You are the only person with a view of how your Chief of Staff operates. And you are not a benchmark.
That is not a criticism of you. The only person with a direct view of how a Chief of Staff works is calibrated against their own needs, not against a standard. It means your Chief of Staff is the one senior person in the organization with no reliable external read on their own performance, not because no one is paying attention but because the architecture of the role makes that read structurally unavailable.
The CoS Operating Program provides that read, then does twelve weeks of work on what it surfaces. Sponsoring a place is the most direct thing an executive can do to develop the person beside them.
A diagnostic, then twelve weeks built on it.
- The diagnostic assessmentWritten scenarios, situational judgment, a 60 to 90 minute practitioner interview and a read of their public profile. About 2.5 to 3 hours from your Chief of Staff. Every submission is reviewed by a practitioner; the report arrives within five working days of the interview, with a debrief call.
- The programTwelve weeks of weekly group calls in a cohort of no more than twelve Chiefs of Staff, plus three one-to-one sessions with Rachael and Suzi. Built from what the diagnostic surfaces in your Chief of Staff and the group, not from a fixed curriculum.
- What comes back to youA Chief of Staff with an independent capability picture, twelve weeks of direct work on it, and a peer cohort of people running the same role in other organizations.
Next cohort: January 2027. Assessments run in the weeks before it starts.
A stronger Chief of Staff. Not a report on them.
An external read
Twelve capabilities across three layers, from multiple independent sources, reviewed by practitioners. A capability picture that is theirs, independent of any role or executive.
Twelve weeks of work on it
Weekly cohort calls and three 1:1 sessions, calibrated to what the diagnostic surfaced.
Better operating conversations
Chiefs of Staff come out of the program with language for how they work and where they are developing. Your 1:1s get more specific.
Retention
Sponsoring a place tells a senior operator you are investing in them as a professional, not only as your support. That is rare in this role, and noticed.
The report is your Chief of Staff’s alone. It is never shared with the employer without their explicit consent; a shareable version is available on request if they choose to use it. Sponsors buy the development, not the diagnosis.
Everything included.
Covers the full diagnostic assessment, the report and debrief call, twelve weeks of weekly group calls, and three one-to-one sessions with Rachael and Suzi. Payment plans on request. USD.
Two ways in.
Send this page to your Chief of Staff and ask them to join the waitlist; places are confirmed in the order applications arrive. Or book a call with us and we will hold a place while you sort the funding. If they need to make the case internally, the Funding Request Builder drafts the memo.
The other reads an executive can commission.
What sponsors ask.
Will I see the diagnostic report?
Not unless your Chief of Staff chooses to share it. The report is theirs. A shareable version exists for exactly that purpose, if they want to use it as the basis for a conversation with you.
Is this a performance review?
No. It is not tied to your organization or to you. It is a read on how your Chief of Staff operates, independent of any single context, and twelve weeks of development on it.
Is this for a new Chief of Staff?
No. The program is for Chiefs of Staff currently in role who want an independent read on how they are operating. A new Chief of Staff is better served by First-Year Advisory; a candidate you are considering, by the Readiness Assessment.
How much of their time does it take?
About three hours for the diagnostic, then a weekly cohort call and three 1:1 sessions across twelve weeks.
Can the organization fund it?
Yes, and many do. The Funding Request Builder drafts the internal memo if your Chief of Staff needs one.