As strategic assistant and producer of The Game Changing Attorney Podcast, Emily Housley is Crisp CEO’s partner in getting stuff done.
In this episode of The Leader Assistant Podcast, Emily shares the story of how she landed her first assistant role, how it has morphed since she began, and how to present yourself as an extension of your executive. Emily also tells us about her podcast producer role, and gives us an inside look at Crisp’s non-traditional recruiting and hiring process. I really enjoyed chatting with Emily and I hope you enjoy the show!
LEADERSHIP QUOTE
If you see something below standard and do nothing, then you’ve set a new standard.
– Ben Horowitz
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ABOUT EMILY
As a Strategic Assistant, Emily is the CEO’s partner in getting s*** (stuff) done. She operates with a positive sense of urgency, a high level of proactiveness, and a solution-focused mindset to transform ideas into action.
Emily is accountable for:
– Managing and planning the CEO’s calendar with all appointments, meetings, and other activities
– Helping the CEO arrange activities that enable him to operate in his unique ability
– Playing an active role in the execution of company-wide initiatives and critical projects
– Producing The Game Changing Attorney Podcast
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EPISODE TRANSCRIPT
Emily Housley 0:00
My name is Emily Housley and today’s leadership quote comes from Ben Horowitz, who said if you see something below standard and you do nothing, then you’ve set a new standard
Podcast Intro 0:16
The Leader Assistant Podcast exists to encourage and challenge assistants to become confident game changing leader assistants
Jeremy Burrows 0:31
Hey friends, it’s your host, Jeremy Burrows. And I just wanted to let you know a little bit about today’s sponsor. The Leader Assistant Podcast is brought to you by goody with employee burnout at all time highs it’s so important to make your team feel appreciated and recognized. With goody you can connect your HR system and automatically send gifts for employees birthdays and work anniversaries. Talk about automating before your role is automated. It’s a modern hands free way to show your team members how much you appreciate them. Goody is free to start gifting and you can get a $20 credit when you sign up. Be sure to mention The Leader Assistant Podcast and goody will add an extra $10 credit to your account. Go to leaderassistant.com/goody to give goody a try. Hey friends. Thanks for tuning in to The Leader Assistant Podcast. It’s your host Jeremy Burrows. Welcome to Episode 182. You can check out the show notes for this episode at leaderassistant.com/182 Leaderassistant.com/182. Today I am excited to be speaking with Emily Housley. Emily is strategic assistant to the CEO of crisp and crisp is crisp.co is the website for the company. And we’ll hear more about that from Emily. Emily, where are you in the world? And how are you doing?
Emily Housley 2:01
Oh, well, I am in Atlanta, Georgia right now. And I am absolutely peachy excited humbled and super honored to be speaking with you. How are you?
Jeremy Burrows 2:12
I’m doing well. Thanks for asking. I’ve been in Atlanta twice I think in my life. So I haven’t done too much there. They were both quick, quick trips. But we’re super excited to get to know you and hear your story. So why don’t you tell us a little bit about your career journey? And maybe where you started off and how you ended up at CRISPR today?
