The Adminnovate Model and Jamie will show our audience how to clearly define administrative functions while empowering their teams to feel inspired, bring new ideas to the table and make meaningful contributions that fulfill an employer's vision.
EPISODE SUMMARY:
If you check work emails on your days off, answer calls after hours, waste time-fighting fires, or overcompensate for inefficiencies, then you might be "buried in business!" The solution is hidden in your administrative team. As a business owner or manager, you know admin is necessary, but you might be leaving valuable talent and potential on the table. Buried in Business can help you reclaim your freedom by elevating your admin.
On Tuesday, December 6th, join me and my guest, Jamie Vanek, to discuss her innovative Adminnovate Model and a framework that supports your business’s scalability and legacy. Through building and refining an admin team that is effective and efficient, your company is postured for growth. We will address the gender stigmas around administrative assistants which keep companies and their employees stuck, and explore how to take one's business to the next level.
Jamie’s Profile: linkedin.com/in/jamie-vanek-55280421
Website:www.jamievanek.com (Personal)
Tune in for this informative conversation at TalkRadio.nyc
Eric welcomes Jamie Vanek on tonight's episode. Tonight's topic is about elevating your admin team. Jamie made a career leap from teaching to construction in 2007 and discovered a passion for project management and team leadership. She is passionate about breaking down barriers and creating opportunities in a male dominated industry. Jamie has used business experiences, stories and statistics to formulate a framework for managing administrative functions and improving admin support. This is also the main topic of her book, Buried in Business: Find Freedom by Unlocking the Power of Your Admin Team. Jamie talks about having a passion for art while in high school. After college, she decided to go into teaching art rather than trying to make money off of her own work which can be very challenging. Though she realized that teaching was not her passion. When she stepped back from this, she was in what she called her “quarter life crisis” in her mid 20s. Jamie then enrolled with an employment placement agency. She was a temporary employee as an account payable. This wasn't what she wanted but it was what introduced her to project management; she talks about being very intrigued by the project managers in this company. She then moved on and was working with a construction company. Jaimie describes walking into this new job as very welcoming. What was supposed to last only two weeks grew into 4 years, working with project managers. Jamie mentions falling in love with the people and industry.
Jamie talks with Eric about issues with traditional administrative models in business today. She says that in the last 7 years, she has been working with small construction companies where there is a disconnect with operations and administration. She says that leaders end up not being able to delegate tasks or manage time to the best of their ability. She says that her passion is to dismantle the stigma around administration. Jame mentions that one problem she sees with leaders who have a start up company is that some of them want to only make the product or do the service but not do the business administration part of it and so they end up hiring an admin or assistant. She mentions the importance she feels in rethinking how leaders are managing their admins especially when there isn't much growth through administration. Eric and Jamie discuss the stigma of this role and how there is a stigma of it seen as a burden. Jamie mentions the uniqueness that comes with being an admin and although tasks aren't very difficult to do, there are skills that are used in presenting, organizing, and more. She also mentions the disparity when it comes to gender roles in construction. Jamie also talks with Eric about how administration can be a part of everyone’s job and tasks which is why she says we have to reframe how we think of this role and how we call the people in these roles as an admin can mean something different to everyone.
Eric and Jamie discuss the traditional model of an admin having to carry a lot or almost all of the weight of a company with their administrative functions. As a company grows, Jamie emphasizes that you need more expertise and more clarity on who is responsible for what. This is the model she believes in which is to take responsibility for your own administrative help as well as to empower others; if everyone does this, then there wouldn't be a burden on the admin role and this person wouldn't be burned out. She also mentions delegation. Jamie mentions that you have to empower people to make decisions and have authority within their “parameters”. In this case, you no longer have to do things like micromanage but also employees feel more confident and trusted. Jamie uses the construction company she works with as an example. She says that early on when the company was still young, she would ask to change something and was given the answer, “you can change anything that makes sense for what you need to do.” She says that this was very empowering. Jamie talks about her Innovative Adminnovate Model which she also talks about in her book. Through a short story about her children, she emphasizes the point that you have to take the time you need to teach your employees about the correct parameters and ways things should be done and then empower them to make decisions.
Jamie shares more about her book Buried in Business. She says that she wanted to get her story out there to help others. She also really wanted it to be entertaining as it is thought provoking as well as tactical. Every chapter starts with a personal story and then goes into how the model relates to the story. Every chapter ends with something practical that you can do that day to start elevating your admin team. Eric and Jamie also talk about people in admin roles thriving when given the ability to work on passion projects. Eric thanks Jamie for coming on the show to share her insight about a topic that isn't always talked about. You can connect with Jamie Vanek on Linkedin as well as jamievanek.com.
00:00:42.070 --> 00:01:01.180 Employment Law Today: good evening. Welcome to employment law today. I'm. Your host, Eric Sovereign. I'm an employment law and business law attorney and I host this live weekly talk radio show and this live video broadcast every Tuesday night from 5 Pm. To 6 Pm. Eastern Standard time, where I have a chance to discuss some of the most novel.
00:01:01.190 --> 00:01:18.209 Employment Law Today: interesting, and challenging issues that business owners and employers face during these trying times, and in that spirit i'm very pleased to welcome our guest night. Miss Jamie Vatic, Jamie, Welcome to the show, and you're on mute. By the way, I want to let you know if you can on mute it's good to have you.
00:01:19.150 --> 00:01:31.089 Jamie Vanek: Hi! Good evening, Eric. It is very exciting to be here. I know you and I have some mutual connections, so i'm so glad that you bring this to the community. And i'm excited to be a part of it. So thank you.
00:01:31.320 --> 00:01:48.679 Employment Law Today: Yeah, sure thing. You're welcome, You know. I know that. we often post this heads up in the 4% breakthrough group. Facebook group run by Dr. Lance knob of the now consulting, and he often tunes into the show and shares it, and I know we have other connections in common as Well.
00:01:48.690 --> 00:02:00.089 Employment Law Today: so it's really good to be here tonight. You know we have a great topic, and I want to share with our audience tonight. You know what our topic is, and then i'll give an instruction of you, and then we can maybe start our question and slash. Conversation
00:02:00.360 --> 00:02:08.970 Employment Law Today: sounds great
00:02:09.460 --> 00:02:12.720 Employment Law Today: buried in business. Stepping up to an Admin.
00:02:12.780 --> 00:02:26.420 Employment Law Today: And really we're talking about the fact that if you check work emails on your days off, you're answering calls after hours, if you waste time fighting fires or over compensate for inefficiencies, then you might be buried a business.
00:02:26.630 --> 00:02:32.270 Employment Law Today: and the solution is hidden in your administrative team as a business owner and a manager.
00:02:32.310 --> 00:02:37.820 Employment Law Today: you know admins necessary, but you might be leaving valuable talent and potential on the table
00:02:37.880 --> 00:02:52.439 Employment Law Today: so buried in business can help you reclaim your freedom by elevating your admin. So tonight join me and my guest, Jamie Panick, to discuss her innovative and innovate model, and a framework that supports your business scalability and legacy
00:02:52.580 --> 00:02:59.379 Employment Law Today: through building and refining an admin team that is effective and efficient. Your company is postured for growth.
