Why you should hire a Chief Of Staff

A COS not only ensures tasks are accomplished, but also excels in systematic operations, managing processes, and essentially guiding your company.

From my perspective, the success of an Exec Ops hinges on:

• Their experience
• Their training

Experience

When recruiting a Chief of Staff and deciding which responsibilities to assign, it's essential to evaluate their expertise. From this perspective, three types of COSs can be identified:

• Junior COS: Prefers a supportive role and acts as a high-functioning personal and executive assistant.
• Senior COS: Can support with more complex tasks and decision-making, aspires to lead a department.
• Very Senior COS: Has substantial experience, allowing them to become the COO eventually. They're seasoned enough that other executives feel comfortable reporting to them.

Regardless of who you hire first, having both a junior and a senior version is beneficial in the long run.

Qualities

Great COSs are not just about skill sets; they're people you genuinely enjoy being around, especially since you'll be spending lots of time together! Here's a simple breakdown of what to look for based on experience levels:

Junior Level:

• Someone who thrives in and aspires to be a fantastic personal and executive assistant.
• It's key that they're keen on supporting and growing in this role over the long term, rather than aiming to head their own division or company.

Mid-Level:

• Beyond the basics, they should have a good grasp of business strategies.
• A few years at leading management consulting firms, like Bain, BCG, or McKinsey, is a good indicator of this expertise. A sprinkle of experience in the tech scene is a lovely bonus, ensuring they're up to date with the latest productivity tools. This is a cherry on top, not a necessity!

Senior Level:

• At this stage, a lengthy stint at a consulting firm is fantastic. Alternatively, some experience leading a team, even a small one, in a tech environment is also ideal. Think along the lines of 10-15 years of professional experience.
• On the topic of experience years, they're not just about the skills gained. There's also the comfort factor. Exec Ops, who are generally in their 30s and 40s, often find it more reassuring to collaborate with someone who's at least in their 30s. It's all about mutual understanding and rapport!

Training

Your Chief of Staff should have access to all your information, even sitting beside you to observe your decision-making processes. For remote setups, a few months of in-person training is crucial, followed by virtual shadowing. With time, they'll alleviate your workload.

It's important to differentiate between the traditional perception of COS and the role you're offering. Some see it as an endpoint, while others view it as dynamic CEO training. Clarify this during the hiring process to attract the right talent.

Further advice

• While some might view it as a way to deflect responsibility or appear aloof, the key is never to let your COS act as a gatekeeper. You should still communicate directly.
• Finding the "perfect" fit shouldn't delay the hiring process. Start the 30-day shadowing period with a promising candidate and adapt as needed.
• Some COS might solely take on scattered projects, while others have full access, shadowing CEOs and getting a holistic view of company operations. The latter often transition to more strategic roles, such as a COO. Emphasize this potential during recruitment.
• Once a COS moves away from their primary shadowing role as they take on bigger tasks, it may be advisable (depending on your company stage) to hire another COS to ensure that there's always someone shadowing the CEO while others take on larger projects or manage departments.

If you'd like to talk more about this topic or if you need coaching, don't hesitate to get in touch.