Emily Housley 2:37
Yeah, well, I guess if we’re starting off from the very beginning, the first time I ever got a paycheck. I this is unfortunately not on my resume. But it should be because it’s a really great title. I was a sandwich artist at Subway. And yes, that is the actual title. So in high school, my very first job was making sandwiches making subs at the subway next door to my high school. So I would walk there after work, you know, make some sandwiches, get into some shenanigans. And then of course, keep up with all my extracurriculars. Interestingly enough, I of course have evolved into becoming the strategic assistant to the CEO at crisp. And I’ve been here for a little over three years now. And unlike many of the guests that have been on your show who have been career assistants for 1015 20, some even 30 years, I have never been anyone’s assistant before. So everything that I read in your book that I hear on your podcast, and everything, of course that I’ll talk about today, all lessons that I have learned the hard way. So before working at crisp, I worked as a analyst for a strategic consulting company. And we worked primarily with lawyers and law firm owners, and eventually I was seeking an opportunity to elevate into a larger, more responsible, friendly role and didn’t have the opportunity to do so. So I thought, well, maybe I’ll see what else is out there. And I came across crisp and thought they looked so cool. The things that they were doing, were super amazing. And I applied for a sales job. So I wanted to be a business development representative, which is ultimately accountable for of course, you know, chasing down the leads, getting them to book a demo console, you know, all that. Lots of hustle lots of nose but love that the idea that the amount of money that I made directly correlated with how happy I made people, you know, that whole commission structure so we have a very, very structured hiring process here at crest, and that you follow very detailed directions you call it number you hear a voicemail from the CEO that says Send your email or send your resume to this email address. You take A Wonderlic assessment, Colby, you know, Strengths Assessment, a print assessment, which is more about your motivators, all sorts of different things. And eventually I got to the point where I was invited in for an in person interview. And they said that the CEO wanted to be a part of that. And I thought that was kind of strange seeing that the role that I was applying for had three to four layers of directors or managers between, you know, what I was applying for, like definitely bottom of the totem pole. And I was cool with that. So I saw that he had written a book, so I read his book cover to cover. And you know, put together like the Emily Housley, application packet, so all of those different assessments, which I knew they probably had in a file somewhere, but wouldn’t it look really cool if I brought all that with me. So the best $86 I ever spent was going to ups to have five copies professionally printed spiral bound of the Emily Housley application packet. And, of course, it turned into a wonderful interview, got to meet Michael, who is so amazing. And after about 45 minutes, the head of sales was getting ready to walk me out. And Michael said, Emily, hang back a second I want to I want to run something by you. And he said you can have this role. Like you’d be a great business development, business development representative, you know, you do your homework, your friend to talk to you showed up on time. But I’m actually looking for a new assistant. And I wanted to know if you’d be interested in doing that instead. And I thought to myself, is this guy crazy, I have no assistant experience, you have very high standards and you know, read all about you watched everything about you seen what you do and learned, of course, sitting here talking to you, it was almost a little bit scary. But I consider the opportunities for the contributions that I could make the insights that I would be able to see the things that I would be able to do. And, of course, I wanted a more responsible, more exciting role. And this seemed like it so I took the leap. No looking back, and he’s been crazy and patient enough to keep me around, as is his right hand. So that was three years ago.
Jeremy Burrows 7:18
Wow. That’s crazy. That’s awesome. Thanks for sharing. Yeah. Did what happened in once once you started and what was your first few weeks like? So you know, you’ve never you’ve never been an assistant before? Did you start like calling people that you may have known or assistance? Did you just figure it out yourself? How did that whole process go?
Emily Housley 7:40
Of course, hindsight is 2020. Right. So looking back, I would have thought oh, I should have asked all these questions. I should have looked for books. I mean, I kind of wish I had your book three years ago, but I have it now. And it’s great. And so many things. I learned the hard way. And one of the greatest examples of this was when I came in, another member of our team was kind of going through Michael’s day to day with me, this is what his calendar looks like. This is how he schedules things. These are the best times for that. And I sat down at a desk that was near his office. And I thought, Okay, this seems to be close to him. And he used to be in a smaller office that just had all this glass so I could look at and see him. And I saw that there was another desk in his office. And when I showed up for the second day and sat back at what I thought was my desk, someone said to me, oh, no, Emily, this isn’t your desk, your desk isn’t there. And I said in there and he said, Yeah, you sit in Michael’s office. That’s really scary. But it ended up being such a great thing, because I was able to see and hear the way that he answers questions the way that he talks to people, the way that he likes to have a little bit of a reset period between, you know, meeting to meeting call to call. And through that. I was able to learn so much about him and ultimately about what it means to help him be successful. So one of the silliest mistakes that I made but be on the right track. That’s
Jeremy Burrows 9:17
great. So what’s maybe the remind me again, how long have you been working in this role?
Emily Housley 9:23
So I’ve been in this role for three years. I started in first week of July and 2019.
Jeremy Burrows 9:30
Okay, so what’s maybe one of the hardest things that you’ve had to work through in the last three years?