00:02:59.470 --> 00:03:19.010 Employment Law Today: We will also address the gender stigmas around administrative assistance which keep companies and their employees stuck, and we can explore how to take one's business to the next level. And when I mentioned buried in business. I'm. It's a nod to Jamie's book, which is buried in business. Brian freedom by unlocking the power of your admin team.
00:03:19.040 --> 00:03:30.189 Employment Law Today: So with that topic in mind. Folks talking about something up your admin game. I thought I give it Jamie a more proper introduction here, and.
00:03:30.400 --> 00:03:42.440 Employment Law Today: as mentioned, our guest tonight is Miss Jamie Vannick, who made the unexpected careerly from teaching to construction in 2,007, and discovered a passion for project, management, and team leadership
00:03:42.660 --> 00:03:53.870 Employment Law Today: as a female leader in the construction industry. Jamie sees stereotypes and segments around, supporting roles every day. She's been featured in construction business owner construction executive
00:03:54.120 --> 00:04:01.609 Employment Law Today: thrive global and other digital publications about breaking the last ceilings and leading in a male-dominated industry
00:04:01.990 --> 00:04:11.689 Employment Law Today: jamie has taken a deep tide into small business experiences, stories, statistics and strategies to formulate a framework for managing administrative functions.
00:04:11.800 --> 00:04:16.709 Employment Law Today: Jamie is passionate about breaking down barriers and creating opportunities.
00:04:16.860 --> 00:04:19.610 Employment Law Today: It's really time to rethink administrative support
00:04:19.680 --> 00:04:25.170 Employment Law Today: and by clarifying the admin functions and redefining traditional roles.
00:04:25.340 --> 00:04:30.700 Employment Law Today: the leaders can leverage potential in their business to grow stronger, which is a focus of Jamie's book
00:04:30.710 --> 00:04:46.359 Employment Law Today: very to business, find freedom by unlocking the power of your admin team. All right. So so to set a lot there and and Jamie on the first question I ask every guest, but I'm really curious to know, like our audience and listeners to know is.
00:04:46.370 --> 00:04:58.829 Employment Law Today: tell us a bit more about yourself like mainly. How did your career initially start out? And then what prompted you to become a leader in the construction industry and to focus on redefining the administrative assistant model.
00:04:59.420 --> 00:05:09.829 Jamie Vanek: Yeah, Well, thank you for that introduction. And this is probably the question I get asked most often, how did I go from being an art teacher in an elementary school
00:05:09.840 --> 00:05:39.819 Jamie Vanek: to leading Construction Company. So it's an interesting story. I won't Spend too much time going through every little detail. But let me give you a little bit of background here. So I grew up right outside Philadelphia and Pennsylvania. and when I was in high school I had this passion for art. So i'm going to be an artist, and i'm going to go to Art school. It's going to be so fabulous, like all of the you know wonderful aspirations that you have when you're 16 years old. so I did go to art school. but as you know, I grew a little bit older and wiser, and realized, hey.
00:05:39.830 --> 00:05:41.430 Jamie Vanek: it might not be.
00:05:41.480 --> 00:05:47.259 Jamie Vanek: I'm able to make a living off of my art right at the college, so I might as well go ahead and teach it.
00:05:47.490 --> 00:06:15.069 Jamie Vanek: So that's what I did. seem like a very logical thing to do. If you can't do it, you teach it. And so I made. I made a decent living, doing that for a few years. About 3 years later my fiance at the time joined the United States Navy, and was relocated, so that uprooted us from Pennsylvania town to Virginia. and when we did that, of course I took my credentials, and I took my experience as a teacher. I translated them down to Virginia, and I took a position as a middle school teacher.
00:06:15.090 --> 00:06:17.530 Jamie Vanek: and this is when I realized
00:06:17.760 --> 00:06:37.239 Jamie Vanek: teaching is not my passion. You have to be so passionate about teaching. If you're going to teach middle school students, and I have a middle schooler, so I I totally understand my empathize with all of the the parents and the teachers out there. But I really wasn't doing I was doing a disservice to both myself and my students and the parents
00:06:37.250 --> 00:06:48.389 Jamie Vanek: by teaching when it just really wasn't fulfilling for me. It wasn't my passion. We need passionate teachers. We need excellent teachers. I was good, but I was not passionate or excellent.
00:06:48.400 --> 00:07:00.320 Jamie Vanek: so I decided to step back from teaching, and that's when I kind of hit my quarter life crisis in my mid twenties and said, Well, I spent all this time and effort getting my credentials and teaching. What am I going to do now?
00:07:00.380 --> 00:07:18.260 Jamie Vanek: And that led me to enroll with an employment placement agency. They place me in place me in a few different places. The very first one that they placed me in was this large corporation. I won't say, any names or anything, but it's a large corporation of Virginia, and
00:07:18.270 --> 00:07:37.639 Jamie Vanek: I arrived. It was this beautiful glass building. I went in with a security fob and went up to the third floor, which was an accounting floor. All and I was assigned to accounts payable. So this temporary employee didn't have any finance background whatsoever, they said. Oh, well, you've got a degree. Go ahead and approve some invoices.
00:07:37.670 --> 00:07:54.299 Jamie Vanek: so I spent hours just scouring these pages and pages of part numbers, and the part numbers didn't mean anything to me. It was just match the part number with the order and get the approval, and that's all there was to it. Very, very tedious. I knew it wasn't what I wanted to do.
00:07:54.650 --> 00:08:09.400 Jamie Vanek: But that was my introduction to project management, because part of the invoice approval process was to call the project managers and get their approval. And it was this very interesting dynamic, because here I was as a temporary employee.
00:08:09.410 --> 00:08:27.679 Jamie Vanek: on the third floor, with all the other accounting people, and up on the fourth floor with these project Managers never saw them, not even once in the same building. We didn't go up to their floor. We had to call them and ask for their approval, and they were always so busy doing other things. They were never available. They had an assistant
00:08:27.690 --> 00:08:44.760 Jamie Vanek: mit Ctl and and the assistant could speak on their behalf, and it was just so very intriguing, because here were these mysterious people that I never met, but they had the power to approve millions of dollars on these invoices, and the project managers were too busy to take the time to do the approval one.
00:08:44.770 --> 00:08:54.820 Jamie Vanek: and that was my introduction to project management. Granted, I still didn't know what exactly they did, but I found it so very intriguing. Yeah, a week later I was fired.
00:08:55.020 --> 00:09:20.179 Jamie Vanek: Okay, it was. It was. That was an interesting an interesting situation. But really I was not happy there, you know, just approving the invoices. Obviously it's very tedious. It wasn't what I wanted to do. I recognize that they recognized it. I was a little bit too inquisitive about what those project managers were doing, and they decided, and it's not a good fit. But a few weeks later I was placed with a construction company.
00:09:20.390 --> 00:09:38.889 Jamie Vanek: and this time, instead of arriving at this very sophisticated glass building. It was literally a little tiny ranch house. They converted into an office, and it was so quaint and it was so welcoming. When I went through the front door I met everyone from the project managers to the owner.
