I’ve been thinking a lot lately about what it really takes to keep a team energized. Not in the surface-level “rah-rah” way, but in a way that makes people feel seen, motivated, and excited to keep showing up.
I don’t have all the answers. But as I’ve stepped into leading a team, I’ve been experimenting with small shifts in how I show up. These are a few that seem to be making a difference.
1. Give your EA a seat at the strategy table
I’ve noticed my EA is far more effective when they know where the business is headed, not just what’s on the calendar. When they’re in the loop, they anticipate needs before they show up.
Action I’m trying: Once a month I share a short download on goals, risks, and opportunities. It helps us both operate at a higher level.
2. Get specific with praise
I used to say “Amazing job” and think that was enough. But I’ve noticed people light up when I highlight the exact thing they did that mattered. Naming the details shows I was paying attention and that their contribution made a difference.
Action I’m trying: Having a different team member lead a portion of our weekly standup to highlight an initiative they’ve come up with. It gives me the chance to celebrate their work in front of others and show that I’m fully backing their idea.
If you have an EA: They can keep a running list of team wins so you always have details at the ready.
3. Celebrate the small stuff
I’ve realized momentum doesn’t just come from the big moments. It comes from the little ones, too. Landing a client, fixing a messy process, even untangling a scheduling headache. Those wins deserve space, too.
Action I’m trying: Ending the week with a “win of the week” moment with each of my direct reports.
If you have an EA: They can track milestones and prompt you so celebrations don’t get forgotten.
4. Build in “thinking time” for your team
I’ve learned that most of us (including EAs) get drained when we’re only in reactive mode. Protecting a little deep work time for everyone leads to better systems, smoother planning, and bigger-picture thinking.
Action I’m trying: Encouraging my full team to block time each week for strategic and proactive work, regardless of their role.
5. Make feedback a two-way street
Some of my best leadership lessons have come from asking, “What’s one thing I could do differently to help you do your best work?” It’s uncomfortable sometimes, but always worth it.
Action I’m trying: Asking that question consistently in 1:1s and actually following through.
If you have an EA: They can set reminders and even prep talking points so feedback becomes a real habit.
6. Give autonomy without disappearing
This one’s tricky for me. I want to give ownership, but I’ve learned it only works if people have the resources and context to succeed. Otherwise, it feels like abandonment.
Action I’m trying: Choosing one project each week to hand off completely with the goal clearly defined, but leaving the “how” up to them.
If you have an EA: They can document project goals and serve as a check-in point so you’re not hovering.
7. Follow the energy
I’ve started paying closer attention to when someone lights up while sharing an idea. That spark usually means something. Even if the idea isn’t fully formed, it’s worth exploring how to shape it into an initiative that benefits the team.
Action I’m trying: Noticing those moments and asking, “How could we make this real?”
If you have an EA: They can help capture those ideas so you can revisit them instead of letting the spark fade.
I don’t think motivating a team is about being perfect or having a playbook. For me, it’s about noticing the little moments, staying curious, and being willing to try things that make people feel seen and supported.
