Coaching Chiefs of Staff for Operational Excellence and Leadership Growth

Author

Anne Marie Otañez
May 26, 2025 • Estimated Reading Time: 6 minutes

In this issue…

  • Coaching Chiefs of Staff for Operational Excellence and Leadership Growth - by Anne Marie Otañez

  • Extra Insights: Want a better decision? Plan a better meeting. -McKinsey

  • Weekly Motivation Boost: Warren Buffet’s Secret to Finding Great Mentors - Forbes (YouTube)

  • Action for the Week: Succession Planning Check-in

  • Together with 1440 Media

🎯 EXPERT OF THE WEEK

A Sales Leader’s Playbook: Stop Chasing Revenue, Start Tracking What Matters

By Anne Marie Otañez

The Chief of Staff role is often seen as a stepping stone to higher executive positions. This complex role combines elements of strategy, operations and leadership. Through effective coaching, Chiefs of Staff can unlock their full potential, leading to operational excellence and personal growth. Here are key coaching strategies for Chiefs of Staff, focusing on leadership development, operational efficiency and career progression.

Leadership Development: Building Trust and Influence

For the Chief of Staff, leadership is about building trust with both the executive team and the broader organization. Effective coaching helps Chiefs of Staff cultivate influence, enabling them to act as trusted advisors. Coaches can guide the Chief of Staff to develop effective communication skills, emotional intelligence and strategic foresight, all of which are essential for gaining credibility and building and maintaining a high-performing team.

Operational Efficiency: Streamlining Processes

The Chief of Staff is often tasked with optimizing operational processes. This can include everything from workflow improvement to the implementation of modern technologies. Coaching can provide Chiefs of Staff with the tools to assess existing processes, identify inefficiencies and lead initiatives that result in streamlined operations. Operational efficiency is crucial to maintaining competitive advantage, and the Chief of Staff is perfectly positioned to lead these efforts.

Career Progression: The Chief of Staff as a Future Leader

The role of Chief of Staff often serves as a launchpad to higher leadership positions, such as Chief Operating Officer or even CEO. Coaches can support the Chief of Staff by helping them map out their career trajectory, focusing on skills such as decision-making, stakeholder management and executive presence. By encouraging continuous learning and development, Coaches can help Chiefs of Staff position themselves for future growth by maintaining focus on continuous learning and development of both skills and relationships.

By focusing on leadership development, operational efficiency and career growth, coaches can unlock the potential within these critical roles, ensuring they drive success and elevate their organizations. Coaches have the unique ability to guide Chiefs of Staff on their journey toward leadership excellence, making them indispensable assets to the executive team.

Anne Marie Otañez’s expertise lies in Staff and Technology-Operations Leadership, with extensive leadership experience with high-profile companies, including Microsoft, Apple, Disney.com, Edmunds.com and Netscape. She has worked in Hi Tech, Healthcare, Automotive and Entertainment industries for over twenty years. She not only worked for established companies but also worked with the rigor of a few start-ups. She has had success in driving key initiatives with worldwide impact, including creating D&I programs, Chief of Staff academies, and leading key partnership deals.

💡EXTRA INSIGHTS

Want a better decision? Plan a better meeting.

by Aaron De Smet, Gregor Jost and Leigh Weiss - McKinsey

15-Minute Read

Click on the image below for the full article.

Want a better decision? Plan a better meeting. - McKinsey

🏅WEEKLY MOTIVATION BOOST

Warren Buffet’s Secret to Finding Great Mentors - Forbes (YouTube)

90-Second Watch

🏃🏽‍♀️Action for the Week

Review Your Succession Plan. Check In

Take a moment to review your succession plan. Check in with the person or team who will succeed you upon your promotion, retirement, leave or other situation. See how they’re doing and what areas they need to develop more to be prepared for that succession. Not just for the uncertain economic times we’re currently facing, but also because we never know what happens tomorrow.

If you are someone’s succession plan, check in with them. Identify areas you need more training or development in to meet those needs.

If you don’t have a succession plan, now is the time to make one. Make sure your superior knows your plan, and perhaps ask them for insight to finetune it.

Succession Planning

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