00:09:38.900 --> 00:09:41.989 Jamie Vanek: and it felt like home
00:09:42.190 --> 00:09:50.089 Jamie Vanek: for granted. This was another temporary position, but I knew that that was the type of company that I wanted to work for
00:09:50.130 --> 00:09:56.039 Jamie Vanek: right, and fortunately that two-week placement grew into 4 years.
00:09:56.050 --> 00:10:14.749 Jamie Vanek: and that's where I really got the experience to work with. Project managers. to come up through. Can the construction industry in administration but then make the leap into operations and and project management. So that was my first opportunity. in construction. I fell in love with the industry, but more importantly, I fell in love with the people
00:10:14.760 --> 00:10:30.550 Jamie Vanek: just carried down to earth people people that love to share their knowledge, and that's what sent me on the trajectory throughout construction. Since then I've been with multiple companies. I've been with my current company now for 10 years. working through project management up into the executive team.
00:10:31.270 --> 00:10:52.209 Employment Law Today: Yeah, it's interesting story, you know. It really is because it is interesting how you went from an art teacher to the constructed industry, and I like that progression. You know it's like non. Life is often so nonlinear, you know, in terms of like having a passion, and then kind of being stuck in that sort of in between space, where you, you know, down in Virginia, move, move, move to New Place and
00:10:52.220 --> 00:11:08.340 Employment Law Today: you that one week job. That is, I guess one of those things is like a blessing right in a way it's like when you're fired. Oh, i'm sorry, and congratulations at the same time. But you know the way it sounds like it opened you up to understanding about project management, or it got your curiosity going, and then.
00:11:08.350 --> 00:11:28.190 Employment Law Today: like paid the way I've seen. I've met so many people over the years who say, you know i'm an executive business. Co: just as an airlines do this and it led me to, you know. Talk to people in first class. You describe their experiences all the time to me, and then I realized that you know I could coach them. So I've heard so many stories of like someone getting from Point a to like
00:11:28.220 --> 00:11:36.200 Employment Law Today: W. And without B. C. The eft, and it just it's fascinating to me, you know. So you know. Glad to hear that you found
00:11:36.210 --> 00:11:50.099 Employment Law Today: your passion and and your way up, and I think it's so important to follow that passion, you know. I mean the tedious job. it's not for everybody right? That really need something to like fulfill you. So. I can really, you know. But but thank you for that.
00:11:50.110 --> 00:12:07.390 Employment Law Today: it's a good, you know. Good intro, you know we believe it or not. we're actually at our very first commercial break. Come up with that a minute. So. But I take it now that when we can start out for the question and our discussion when we get back, so i'll just let everyone know that you are not listening to, or perhaps watching
00:12:07.400 --> 00:12:23.680 Employment Law Today: employment law. Today. I'm your host, Eric. Sober employment. Love is the so attorney, and our guest tonight is is Jamie nic operations and a leader of the construction industry. When we get back, I'm going to ask you me we could talk more about what are some of the problems with the traditional
00:12:23.690 --> 00:12:33.849 Employment Law Today: administrative assistance model that she sees in business today, and what are some steps that Jamie has taken to help? Correct that. So stay tuned. Start with Nyc. We'll be right back.
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00:14:22.460 --> 00:14:23.140 You
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00:14:27.470 --> 00:14:28.140 you
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00:14:31.380 --> 00:14:32.090 Okay.
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00:14:47.440 --> 00:15:06.610 Employment Law Today: welcome back to employment law today. I'm. Your host, Aaron sober. Our guest tonight is Jamie Vanning, and we're talking about this issue of stepping up your an admin game of your buried in business. And you know, Jamie, I want to thank you for sharing like your career trajectory, and I think it gives hope to people listening.
00:15:06.620 --> 00:15:24.569 Employment Law Today: Some might be, let's say, creating a startup. Maybe they're in between jobs. In the meantime they're working 10 positions. They don't really feel at home when they're comfortable with. But Others might be practically between some career transition watching the show tonight, and to know that some of that might seem as if it's a dead end, could
00:15:24.580 --> 00:15:41.529 Employment Law Today: have a civil lining, you know, to lead like your that short time job you had that led you to be intrigued by construction. And also I love that story about it in the third and fourth; for, like the 2 kind of worlds Don't meet, you know it's almost like the first class curtain again to go back to flying, you know. First class and I guess coach a business class
00:15:41.540 --> 00:15:48.210 Employment Law Today: so interesting to know, and it kind of linked me to my to a question I have, which is.
00:15:48.290 --> 00:15:55.400 Employment Law Today: what are some of the problems with the traditional administrative assistance model that you see in businesses today.
00:15:56.640 --> 00:16:14.180 Jamie Vanek: Yeah, that's it's really interesting that you bring up pivots and career, and people who may have started as an airline stewardess, and then turned into a business coach. Because number one, we're going through this very interesting time in the last few years about people who are doing a lot of career pivoting.
00:16:14.190 --> 00:16:26.919 Jamie Vanek: and there are also a lot of startups. there are more small businesses, and there are large businesses, and they make up more than half of the employment in the United States. And so small business is a it's a huge topic.
00:16:26.940 --> 00:16:45.270 Jamie Vanek: And you ask me what the problem. I see in administration the way that we manage administration. Small business, and that's where I started to explore. what I've been working on my passion project for the last year or so. So the last several years I've been working with small businesses, construction companies.
00:16:45.280 --> 00:16:49.720 Jamie Vanek: and I've worked with a lot of leaders in these companies, where
00:16:50.020 --> 00:16:54.020 Jamie Vanek: there is this disconnect between operations and administration.
00:16:54.190 --> 00:16:59.750 Jamie Vanek: and the leaders end up getting buried in the business. And what I mean by that is, they end up getting.
00:17:00.380 --> 00:17:15.630 Jamie Vanek: They're they're not managing their time correctly. They don't know how to delegate the the tasks correctly, and so my passion is to dismantle the stigma around administration. To rethink the way we're managing admin and small businesses, and to restore respectability.
00:17:15.640 --> 00:17:23.629 Jamie Vanek: And what ends up happening that I've seen, and a lot of small businesses. You have someone that wants to start a business which is awesome. However.
00:17:23.640 --> 00:17:43.359 Jamie Vanek: what they want to do is make the product or do the service they don't want to actually do the business administration that is necessary to keep a business thriving, so they come far enough along in their business that they're ready to hire some support. They realize the use of help. Okay, we're going to hire an admin assistant or some sort of office manager or something along those lines.
00:17:43.370 --> 00:17:46.729 Employment Law Today: They hire the second person, and
00:17:46.840 --> 00:17:57.529 Jamie Vanek: all of the messy crap gets dumped on this admin or this office manager or the assistant, whatever they want to call him. Whoever the second person is.
00:17:57.540 --> 00:18:15.999 Jamie Vanek: they just get dumped. All this mess on, and in the beginning of a startup. It actually is very exciting because you get to be involved in so many aspects of the business, and that do whatever it takes. Kind of gusto is really exciting, but it's not sustainable, nor is it scalable.
