Hiring a Chief of Staff can feel like searching for a unicorn needle in a barn full of hay. To do the role well requires subtle attributes that, at times, seem paradoxical. There are 7 unique CoS qualifications to look for and 3 things to avoid.
When building selection criteria, start with the scope of work: change management, leadership development, communications, systems creation, etc. This list will point you in the right direction.
Next, layer on the characteristics that make everything click into place for a great CoS.
What to screen for:
Confident enough to claim a seat at the executive table and humble enough that the leadership team wants to collaborate with them
Flourishes while working in the background but also eager to own and drive an agenda
Adjusts altitude from high-level strategic to in-the-trenches tactical many times in a day
Great at building relationships quickly and capable of challenging people without triggering defensiveness
Calm to the point of being unflappable but also passionate enough to inspire the team (a frantic Chief of Staff sends the wrong signal to your organization)
Flexible when finding solutions and firm enough to keep the team committed to new processes and make them stick
Inviting enough to build trust throughout the organization while also maintaining discretion
What you don’t need:
A deep industry or business expert. Your CoS just needs to be curious and able to learn the basics of any business unit or function quickly.
Someone who is ‘like you’. Choose someone who is different enough to help you identify blind spots in your thinking and leadership
An administrator. Hire for that as a standalone role (and before you bring on a CoS)