Emily Housley 9:38
Definitely. So I think one of the hardest lessons for me to learn and be able to implement selflessly was the difference between the golden rule and the platinum rule. And so I know you have kids, so you’ve probably heard this very often and then the golden rule where you treat people how you would want to be treated. but no you have. So if you like people to say thank you, if you’d like people to compliment you, your workstyle, treat them as if you would want to be treated. But the platinum rule says treat people how they want to be treated. And just because you like things, one way doesn’t necessarily mean that you’re executive or the person you’re working with, or the person that you’re supporting, likes those same things. So I am very much an extrovert I love but my intrinsic motivators are to be needed and appreciated and to be strong and self reliant. So give me a compliment, and I will be your best friend forever. You know, get like positive reinforcement words of affirmation. That’s my love language. But that’s not Michael’s Michael is while he has a really incredible presence. And of course, you can look up any of his videos or his podcast, things like that he almost has this like extroverted appearance, but he’s actually more of an introverted heart, and he does is not the type of person that needs to be cheered up by, you know, sweet nothings. And, you know, letting him know, Michael, you’re doing such a great job, I’m so proud of you. Like that doesn’t mean nearly as much to him as getting results, acts of service is his love language. So I had to learn how to modify the way that I interacted with him, and how I connected with him how I spoke with him, and how I ultimately executed on his behalf in a way that both resonated with him, and not necessarily with me.
Jeremy Burrows 11:36
Interesting, yeah, I’m, I’m an introvert at heart as well. And a lot of people are like, you’re an introvert because they hear me on the podcast, or they see me speak and whatever. So it can relate to that for sure. Okay, so what tell us about the recruitment process? And, you know, you mentioned how you kind of got your role at crisp, do you? Are you involved with the hiring team and supporting that with, you know, for hiring people at crisp?
Emily Housley 12:07
Yeah, well, not so much in the in the day to day, we actually have an entire hiring department. Because this actually just came out today, that we are crispers on the Inc 5000 list for the sixth year in a row. So being such a fast growing company, we’re almost in permanent startup mode. And, you know, you having worked with many incredibly, you know, successful and fast growing organizations, hiring and recruiting and onboarding and continuously bringing on great talent and great team members is such a huge part of being able to not only half but continue to grow a successful business. So we have an entire hiring team. But I will get a little bit more involved on the front end, when it comes to hiring for candidates where Michael, our CEO is ultimately going to be the one accountable for giving them the thumbs up, or the very courteous thumbs down. And so this happens a lot more in the leadership level. So directors or C suite candidates, where I will help kind of facilitate the continuous communication on the front end from when we get their test assignment to see, you know, if they say that they’re an expert in something great, we’ll give you this quick little test assignment to have you turn it around and 24 hours to demonstrate that you can actually do that, reviewing their, you know, their print assessment. So what are their intrinsic motivators. For instance, if someone is applying to be a director of an operations team, and their intrinsic motivators are to be unique and special, then they might not be as naturally equipped to drive the sort of results as someone whose intrinsic motivator is to succeed and achieve. So helping to kind of flag things on the front end to make sure that ultimately the candidates that are being presented to Michael, are ones that we’re all confident in him being excited about. And then of course, setting up the interview getting them excited to be here because you know, market or hiring a sales and hiring is marketing. So are we actually going to demonstrate the experience for a potential candidate that aligns with this incredible, you know, sort of brand that we have put out there, because you can say that you’re a great place to work. And you can say that you want all these culture awards, but if the people who are representing you are disgruntled and ignore your emails, or don’t return your phone calls or leave you hanging when you drive up to the office for an interview, that’s not a great look. So making sure that I am of course, like the face and the voice behind the operations that’s going on. So everyone is working together and we’re all on the same page.
Jeremy Burrows 15:00
Awesome. So how do you practically present yourself as an extension of your executive? So you know, and we’ll get into this in a minute you help with the podcast and do a lot of the production with the podcast, and we’ll talk about that. But what’s something you’ve done to try to lean into that role of, hey, I’m not just an assistant, I’m actually an extension of my executive.