00:18:16.010 --> 00:18:33.699 Jamie Vanek: So there has to come a time where you realize, okay, this is not sustainable. We're gonna burn somebody out, and we may need some additional help, or we may need to rethink the way we're managing our second in command or our second hire and that's where I started rethinking administration, because administration is where I found my opportunity.
00:18:33.710 --> 00:18:46.470 Jamie Vanek: and I wish that more people had the opportunity to find growth through administration. But unfortunately, there seems to be a lower ceiling in administration. There is in some other departments.
00:18:46.740 --> 00:18:47.820 Employment Law Today: Hmm.
00:18:47.970 --> 00:19:06.650 Employment Law Today: Yeah, you know, I mean like being an employment law of business law attorney working with small businesses a lot Jimmy and small employer like it's always what you're talking about. I could see the either first or over work through it all on their own. Then they hire somebody, but they really need 4 people, and they have one person.
00:19:06.660 --> 00:19:16.909 Employment Law Today: and I think you know whether they're under staff and admin meeting there's nobody doing it except for the person or there's one person during the Admin. And the initiative assistance.
00:19:16.970 --> 00:19:35.360 Employment Law Today: I I agree with you. I think that you know companies that right. They can't really scale it's not sustainable. You're right. it's you know, unless you, even if you did, had a birthday, you know you just couldn't grow without that support, and I think it's less than that. You know a lot of people learn on their own. but you talked also about
00:19:35.370 --> 00:19:53.959 Employment Law Today: kind of that that stigma, and how this seems to be a ceiling with admin assistance. Are you referring to a ceiling in terms of that? People view it as sort of a dead end type position like you start as an having, you know you retire with the go watch as an admin, and you don't move up from that. Is that this is that the ceiling you talk, or something else.
00:19:54.390 --> 00:20:12.330 Jamie Vanek: There, there's a little bit of that going on and a lot of that stems from the way that we view administration. We hear the freezes. Oh, he or she is just an Admin. Or there's an administrative burden. I mean, if your job is viewed as a burden, how in power do you feel?
00:20:12.340 --> 00:20:18.600 Jamie Vanek: Yeah, Not at all. So that's the first. That's the first step is we have to rethink the way that we're
00:20:18.610 --> 00:20:45.770 Jamie Vanek: thinking about administration dismantle that stigma that it's just admin that it's something that anybody can do, because, yes, the individual tasks that fall on the administrative assistant might not be that difficult. But where their power really lies is the way that they can organize information the way they they can present information, their efficiency, and their effectiveness, and how they do that information. So people get stuck in looking at an individual tasks, saying, Well, it's not that hard.
00:20:45.780 --> 00:21:01.290 Jamie Vanek: but they're missing the big picture and the real value and power that is in administration about the organization, the presentation and efficiencies that can really lie in there, that need to be unlocked for people to be able to elevate themselves out of the day to day and elevate their business.
00:21:02.040 --> 00:21:10.439 Employment Law Today: It's interesting point really is, you know, I think, that You're right. It's like. If you look at one singular task broken down, or each task in a vacuum.
00:21:10.450 --> 00:21:23.579 Employment Law Today: it one might be tempted to say, Well, this is pretty easy. It's not super hard, not not rocket science, you know, but but there are certainly skills involved with being able to juggle balance. So you know, to manage right to keep track of I mean you as it
00:21:23.590 --> 00:21:41.720 Employment Law Today: I have an assistant in that company for that week, right where, as you mentioned, you'd be able to approve an accounts payable right or accounts. People, you know, hundreds or or millions of dollars with of invoices. and but I think you're right that you know there is some a skill that needs to be sort of respected and owned, and as well.
00:21:41.730 --> 00:21:58.750 Employment Law Today: so I think it's a really good point. I think it. It's good that we should address that, you know, and I think it also kind of leads me to a similar question talking about. You know the stigma we talk about gender and and gender inequality. I'm wondering, You know, it seems that, like we know that
00:21:58.760 --> 00:22:15.079 Employment Law Today: initiative roles like secretary, and in tend to consist of more women than men in a lot of industries. And so i'm. Just wondering is this disproportionate ratio is that where the gender bias lies or is the problem, maybe you loses a bit the way in which companies may limit
00:22:15.120 --> 00:22:20.929 Employment Law Today: the role and input of their mostly female admins. I think you were going down that road a moment ago. Right?
00:22:21.020 --> 00:22:32.649 Jamie Vanek: Yeah. I think I think both are true. Yes, and they are both true. Part of the gender stereotype, I think, is systemic. it's going to take a lot more than just. Oh, let's hire
00:22:32.660 --> 00:23:01.869 Jamie Vanek: a male in this role, or let's hire a female in this role. It's going to take a little bit more than that. But the statistics still Don't lie. Construction is an interesting industry because we trail behind other industries when it comes to diversity. and being progressive in that way, we still only have about 10% of construction workers are women, and of the women in construction. 40% of them work in office or administrative support roles. So there's this very obvious disparity when it comes to gender roles in construction
00:23:01.880 --> 00:23:14.380 Jamie Vanek: that is not quite as obvious, and in other industries. But there's still some systemic issues, part of that has to do with when we're talking about small businesses. There's a lot more capital invested in a business that started by now versus female.
00:23:14.450 --> 00:23:26.129 Jamie Vanek: and as we hire support roles. People are more inclined to hire a female in a support role than mal support role, so there's some of those that we still have to overcome but overall.
00:23:26.140 --> 00:23:51.790 Jamie Vanek: what I want to rethink and dismantle is just the way that we're managing our our administrators whether they're male female either way. statistics Don't, lie but overall. If we rethink the way we manage them, it may be more attractive to a more diverse population than just having women who are applying for these administrative roles or administrative assistant, whatever you want to call them. And another part of that is what we call them
00:23:51.800 --> 00:24:05.040 Jamie Vanek: mit ctl. And because words matter we associate words with certain things. And in my role today I review hundreds of resumes, operational and administrative. Now, if i'm reviewing administrative resumes 150.
00:24:05.060 --> 00:24:10.869 Jamie Vanek: I'm. Looking through all these resumes that have the experience of administrative assistant, and what I started to realize is
00:24:10.960 --> 00:24:16.040 Jamie Vanek: a resume that says administrative assistant on this hand might be
00:24:16.130 --> 00:24:17.200 Jamie Vanek: filing.
00:24:17.490 --> 00:24:27.490 Jamie Vanek: and an administrative assistant on this hand might be something completely different, might be more of a strategic business partner. So number one. We have to get a little bit more intentional with
00:24:27.500 --> 00:24:40.419 Jamie Vanek: how we label our administrative assistance, our administrative support roles because they're not all admin assistance. If we call them all admin assistance, we're doing a disservice to the people who have made a career out of being administrative professionals.
00:24:40.430 --> 00:24:51.810 Jamie Vanek: so it's er it's things like that. If we rethink the way that we talked about them, and we also rethink the way that we delegate to them, then we can uplift the roles altogether.
00:24:52.550 --> 00:25:06.869 Employment Law Today: and then I within the roles, as I hear correctly, it makes the roles more attractive, also to different people in different fields, whether they are male or female, whether you know white, black, Hispanic. you know, whatever your background may be.
