Jeremy Marsh

What key attributes, traits and skills do you look for above all others when employing a PA? 

Loyal, patient, insightful, resourceful, thoughtful and the ability to work through a situation until it’s resolved.

(A key skill that I look for is) the ability to work through a situation until it’s resolved.

Is your PA a confidante and sounding board for you?

They can be, but this element usually builds up over time and again depends on the level of Executive i.e. the higher one is within the organisation the more remote one becomes and the more important a close confidante PA can become.

Do you empower your PA by allowing autonomous decision making in any key areas?

This depends on how the relationship has evolved and whether the PA has developed the respect of the Senior Management team – so the onus is on them to build their trust.

How do you keep your PA motivated? Do you encourage ambition in your PA by offering a structured career path into an alternative role within your organisation? 

Again this depends on their motivation and whether they see their next step as progression within the company or developing their existing role.

Would the lack of a PA impede your everyday output?

Absolutely – I travel extensively and operate remotely, so need a great support team at the office.

Are you conscious of boundaries where a task may be classified as beyond the call of duty? 

Yes and at the outset I make it clear that there will be personal tasks, but that the work projects take priority and if they are unhappy with any elements, then we must discuss immediately.

Is your PA an ambassador for you and your office?

All the time and this explained carefully at the outset.

Does your PA have access to your inbox?

Yes – I’m not a fan of ‘out of office’ replies and my PA is tasked with making personal replies to all emails when I’m on a plane or in different time zones.