Emily Housley 15:28
Yeah, so it’s definitely an extension and not a twin. And I think many times assistants do especially ones that are privileged with the responsibility and somewhat, you know, a perception of authority may walk the fine line between the decisions that I should and will be empowered to make on behalf of my executive, versus the ones that are not necessarily appropriate for me to handle myself. And so something that I’ve learned in how Michael, I guess communicates and how he makes decisions is through observation. And so if and when something comes up that he needs immediately, I’ve been able to articulate a positive sense of urgency, while aligning it with a certain level of respect to whomever Michael may need it from, be at a team member, be it someone on the outside. So when I say that, instead of saying, Hey, Michael needs this, you need this right now. Presenting it more in the way, we have this goal to reach and it’s on a tight deadline, I’ve gotten this together for you, will you please help me see it over the finish line by XYZ. And so many times, especially when we’re almost put it in a position to be the quote unquote, bad guy, or, you know, by CEO said this, and I’m just doing this because my CEO said my CEO said, My CEO said, like, all of that, just, they don’t need one more person, you know, blaming them or putting the buck on them. So check the way in which you articulate it. And of course, position it in a team first way in a solutions focused way. And being mindful that at the end of the day, your CEO doesn’t need one more headache. So don’t give it to him. Don’t be the source of it.
Jeremy Burrows 17:25
Yeah, I love how you put that. And I think that it can be hard to the specifically I love how you said, you know, it’s not just hey, my CEO needs this or he needs us or she needs us. What’s going on? It’s, hey, we are all going in the same direction. And I am, I’ve done my part I’ve done you know, we’ve done our part. Here’s, here’s how we can we are available to help you if you get stuck. And let’s let’s push this across the finish line, as you said, so that’s, that’s awesome. Okay, what about the attitude or mindset of? That’s not my job. So you know, there’s I’m very passionate about communicating to the world, and to assistants and executives, specifically, of course, the idea that we as assistants don’t just make copies and get coffee. But I’m also passionate about the idea that we are not above, you know, making copies or getting coffee. And so, yeah, what, when you hear that that’s not my job. Tell us a little bit about that. And maybe why that should not be part of our vocabulary.
Emily Housley 18:47
Yeah, well, I think you can tie this back to the the quote that I opened with, if you see something below standard, and you do nothing, then you’ve set a new standard. And this was something that really resonated with me actually, on the job description that I was so kindly handed the tape of my interview, and and I think it’s something that’s actually on many of our job descriptions now. And it says, what like, here are the phrases that will get you voted off the island. And one of them says, That’s not my job. So ultimately, as we were saying, Before, we are all on the same team, we are all aligned ultimately here on the team at crest to and our vision is to help 1000 Law Firm owners grow their revenues by a million each ultimately making a billion dollar impact in the legal industry. And so what I do very frequently is I will find you know, the almost the the seven degrees of separation between the thing that I see wrong and the thing that I see as an opportunity to help make our work environment better our clients experience better, or CEOs life better, and tie that back up to the vision and It is very, very easy to walk through your office and see something that’s kind of off base. And it will take you three times as much energy to whine about it, complain about it to someone in the break room, go and try and track down the person that’s ultimately responsible for it, shamed them, call them out, and you know, Slack their leader or email their leader and be like, Hey, I saw so and so didn’t do this, blah, blah, blah, blah, blah. Or you could save everyone the headache, you can save yourself the drama and the time, and just do it yourself. I mean, a perfect example of this. I am not, I’m not a maid, okay. But I don’t like to work in a poor work environment. And neither does anyone I can’t imagine that anyone that I work with, likes to work at a pigsty either. And so on my job description, I do not have a bullet under my responsibilities that says, empty the trash and put away the dishes. But if I am walking through the break room, and I am not, you know, hard pressed for time. And I see that the dishes in the dishwasher are full. I’m condemned to them. If I see this trash is full, I’m going to empty it. And the great thing is, other people see me doing that too. And seeing someone do something makes much larger of an impact than hearing someone say something. So if you know, you tell someone, hey, the trash needs to be emptied, you know? Are you gonna go and handle that? Versus if they see you emptying the trash? And they know what sort of like, role you have or anything like that, they’ll think to themselves? Wow, oh, that that’s where the trash bags are? Oh, I have no idea. Now I know that I’ll do this, or oh, you know what, I actually do have five minutes, I’m gonna go ahead and do this. Because they see what that example of, you know, living out this idea actually looks like. And they’re going to be more positively influenced to take the same sorts of actions. So if you find yourself constantly complaining about things, check yourself and ask when was the last time that I actually was a positive source of being the change that I wish to see. And I think that has made just all the difference for me.