00:25:06.880 --> 00:25:25.140 Employment Law Today: I I think it's interesting, you know, and I think it's a really a point, especially about the language right? Because you're right. The words we use definitely do matter, and to use an openly broad term, like I have an assistant for someone like you said, who might be following, which also is a skill, takes a lot of meticulous carrying attention to detail.
00:25:25.150 --> 00:25:42.339 Employment Law Today: but someone who's keeping, you know, and a negative C of CEO or Cfl on track you know, with lots of their scheduling and calendar, and even just at their tasks, or they give them feedback being a lease on with their people waiting with them, you know it's it's a different skill set, and it's a different
00:25:42.360 --> 00:25:52.959 Employment Law Today: type of of position. so I hear your point, you know I do and I hear I think talk about? Are we thinking the way that we manage these admin assistance?
00:25:52.970 --> 00:26:12.950 Employment Law Today: so I think it's a good point Also, I think that you know also with that that sort of barrier you mentioned, you know. If you watch shows like madman, you know they always refer to the the girl as the secretary, not even the woman per se, but which is wrong in them itself. But that's another layer, you know, like you know, calling somebody like you know the girl, as which
00:26:12.960 --> 00:26:27.060 Employment Law Today: in my mind is like a child, you know, like someone who's 11. Not you know someone who's 35 or 40 but I think that's really good good point there. you know. Yeah, I mean, how is what is some ways, though, that we that companies could graph.
00:26:27.200 --> 00:26:32.209 Employment Law Today: you know it takes some practice steps like, how can they, you know, improve their
00:26:32.320 --> 00:26:33.929 Employment Law Today: let's say they're They're
00:26:33.950 --> 00:26:38.479 Employment Law Today: training and overseeing administrative assistance.
00:26:38.890 --> 00:26:45.919 Jamie Vanek: Yeah. So the first thing I would say, is rethinking the way that we view administration because we don't want to think of it as a
00:26:46.310 --> 00:27:05.559 Jamie Vanek: So if we reframe the way that we think about it. When you think to yourself I need an Admin. Or I need an assistant, we need to stop thinking that way, because we don't need an admin. We just need people who can do administrative things, and anyone can do administrative things. I mean. Let me let me ask you as an attorney. Do you do paperwork?
00:27:05.870 --> 00:27:33.539 Employment Law Today: I do. Yes, filing of you know motions and documents that my private doesn't always take care of. Yes, I definitely do. My fair share of paperwork of administrative, You know as well as you know. Yeah, absolutely. I mean, there is a a very special skill set and experience that in knowledge that you have that you bring to your position. But if we view every position as having some administrative responsibility
00:27:33.550 --> 00:27:51.109 Jamie Vanek: that then broadens this whole administrative burden. It's no longer a burden. It's just part of the job, and if everyone takes on their own administrative tasks that are relevant to what they're doing, and i'm not saying every single thing but a relative portion of it. Then it no longer falls all on the shoulders of one single admin assistant
00:27:51.160 --> 00:28:10.739 Jamie Vanek: to bear the burden of all of the administration. So everyone needs to take some responsibility and ownership in their own administrative responsibilities. But then also the way that we are manage the admin that are in our businesses, supporting our businesses. To elevate them is really important. and I know that we just have a little bit more time to. It. Breaks like didn't want to dive into it.
00:28:10.830 --> 00:28:30.389 Employment Law Today: Yeah, I know that's fine. We can talk more about it. We come back from the break right? We are at our next commercial break. but I mean I think those excellent points there, Jamie, I appreciate. Thank you for elaborating there. Jamie's right. We're actually coming up on our next commercial rate. Time applause for you having fun and You're listening to employment law today with your host, Eric Schmidt.
00:28:30.400 --> 00:28:38.140 Employment Law Today: and our guest tonight. Jamie Vanic, you're gonna talk for your Nyc. Stay, too. We'll talk more about some practice that's companies to take
00:28:38.190 --> 00:28:46.540 Employment Law Today: along the line of improving their administrative model, and we'll talk about, you know. Jamie's book buried in business. fine.
00:28:46.590 --> 00:28:54.389 Employment Law Today: I'm Sorry I buried a business fine freedom by unlocking the power of your admin team. So stay 2, don't go anywhere because we've got some great content. We right back.
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00:30:55.450 --> 00:31:08.879 Employment Law Today: welcome back to employment law today. I'm here to I guess it's Jimmy that i'm talking about her role in the construction industry, but also talking about stepping up one's admin game, and really just redefining
00:31:08.890 --> 00:31:19.879 Employment Law Today: what it means to work with administrative assistance what it means to to acknowledge them to work with them you know, to define their roles, and you know I know, Jim, you talked a little bit before the break. You talked about
00:31:20.100 --> 00:31:31.359 Employment Law Today: businesses and and business owners and people companies taking ownership parts of their mission work. So it's not just all you know, sort of dumped, as you say, on to an admin assistant.
00:31:31.410 --> 00:32:01.090 Employment Law Today: Hmm. I think it's a great point. I think it's something that you know. A lot of us small, firm owners have been you know, small firm for many years now that 21 years almost ready to and you know there's always, of course, Delegations key. But to be able to to do things to know what's involved. I feel like doing some of the administrative assistance work can help really understand some of the mechanisms about that your you know Support Staff do. And you know, one thing I always do is that I will sort of electronically file e file. It's called.
00:32:01.100 --> 00:32:15.089 Employment Law Today: and the Federal State courts. Certain motions, you know certain, you know documents and such because it's just something that you know. It's important to do correctly, and Some courts have very specific nuance rules, and I have paid that might probably go can do it. I really do.
00:32:15.100 --> 00:32:29.469 Employment Law Today: but I also get some sense of satisfaction, you know, and handling that. And then I don't get other matters, you know, to to her. So it's funny. I say her actually interesting. Right? Look at the people and roles. But you know, I like your point about people
00:32:29.480 --> 00:32:41.520 Employment Law Today: kind of stepping up, taking on some admin to alleviate the risk of burnout for their help. And also I think it helps them to understand what people do and even understand their own rules. You know as well.
00:32:42.680 --> 00:32:49.999 Jamie Vanek: Yeah, that's right. I am interestingly enough. I've talked to some administrative professionals who have said things like
00:32:50.370 --> 00:33:18.119 Jamie Vanek: I can't take a day off, because the whole office will fall apart without me. and that should never be the case. All of that burden should never be on one person's shoulders. Everyone should have a enough understanding that if someone takes a day off you can all still stay up with because it's just it's not practical. It's not scalable. It's not realistic or sustainable to add all of that responsibility on one person's shoulders. And when those situations arise it really comes down to that, the rest of the team
00:33:18.130 --> 00:33:18.970 Jamie Vanek: have
00:33:19.470 --> 00:33:26.849 Jamie Vanek: shoved all of their administrative work onto the single person, instead of owning part of it, or at least understanding how
00:33:26.870 --> 00:33:29.869 Jamie Vanek: done, so that in their absence they can still carry on
00:33:29.890 --> 00:33:41.859 Jamie Vanek: and I think that a couple of things that companies can do I would say 2 things: one clarity number 2 delegation. You. You mentioned delegation, clarity number one. There's a lot of
00:33:42.420 --> 00:34:03.569 Jamie Vanek: messiness and scrappiness that happens in small businesses, especially when it comes to administrative functions, because you may be hiring someone that's not necessarily an Hr. Professional or an accounting person, but they have enough skills to kind of get by when the company is small and it gets very messy, and as the company grows you need a little bit more expertise. You need a little bit more clarity
00:34:03.580 --> 00:34:16.810 Jamie Vanek: mit Ctl. And on. Who is responsible for what? So getting clarity and taking inventory of what your company needs and what skills you currently have, and what skills you may still need to acquire is number one. Number 2 is a delegation 102
00:34:16.920 --> 00:34:35.320 Jamie Vanek: people don't understand what delegation really is, they say? Oh, Well, I tell this person what to do, and that's delegation, that that's not delegation, real delegation. If you look up the definition of delegate delegation, it is the act of empowering someone to act on your behalf. So the key word there is empowering.
