to me is the missed opportunity here. Executive Assistants are often the linchpins of their organizations, navigating relationships, solving problems, and ensuring alignment across teams. These are leadership qualities, and they should be recognized as such. By continuing to frame ourselves solely within the “support” narrative, we risk perpetuating the undervaluation of a role that has evolved to become so much more.

The takeaway for EAs? Let’s own our impact. If you’re orchestrating projects, anticipating needs, or shaping how your executive functions, you’re leading. Highlight that on LinkedIn. Talk about your ability to influence outcomes, negotiate priorities, and guide strategy. These are leadership skills, plain and simple.

By embracing this shift, we not only advocate for ourselves but also help reshape the perception of our profession. Leadership doesn’t always look like managing a team or holding a senior title—it often looks like what we do daily as Executive Assistants.