Jeremy Burrows 22:22
Yeah, I actually posted on LinkedIn today, I said, a few different thoughts that I thought of today. It was like, I’m gonna share these. One of them was average assistants complain about problems and leader assistants solve problems. So yeah, I think the, your, your example of, you know, taking out the trash or doing the dishes or whatever. It’s leading by example. And showing that we’re a culture of no one is at too high of a pay grade or, or a role or a title to help out, you know,
Emily Housley 22:59
yeah, and I laugh sometimes when I think about, almost like the opposite ends of the spectrum of the things that I have done in the same day, you know, I have run to Publix to get bananas, because, you know, my CEO had a hankering for bananas, on the same day that I drafted a half million dollar agreement on his behalf, and booked five sales calls, you know, like, huge, huge things. But, you know, ultimately, it doesn’t matter. You know, what is below me? I could easily say, Oh, well, you know, I’m not going to go get your bananas. I’m, I’m not your personal assistant. I’m not your nanny. It’s like, No, I’m here to support you. Sometimes that means getting bananas. Sometimes that means booking calls, like whatever it means. And so zoom out a little bit, think about the big picture. What are you here to do, you’re here to help. So frickin help.
Jeremy Burrows 23:56
We can help. Nice, love it. Okay, so let’s, let’s wrap this up. It’s been great chatting with you. But I do want to hear about how you came to be a part of the podcast production. And really you expanded your role to include production of your executives podcast. So how did that come about? Was there a process where it was was formally formally added to your job description? Did it include, you know, compensation adjustments? How was that whole process?
Emily Housley 24:29
Oh, man. So we started our podcast. So it’s called the game changing attorney podcast. And I know you’ve got a little game changer in your book title too. So I think it’s actually like goes back to Dave Asprey, the CEO of bulletproof so hopefully he doesn’t send either of us a cease and desist. But we launched the pod or I guess Michael launched the podcast in the beginning of 2020. And initially the only sort of thing that I was a part Part of and the facilitation of each episode was getting it on the schedule. Because of course, you know sitting here, you need to block a certain amount of time to actually schedule the recording with the guest. Michael, of course, would also want to be able to review some research and come up with questions and prepare for the podcast. And then after the episode, he was very, very hands on in the post production. So he would write the voiceover script for the intros and outros and the transitions, he would pick and review all of the promotional assets that we created for each episode, like YouTube bits, audio, video bits, you know, all of those sorts of things, the quote cards, the graphics, everything he would review the first edit, he would pick out a series of timestamps and things that he wanted to change, repeat the second edit, and all in it was taking maybe seven to 10 hours of his week. And it’s like, okay, this is not scalable. So just looking at his calendar, selfishly, I was like, I need to schedule all these other things. And I have no time. So how can we delegate some of this to either the marketing team to the production team, what sorts of things can can I help with and narrowed it down and then maybe 15 ish episodes in, we got the first edit back and Michael had an event off site and wouldn’t be able to listen to it until very, very late that night. So I said, I’m gonna go ahead and give this a run through, I’ve familiarized myself with the types of edits that you want to make. So I’ll let you know my thoughts, took a listen to it sent him a message, these are the things that I would change. And he said, Great, I would make all those things like I would make all those same changes. Congratulations, this is now your responsibility. Okay, cool. So picks that up, and eventually grew to kind of add a little piece here and there over time. For example, Michael wanted to feature a particularly exciting CEO on the show, and the marketing team had sent lots of messages and couldn’t get a hold of this person. So it’s like, Okay, let me give this a try and came up with a really fun attention grabbing gift to send to this person to get their attention. Even if it’s a no, that’s fine. I just want you to acknowledge that I exist. But they got the gift. They got a kick out of it. Got them on the show. So from there, I just started to what was
Jeremy Burrows 27:24
the gift? I’m gonna interrupt here. What was the good? Yeah, so it was
Emily Housley 27:28