00:34:35.340 --> 00:35:05.309 Jamie Vanek: if you are not empowering that person to make decisions or to have authority within parameters, then you are not properly delegating. There always has to be an element of empowerment. So you figure out, gain the clarity. You figure out what those parameters really are, and then you empower your team to make decisions within the parameters. And then something really magical happens. They step up. You no longer have to micromanage every little aspect of the business, and it really creates a much more inclusive environment and environment.
00:35:05.320 --> 00:35:10.930 Jamie Vanek: People feel like they are growing, and they're being trusted, and they have some autonomy in their role.
00:35:11.820 --> 00:35:21.960 Employment Law Today: Yeah, those are good points, because I think everyone needs to feel some sense of empowerment autonomy agency, right that they're not just sort of, you know.
00:35:21.970 --> 00:35:42.889 Employment Law Today: like a robot being told, you know. Program what to do in some road fashion you know, with I think it's very important. I think that. And you're right. I think you know that whether in that that goes for having that goes for, you know, associates that might work for you. it goes for middle management and number management that employees need to feel as if they're
00:35:42.900 --> 00:35:53.519 Employment Law Today: and I I dare say you trusted right to to go there. Confidence, you know, if you're telling your administrative assistant, he or she or they, You know that you know, like you trust them with.
00:35:53.530 --> 00:36:11.120 Employment Law Today: Here's what we need to do, and you know you figure out this to make this happen. I think it helps their true talent come out. And if you just say, here, this is what you know to this Apc. And D I think people tend to think of themselves right less as sort of just, you know, mechanical and
00:36:11.130 --> 00:36:26.800 Employment Law Today: of what their boss says. So I think that's interesting. I guess that's something you use. You've experience and seeing, working in the construction and in terms of the admin assistance being empowered. Have you seen that happen in in certain progressive companies.
00:36:27.070 --> 00:36:40.700 Jamie Vanek: Yeah, yeah, absolutely. So the the company that I'm I currently work in has set a very exemplary exemplary example. That's redundant. But they've been very exemplary, and the way that they've managed
00:36:40.710 --> 00:36:48.820 Jamie Vanek: all of their teams, but also but especially the administrative teams, because number one, they did have an administrative expectation of every single person on the team, not just
00:36:48.830 --> 00:37:03.229 Jamie Vanek: the administrative professionals, but number 2. They gave the autonomy, autonomy, and authority to everyone on the team, regardless. If you were the lowest person on the corporate ladder, or the highest person in the corporate ladder. When I first joined the company that I'm. Currently in.
00:37:04.120 --> 00:37:14.849 Jamie Vanek: there were, there were some processes in place. It was still a very young company, and when I would ask the question, hey, this is this is just not the most efficient way to do this. Can I change it? The answer to me was.
00:37:14.860 --> 00:37:28.959 Jamie Vanek: You can change anything that makes sense for what you need to do, and that right there was so empowering to know whether it was as as simple as changing a spreadsheet
00:37:28.970 --> 00:37:36.850 Jamie Vanek: or as large as making a decision about how a process is going to be run. It was very empowering, and that by itself
00:37:36.990 --> 00:37:38.559 Jamie Vanek: made me feel like
00:37:38.580 --> 00:37:39.979 Jamie Vanek: I can do anything.
00:37:40.000 --> 00:37:41.259 Employment Law Today: Yeah.
00:37:41.540 --> 00:38:10.759 Employment Law Today: yeah, the confidence that you know that that sense of time or out, you know, must have been something to experience, you know, compared to what you may have had the other company years back, you know. no. I think that's that's really interesting, Jamie really is, I think, Tell someone that you can do. We need to change. You need to do to to make sense of this situation, to make things work right to Whatever makes sense to you around just make things work. I think that and that whole thing about delegation it's interesting to, because what you're saying
00:38:11.190 --> 00:38:29.180 Employment Law Today: it's, it's a little. It's a different spin. A lot of people will talk about like in leadership books, you know. If you want to climb the ladder, you know. Delegate the lady, you know you know. Get help get anything off the shoulders. Don't quote unquote waste non-viable time, and you know I think it's kind of a it's a
00:38:29.190 --> 00:38:33.550 Employment Law Today: maybe a flaw I believe that you know anything you do that's not
00:38:33.570 --> 00:38:52.980 Employment Law Today: under your billable hour rate is a waste. I know that happens a lot of times in law firms, and you know, colleagues in mind. I see talking about how they are firmly not allowed to do any kind of admin work, because it's just their time is too precious, you know. And you know again, if you burn out your admin administrative staff, and they can't function.
00:38:52.990 --> 00:39:07.330 Employment Law Today: and then that comes back to hurt you and your firm. And also you're not really learning what to do in terms of that model. You talk about taking on some responsibility, you know, for your own administrative. Now. I think that's an interesting point. And then just the idea that
00:39:07.580 --> 00:39:18.839 Employment Law Today: we have the clarity about who does what and when and have to some elasticity in the world, people can grow. I think that's really important. you know it kind of brings me to you. You have
00:39:18.920 --> 00:39:30.449 Employment Law Today: a model that you've developed right? Correct. Is that your is it a minimate, you that your is that your brainchild? Is it like a model or something you've come across and and implemented.
00:39:30.670 --> 00:39:40.409 Jamie Vanek: Yeah, so that is something that I I formulated. As I was writing my book buried in business. This was a structure that I had been using kind of innately
00:39:40.440 --> 00:39:51.729 Jamie Vanek: in my leadership style, and and to put it into words, and to put it into a metaphorical model brought it to life for me, and it made it easier for me to communicate
00:39:51.850 --> 00:40:07.960 Jamie Vanek: how we benefited from certain leadership styles in a way that was very specific to administrative professionals. Now you can use this model for anybody, really, but it. It comes in handy for administrative professionals, because it prevents them from getting pigeon hold. It prevents them from
00:40:08.130 --> 00:40:14.340 Jamie Vanek: hitting this metaphorical glass ceiling, and it brings new opportunities, because let's be honest.
00:40:14.410 --> 00:40:24.150 Jamie Vanek: Business world right now, is not what it was 30 years ago when my parents were working. You know my dad was in the same company for 30 years. That doesn't happen very often anymore.
