For Chiefs of Staff in the Role
Every Chief of Staff Plateaus Somewhere. Find Out Where, and Whether It’s You or the Role.
We read how the job is going from five sources, then tell you which gaps are yours to close and which ones the role created.
About four hours of your time over four to six weeks. Full refund until we release your intake.
Not in the role yet? Take the Readiness Assessment →Why It Works
Every Gap Gets an Owner.
When the role works against a capable Chief of Staff, they work harder at the wrong thing. We sort the evidence so you don’t.
Yours
A development plan: three priorities, the practices that build them and first steps with dates.
The Role’s
A script for your leader: what to ask for, and how to say it.
Shared
What you can fix on Monday, and what to raise together.
What You Get
Six Sections. Every Finding Names Its Evidence.
The Headline
Your strengths, your priorities and what the role makes harder, on one page.
Your Profile
17 areas by level, with your own rating beside each one.
Blind Spots and Hidden Strengths
Where you and the people around you see it differently.
Your Role
We rate five role conditions and show what each one explains.
Your Development Plan
Practices, signals and dated first steps for each priority.
What to Raise With Your Leader
The changes worth asking for, and the words to ask with.
How It Works
Four to Six Weeks. About Four Hours of Yours.
- 1
Consent
Five MinutesYou confirm from a personal inbox that taking part is your choice.
- 2
Intake
About an HourYour role, how it runs and 17 short questions about how you work.
- 3
Work Samples
Two or ThreeReal output. You strip out names and figures first.
- 4
Colleagues and Leader
Eighteen Minutes EachThree to five colleagues answer anonymously. Your leader answers if you invite them.
- 5
Interview
Seventy-Five MinutesLast on purpose, so it can test what the others found.
- 6
Report and Debrief
One Hour With Both FoundersA practitioner sets every level. You get to argue with it.
Who Sees What
The Report Belongs to You. Even When Your Company Pays.
You, the Chief of Staff
- The full report and the debrief
- Anonymous feedback from three to five colleagues
- A clear answer on what to fix first
Your Organization, if It Pays
- A Chief of Staff who knows what to fix and what to ask for
- No levels, no feedback, no interview notes
- Their signature on a promise that nothing here touches pay, promotion or exit
Want a two-page development summary for the leader? Ask us about the organization development package at info@coulandgold.com.
Pricing
One Price, Whoever Pays.
The Assessment
$2,750
- Five sources, 17 areas
- We sort every gap: yours, the role’s or shared
- Full report and an hour-long debrief
With the CoS Operating Program
$5,000
- The assessment, plus twelve weeks of work on it
- Each priority links to a program module
- Next cohort starts January 2027
Prices in US dollars. Full refund until we release your intake. Already took the assessment? The program alone costs $2,250.
Questions
Fair Questions.
How Is This Different From the Readiness Assessment?
Readiness asks whether you suit the role. This asks how well you’re doing it, using your real work, your colleagues and your leader.
What If My Leader Won’t Take Part?
We go ahead without them. The report never treats a non-response as a finding about you.
What If Fewer Than Three Colleagues Respond?
We pause and ask you for one more name. Three is the minimum, so nobody can trace a theme to one person.
What If I Disagree With a Finding?
Bring it to the debrief. We’ll show you the evidence and argue it with you. We won’t soften a finding because it stings.
Can My Company Buy It for Me?
Yes, for the same $2,750. You confirm from a personal inbox that you want it before we start.
Find Out What’s Yours to Fix. Stop Working on the Rest.
Suzi Coul and Rachael Goldfarb both did the job in government before they built a way to measure it. Meet the Founders →