and I won’t name him because it’s kind of embarrassing, but there’s an amazing author, and he had a dog named taco. And because I found his dog’s Instagram page. And I have, I know that he worked with his wife. So I found this portrait Canvas company where you can put your face and your dog’s face, and like this really lovely portrait. So because the dog’s name was taco, I put his his face and his wife’s face in the little sombrero Mexican themed, and then his dog in a sombrero, and printed out this like 48 by 36, Canvas poster had it framed, shipped it to his office. You know, with a little note, I loved your book, I think you’re amazing. You know, as a token of our gratitude, for all the inspiration we’ve gotten from your work, I hope you’ll accept this gift and get a kick out of it. If you would be willing to allow us the great privilege and honor of your of an hour of your time, we’d love to feature you on our show. If not, that’s okay too. Either way, I hope you get a kick out of this. And, you know, within 24 hours of it being delivered, his EA called me up and said you’re a riot. Let’s do this. And it just, you know, kind of moved on from there. And so now, I guess I’ve almost I have a closet full of hats, a walk in closet full of hats, but my favorite hat to wear is being the executive producer of our podcast. So sitting on the other side of this table. And for those you know who are watching this with video, you can see that I’m in a podcast studio. It’s super cool. But it’s been a really, really fun and exciting way for me to learn more of course in researching these guests and reading all of their books and understanding the way that Michael asks questions and helping him to come up with some really cool talking points, and then ultimately being accountable for the post production of the episode to make sure that it sounds amazing and I think the best part of my day is if not every day, then at least three times a week we’ll get messages from our clients or people at our community. And I’m sure you can relate to this where someone reaches out and says I love your show I you know listen to it. I slept like saw this episode. It meant a lot to me when XYZ and what a cool thing it is to have the privilege of helping to share all of the He’s incredible insights that we’ve learned from these amazing, amazing people. And then of course, I get to meet them myself, because I’ll set them up and greet them, I correspond with them on the front end and follow up on the back end. And so, of course, Michael is the star of the show, but I get to have the really, really awesome opportunity to help him be a part of it.
Jeremy Burrows 30:22
That’s great. Thanks so much for sharing did it did you did you expand your compensation package then when that all came about?
Emily Housley 30:29
So Michael, and I did discuss sort of an incentive change in that every single member of our team, every single one, even the roles that we don’t even have exist yet, there is an incentive program. So it’s all related to KPIs. So you know, your key performance indicators, meaning if you hit, if you accomplish these things, your, you know, little bonus looks like this. And so on and so forth, there are tears. So I realized that a lot of the time that I was spending, ended up being on this. And so I, you know, brought it to Michael and said, You know, I really love this, I really love to be a part of this, I want to see if there’s an opportunity for me to sort of tie this into my incentives and my KPIs and give me a little bit more skin in the game. And so we came up with a great formula for me to get a nice kickback. That recognizes my contributions there. And it’s, it’s been great. Everybody went in.
Jeremy Burrows 31:26
Nice. That’s great. Well, congrats to you in this role and how you’ve expanded and developed in the last few years, in your first role, your first role as an assistant, so props to you way too way to lead well and to really figure it out on the fly. And you know, we’re just really excited to have you on the show and really hope that we can connect again in the future where can people say hi, and how can they reach out to you?
Emily Housley 31:57
Yeah, so hit me up on LinkedIn. So you know, I’m sure Jeremy will will do me a solid and put me in the show notes but you can reach out say hi, anytime. I am like I said very much an extrovert So beware, I will desperately follow up to be your friend, but always excited to connect with fellow growth minded assistants and excited to hear from you all.
Jeremy Burrows 32:23
Awesome. Well, I’ll put that link in the show notes leaderassistant.com/182 Leaderassistant.com/182 Thanks again, Emily. And we’ll talk to you soon.
Emily Housley 32:38
Sounds great. Thank you Jeremy.
Podcast Intro 32:50
Please review on Apple podcasts.
Unknown Speaker 33:00
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