00:40:24.300 --> 00:40:33.779 Jamie Vanek: People will Job hop a lot, and the number one reason, according to Sherm. And I think this is 2,017, and I would. I would argue that it's probably still true.
00:40:34.310 --> 00:40:39.869 Jamie Vanek: The number one reason that people leave companies is because they are looking for career development.
00:40:40.040 --> 00:40:45.519 Jamie Vanek: and if you can't offer some sort of career development within your own company. You're going to lose people.
00:40:45.720 --> 00:40:54.450 Jamie Vanek: There are certain people that maybe they're approaching their retirement, so they're really not looking for that explosive growth that someone that's just entering the workforce would
00:40:54.460 --> 00:41:16.699 Jamie Vanek: but overall. If you have someone that is in a stagnant role, and they still have some time left in there in the workforce. You're probably going to lose them because they're going to look for some sort of career development or challenge, and that doesn't always come in the form of of a promotion, but just some sort of responsibility. that trust factor, that delegation factor. They need to feel like they're contributing to something bigger than themselves.
00:41:16.710 --> 00:41:22.330 Jamie Vanek: so that that's why it is very important. And when I sat down to wrote my write my book.
00:41:22.500 --> 00:41:36.449 Jamie Vanek: I knew I wanted to tell my story. But let's be honest. Not many people really care about little Jamie and Virginia and what my story is so. I needed to bring it to the public in a way that was helpful that could take my story to take my experiences. One
00:41:36.460 --> 00:41:55.800 Jamie Vanek: formulate it into something that was transferable and helpful for them. So that's when I really put a a structure around the admin of a model on and put it in the book buried in business, and what it does. It just breaks it down very, very simply. Into the metaphor of a house. You you picture
00:41:55.860 --> 00:42:09.469 Jamie Vanek: a brand new startup, and they hire an administrative assistant. You picture them in an empty room and a house, and they have windows around the outside of the house and the windows represent all the information that's going to come into their house that they have to process, you know, in the beginning 150,
00:42:09.490 --> 00:42:24.360 Jamie Vanek: the owner or the manager whips by like a tornado, and just stirs everything up in their house, and they leave, and the admins just kind of left there in this mess, trying to make sense of it all. That's what we're trying to prevent. We're going to give some tools to
00:42:24.370 --> 00:42:34.170 Jamie Vanek: the managers in the way that they delegate to their administrative assistance or other assistance that does not leave them in the wake of this never ending tornado.
00:42:34.820 --> 00:42:47.030 Employment Law Today: Hmm. So it's like a zoom. Does it involve sewing down in terms of presenting tasks like one at a time, or presenting challenges to solve that part of it.
00:42:47.040 --> 00:43:10.199 Jamie Vanek: It's it's not necessarily presenting one at a time, but it's in the way that we teach, and the authority that we give to those professionals, because we have to understand exactly which work close. They're responsible for what decisions they have the authority to make where their growth trajectory is. And i'll tell you a quick story before we go into break here. About Why, it is important to invest in this kind of management.
00:43:10.230 --> 00:43:29.769 Jamie Vanek: I'm gonna tell you a silly story about my dishwasher. So i'm very particular about the way that I load my dishwasher, and I have 3 kids, 20 and 2, and I think i'm doing a great job because they all put their stuff in the dishwasher right? So i'm like, oh, i'm being a great parent, All my kids put their stuff in the dishwasher. However.
00:43:29.780 --> 00:43:35.200 Jamie Vanek: what I find is that before I run the dishwasher I reorganize the entire thing.
00:43:35.210 --> 00:43:57.360 Jamie Vanek: because all they have done is, put it in the dishwasher, because I have not given them the parameters that they need about how I want to put in the dishwasher. So I think i'm doing a great job by having them put it in there. But really i'm just creating more work for myself, because I have to redo it all and that just translates to. We take the time that we need to teach our people the correct
00:43:57.370 --> 00:44:16.060 Jamie Vanek: parameters and ways that we want things done, and then we empower them to make decisions, so Yes, you can put it in this row, or you can put it in this row, but you can't put the cup right side up, or it'll fill with water. You know those are the parameters we're talking about. So they have some. They have some decisions that they can make an authority that they can have, but they're at at the end going to do it the way that you need it. Done.
00:44:16.280 --> 00:44:38.879 Employment Law Today: Yeah, No, it's great. It's a great, and now it's a great metaphor and a great sway to our break. So we're gonna take another commercial break when I come back. We're we're talking more with Jimmy Van. If we're talking about, you know being buried in business and stepping up your app and game and reevaluating it. So when we come back we'll talk a little bit more about Jamie and her book and so stick around to talk to Nyc. You're listening to her watching
00:44:38.890 --> 00:44:45.189 Employment Law Today: employment. Law today. I'm your host, Eric sober and point a lot business attorney here in New York stay tuned to be right back.
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00:46:38.760 --> 00:46:39.950 You
00:46:49.720 --> 00:47:06.649 Employment Law Today: welcome back to employment law today. Your host, Eric Harbor employment law business law attorney here in New York, our guest tonight, Miss Jamie Vannick from Virginia. talking about administration and stepping up our admin game and breaking stigma and redefining roles. I think it's been
00:47:06.660 --> 00:47:16.790 Employment Law Today: so far it's been a really interesting, and it's innovative conversation. Jennies i'm really enjoying our topic. And i'm really grateful for all your contributing as far as the show.
00:47:17.280 --> 00:47:21.790 Jamie Vanek: Thank you so much. This has been an awesome conversation so far. The time has flown by.
00:47:21.870 --> 00:47:33.030 Employment Law Today: it has, and we saw some time left. We got about 9 min. I don't that. Don't anyone to go anywhere just yet. those listening, watching back home. I wanted to ask you, Jamie, a little bit about
00:47:33.190 --> 00:47:37.970 Employment Law Today: your book, you know. Tell us about your book. you know buried in business.
00:47:37.990 --> 00:47:46.780 Employment Law Today: Find freedom by unlocking the power of your admin team. You told us a bit already throughout the show. You gave us an insight into how we brought stories out. You know
00:47:46.790 --> 00:47:58.350 Employment Law Today: why you wrote it, but anything else you want to share, you know, feel free to share it like any interesting stories from the book, you know. Anecdotes or your writing process, or whatever you want, the floor is for bit. So
00:47:58.580 --> 00:48:20.869 Jamie Vanek: yeah, thank you. Gosh! When you, when someone set up to write a book, the writing part isn't even the hard part. It's the marketing because you are putting all of your information out there. Your story is out there, and it is, it becomes very personal. You know it's like having a a baby, you know it is. It's incredibly. I've had 3, so I know I know the comparison is not exactly one to one there.
00:48:20.880 --> 00:48:37.110 Jamie Vanek: but it really does become your baby, and the sorts and it's it's just a really interesting process. But I wanted to get my story out there in a way that was going to be helpful like I mentioned earlier. I want it to be as entertaining as it is.
