Chief of Staff 101
A quick explainer.
Common misconceptions
The role of Chief of Staff remains one of the most frequently misunderstood positions in modern organisations. Unlike many other C-suite titles with relatively standardised job descriptions, the Chief of Staff role adapts to fit specific organisational needs – which perhaps explains why it's so often confused with other positions.
Many professionals who have served as a Chief of Staff can attest that the question "what exactly do you do?" becomes a standard conversation starter at networking events. Even more telling is how frequently the role gets conflated with other executive positions: Chief Operating Officer (COO), Chief Human Resources Officer (CHRO), or Executive Assistant.
The COO one
The Chief Operating Officer typically leads an organisation's day-to-day operational functions. While there may be some overlap with a Chief of Staff role, assuming these positions are interchangeable is a misunderstanding of both.
A seasoned Chief of Staff wouldn't presume the capability to step directly into a COO position without additional experience or training. Operations leadership requires specialist knowledge across multiple domains – supply chain management, business process optimisation, vendor relationships, facilities management, and operational risk assessment, to name just a few.
The Chief of Staff might collaborate closely with operations teams and help implement strategic initiatives that touch operations, but doesn't typically possess the depth of operational expertise that defines an effective COO. One role focuses on enabling the CEO and executive team's effectiveness; the other specialises in making the entire organisation run efficiently.
The HR one
“Chief of Staff” does sound a bit like “the person in charge of all the other people”. But perhaps an even more significant distinction exists between a Chief of Staff and a Chief Human Resources Officer. The CHRO position demands specialised knowledge in employment law, compensation structures, benefits administration, talent acquisition strategy, organisational development, and performance management systems.
Simply having worked alongside executives or having managed strategic projects doesn't qualify someone to lead an organisation's human resources function. The CHRO role requires extensive expertise that typically develops through years of progressive experience within the HR discipline.
While the Chief of Staff may help coordinate executive decisions that affect human capital or assist in implementing people-related initiatives, conflating these roles undervalues the complexity of modern human resources leadership.
The EA one
Another common misconception is equating the Chief of Staff role with that of an Executive Assistant. This comparison does a disservice to both positions, each of which requires unique skills and contributes distinct value to an organisation.
Executive Assistants are skilled professionals whose expertise lies in masterful organisation, precise calendar management, flawless event coordination, and maintaining the smooth operation of an executive's office. The role demands exceptional attention to detail, discretion, problem-solving abilities, and emotional intelligence. A talented EA's contribution to executive effectiveness cannot be overstated – they create the conditions that allow leaders to focus on high-impact activities.
The Chief of Staff and Executive Assistant roles complement rather than duplicate each other. While an EA excels at managing logistics and administrative processes, a Chief of Staff typically engages more deeply in strategic initiatives, cross-functional projects, and executive decision-making. Many organisations benefit tremendously from having both roles working in tandem, each bringing their respective strengths to support leadership effectiveness.
Popular culture sometimes illustrates this distinction well. In the political comedy "Veep," the character Sue demonstrates extraordinary capability as an Executive Assistant – with command over scheduling, information flow, and office dynamics that no other character can match. Her skills are specialised and invaluable, quite different from those of the character Amy as Chief of Staff.
Recap: What a COS actually does
Having clarified what a Chief of Staff isn't, it's worth briefly examining what the role typically entails:
Acting as a strategic thought partner to the CEO
Serving as an extension of the CEO's office to drive critical initiatives
Facilitating executive team alignment and effectiveness
Managing cross-functional projects with enterprise-wide impact
Identifying organisational challenges and developing solutions
Communicating key messages across multiple stakeholder groups
Streamlining decision-making processes for leadership
Representing the CEO in certain meetings and contexts
The most effective Chiefs of Staff operate as organisational integrators – connecting people, projects and priorities across traditional silos. They bring intellectual horsepower to complex problems while exercising the political savvy necessary to navigate complicated stakeholder landscapes.
Optimising for your organisation
For those seeking to understand the role more clearly, perhaps the most helpful framework comes from thinking about the Chief of Staff as an extension of the CEO's capacity rather than as a functional leader. Chiefs of Staff multiply the chief executive's ability to process information, manage relationships, and implement decisions – acting not as a gatekeeper but as an amplifier.
The most successful Chiefs of Staff combine analytical rigour with exceptional emotional intelligence. They possess sufficient subject matter expertise to engage meaningfully across multiple domains without having to be the definitive expert in any single area.
Conclusion
When contemplating the Chief of Staff role, it's important to recognise its unique position in the organisational structure. It isn't a COO responsible for operational excellence, nor a CHRO leading talent strategy, nor an EA managing administrative functions – though at times, it may touch elements of all these areas.
Each of these roles brings critical value to an organisation through distinct skill sets and focus areas. Understanding these differences helps organisations deploy talent more effectively and helps professionals navigate their career paths with greater clarity about the unique contributions each role makes to organisational success.
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