00:48:37.250 --> 00:48:55.969 Jamie Vanek: you know, thought provoking and helpful and tactical. That was the other thing. I really really want it to be tactical. So throughout the book. Every single chapter starts with a personal story goes into how the model relates to that story, and ends with something really practical, that you can do that day to start elevating your admin team.
00:48:56.320 --> 00:48:57.149 Jamie Vanek: and
00:48:57.740 --> 00:49:13.769 Jamie Vanek: i'll pick something in it that is is interesting. So there are all these different aspects of the house. I go through 7 different aspects of the house. You have the front door. How they're hired! the different windows, which are the different workflows that they participate in. the address of the House is the purpose.
00:49:13.780 --> 00:49:31.309 Jamie Vanek: and the thermometer is the temperament, the personality of the person that's within the house, and what they bring to the role
00:49:31.320 --> 00:49:51.969 Jamie Vanek: is something that it's almost like a sub chapter. It's not a real part of the house, but it's something that's really interesting. It's the garden. So every if a house has a garden outside that Martin is beautiful, it really adds to the pleasure of the house. However, it has nothing to do with the structural support of the house, so whether that garden goes away or stays there, the house still stands strong.
00:49:52.120 --> 00:50:03.060 Jamie Vanek: but when you add a garden to your administrative professionals house. What that do is it gives them a passion project. So, for example, this show
00:50:03.070 --> 00:50:28.469 Jamie Vanek: is not part of your responsibilities as an attorney. But it is a passion project for you. So it's. It's a garden for your house in the adminivate model, and that garden really gives something to that person that they can own. it's something that they can pursue, and that's supported by the company. Now, if that person decides, hey, i'm not going to do this passion project anymore. I I don't have time, or i'm done it doesn't affect their role.
00:50:28.480 --> 00:50:30.550 Jamie Vanek: Their role can still stand strong.
00:50:30.680 --> 00:50:49.839 Jamie Vanek: It's a. It's a personal choice, and it's something that can be supported by the company with some buy-in you know you can't say Well, i'm gonna take 10 h out of my day every single week, or out of my next week to pursue this fashion project outside of my regular responsibilities. There's there's some give and take there. But if we can support those passion projects.
00:50:49.850 --> 00:51:05.270 Jamie Vanek: it develops skills outside of their regular responsibilities. so if you have, you know, something like a podcast or a show that they're doing. They're developing communication skills and that can benefit them in their their regular role as well.
00:51:06.410 --> 00:51:26.380 Employment Law Today: Yeah, it's a good thought, you know, having a passion project for initiative assistance. You know your help, your you know your staff secretary's aids what not? and your other different employees and different fields as well. I think it's a good point that you know the the role can stand without like I could, so I still practice employment, law, business, law.
00:51:26.390 --> 00:51:44.279 Employment Law Today: you know, litigation and mediation compliance without the show, and it's done so before the show. But the show it also makes more go around it in employment and employment a lot, and then great sort of peripheral issues or tangent issues that are, you know, are very much like connected to
00:51:44.290 --> 00:51:53.979 Employment Law Today: what my clients face. So it's it's it's very educational for me as much as for my clients and listeners. and I think you know the idea that we can have
00:51:54.220 --> 00:52:09.070 Employment Law Today: passion projects that work for for people that we wouldn't normally think to have. We wouldn't normally think to encourage our admin assistant, you know, to to take on a podcast or or take on some creative role.
00:52:09.080 --> 00:52:19.370 Employment Law Today: but I have known people who have been in those roles, I said, Say, administrative Assistant Secretary, and then they're given, you know, like a research project to do or an artistic, or could be creative
00:52:19.380 --> 00:52:30.640 Employment Law Today: presentation, and they just they thrive and shine, and they end up no transferring to like, You know, the the marketing department, you know. so I think it's kind of what I maybe here. If you with that House
00:52:30.670 --> 00:52:32.819 Employment Law Today: Garden metaphor.
00:52:33.840 --> 00:52:47.249 Jamie Vanek: Yeah, that that's a perfect example. I mean, that's even better than the example, that I was given because it really resulted in something, some growth for for that professional which I imagine would also benefit the the company as a whole
00:52:47.270 --> 00:53:05.390 Jamie Vanek: and i'll just give one other teaser from the book is another part of the house is the purpose. the purpose is really the address of the house. It's that outward signal of what that house is really about. Where does it reside? And what are they responsible for? What kind of information can you expect out of this house?
00:53:05.400 --> 00:53:15.559 Jamie Vanek: and the example that I give in the book is you have? Let's say you have a bookkeeper? someone that does some accounting, and they have to process payroll. They have to do accounts payable. They have to do with accounts receivable.
00:53:15.620 --> 00:53:26.289 Jamie Vanek: They have to pay the taxes. Well, you can write a 5 paragraph essay about all those different things that they do. But the address is not a 5 paragraph essay. The address is like a one sentence
00:53:26.300 --> 00:53:55.110 Jamie Vanek: that filters information that's coming into this house, so that person knows what their primary purpose is. So in the example that I give. The primary purpose is to make sure everyone gets paid. That includes your vendors. It includes your people and payroll. It includes making sure the company gets paid with AR. So if their primary purpose is just to make sure, everyone gets paid correctly and on time they can then filter information that's coming to them through that to decide. Is this something that really belongs within my role?
00:53:55.120 --> 00:54:11.880 Jamie Vanek: Or am I just doing it? Just because and as companies grow, and they can gain that kind of clarity and give people that. it. It's it's really power to have that filter to filter things through. then it it really helps gain clarity and structure within the organization.
00:54:12.050 --> 00:54:26.219 Employment Law Today: Excellent Jamie, we've got about 90 s to the to for us on our show. So what I do is i'm gonna to share with our audience tonight. I'm sharing your contact information. Continue the conversation
00:54:26.230 --> 00:54:46.820 Employment Law Today: with with Jamie. You can connect with Jamie at on linkedin You can also visit Jamie bannick.com right. That's J. A. M. I. E k.com so you can see it on screen there. And yeah, Jamie, you don't want to thank you so much for
00:54:46.830 --> 00:55:16.760 Employment Law Today: Let me stop the share screen. There, there we go. Thank you. Being part of the show tonight, you know it's been great, and having you on great having the experience, and you know just to let our audience know if you like the show. You know it's like what you've seen. Tell your friends to your colleagues. Tell your clients to tune in Tuesday nights at 5 Pm. To talk with Nyc. I'm meals Derek Savber and i'm a lot business attorney in New York, and once again James want to thank you for, you know, just sharing your your your insights, your your work, your efforts.
00:55:16.910 --> 00:55:30.550 Employment Law Today: and and talking about this topic that I think, is often underrepresented and not really talked about. So I want to thank you again, and I want to wish you and everyone this thing tonight a wonderful night, and and thank you for being on the show.
00:55:30.900 --> 00:55:39.489 Jamie Vanek: Thank you so much. The best way to connect with me is on Linkedin. Just find me at Jamie Vannick on Linkedin. And thank you so much for having me, Eric. It was a blast.
00:55:39.580 --> 00:55:50.339 Employment Law Today: Yeah, I had a lot of fun, too. I thank you, Jamie, and everyone at home. I talked listening to the show and target on my Z. Have a great evening and until next time. Take care.
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