Great thread by Wes Kao on how succeeding as a generalist, detailing 11 disciplines to become a sharper operator 🔪
The 11 disciplines are here 👉
Great thread by Wes Kao on how succeeding as a generalist, detailing 11 disciplines to become a sharper operator 🔪
The 11 disciplines are here 👉
GREAT new piece by @ckeil titled: "How to find and crush a job as a startup Chief of Staff" 🙌
On doing the role well:
GREAT new piece by @ckeil titled: "How to find and crush a job as a startup Chief of Staff" 🙌
On doing the role well:
How to onboard yourself in 30 days
A really great onboarding overview by Regina Gerbeuax, who is CoS to Matt Mochary (who spoke at the CoS Summit).
"If I had to break it down into several steps, I'd say criteria for success looks something like this:
How to onboard yourself in 5 steps:
How to onboard yourself in 30 days
A really great onboarding overview by Regina Gerbeuax, who is CoS to Matt Mochary (who spoke at the CoS Summit).
"If I had to break it down into several steps, I'd say criteria for success looks something like this:
How to onboard yourself in 5 steps:
The 6 Steps To Being A Successful Chief Of Staff by Avery Blank in Forbes
1. Know the substance and how to operate.
2. Triage information to react and, at the same time, be proactive.
3. Establish a system that keeps you organized and enables communication with key players.
4. Develop a rapport with colleagues so you know who to go to and get things done.
5. Make decisions, and know when to escalate issues to your manager.
6. Seek feedback.
What would be #7 to you? Let us know! 👉
The 6 Steps To Being A Successful Chief Of Staff by Avery Blank in Forbes
1. Know the substance and how to operate.
2. Triage information to react and, at the same time, be proactive.
3. Establish a system that keeps you organized and enables communication with key players.
4. Develop a rapport with colleagues so you know who to go to and get things done.
5. Make decisions, and know when to escalate issues to your manager.
6. Seek feedback.
What would be #7 to you? Let us know! 👉
What was an awesome All Hands you have done in the past 6 months? What was it?
Why was it aesome?
Hi All. It’s week 1 for me in the group and really looking forward to it.
I’ve been tasked to write a strategy paper and I wanted to check if there was
a resource to go to or a templates to share.
Hey all - does anyone have some examples of performance goals you've seen for
a chief of staff? Thanks!
Y’ALL can we talk about organizing slack channels? I recently put together a
comms guidelines document that’s been super well received but I’m feeling
paralyzed on making changes to our slack channel structure. generally, i know
we need to standardize our prefixes make our channels more specific b/c there
is info flying all over the place. Any best practices out there on a channel
audit or setup? Below was my first stab that didn’t get too much feedback from
the team….
Thanks in advance for the help!
Channel Clean Up
We have too many channels not enough channels depending on who you’re asking.
Either stems from a lack of purpose in the existing channels today.
• How do we generally want to organize our channels as a baseline?
• Channels dedicated for team members (daily grind/team comms)
◦ Pre-fix: #team _department
• “Catch All” General channels for each team
◦ How do we define this channel to keep it specific to the department but
general enough?
▪︎ General updates, announcements, questions from the ## department?
◦ Pre-fix: #general_department
• Specific channels
◦ Example: By existing potential product
▪︎ anything related to it like data, suggestions, user feedback, performance,
legal implications
◦ issue is:_ when do these get created? is it feature or product based? _
▪︎ What do we miss doing it this way? ex what specific channels get lost in
the noise?
◦ Other ideas besides by product? “Topic” seems too broad in scope?
◦ How when would we want supplementary channels? So we can identify prefixes
▪︎ Cross functional projects?
▪︎ Shared goals / tactics for goals ?
Y’ALL can we talk about organizing slack channels? I recently put together a
comms guidelines document that’s been super well received but I’m feeling
paralyzed on making changes to our slack channel structure. generally, i know
we need to standardize our prefixes make our channels more specific b/c there
is info flying all over the place. Any best practices out there on a channel
audit or setup? Below was my first stab that didn’t get too much feedback from
the team….
Thanks in advance for the help!
Channel Clean Up
We have too many channels not enough channels depending on who you’re asking.
Either stems from a lack of purpose in the existing channels today.
• How do we generally want to organize our channels as a baseline?
• Channels dedicated for team members (daily grind/team comms)
◦ Pre-fix: #team _department
• “Catch All” General channels for each team
◦ How do we define this channel to keep it specific to the department but
general enough?
▪︎ General updates, announcements, questions from the ## department?
◦ Pre-fix: #general_department
• Specific channels
◦ Example: By existing potential product
▪︎ anything related to it like data, suggestions, user feedback, performance,
legal implications
◦ issue is:_ when do these get created? is it feature or product based? _
▪︎ What do we miss doing it this way? ex what specific channels get lost in
the noise?
◦ Other ideas besides by product? “Topic” seems too broad in scope?
◦ How when would we want supplementary channels? So we can identify prefixes
▪︎ Cross functional projects?
▪︎ Shared goals / tactics for goals ?
Hi Friends! Does your org have a framework for which decisions get elevated to the CEO and what role s/he plays in them? My CEO is out of office for two weeks and I am already feeling the weight of my execs being paralyzed by not having his input on their decisions.
Hi all. We are a fully distributed team of ~50 team members in 13+ countries. We had to cancel our IRL team retreat when Covid hit and had plans to go to Oceanside, California. We’re beginning to think about plans for a 2022 IRL retreat.
Does anyone have any location or accommodation suggestions? We’ll likely have somewhere from 60-70 team members when the time comes. We generally want to avoid anywhere that would be too difficult to get to, but we’re open to US or non-US locations.
Hi all. We are a fully distributed team of ~50 team members in 13+ countries. We had to cancel our IRL team retreat when Covid hit and had plans to go to Oceanside, California. We’re beginning to think about plans for a 2022 IRL retreat.
Does anyone have any location or accommodation suggestions? We’ll likely have somewhere from 60-70 team members when the time comes. We generally want to avoid anywhere that would be too difficult to get to, but we’re open to US or non-US locations.
Hi everyone, I am looking for some recommendations for two topics:
• cap table / stock option plan management services that cover Europe and the US, and
• company-wide benefits plans (healthcare, pension, etc.)
If anyone of you has recommendations, I would love to learn more. :slightly_smiling_face: Thank you!
Hi everyone, I am looking for some recommendations for two topics:
• cap table / stock option plan management services that cover Europe and the US, and
• company-wide benefits plans (healthcare, pension, etc.)
If anyone of you has recommendations, I would love to learn more. :slightly_smiling_face: Thank you!
hello! I’m helping our company think through how we can celebrate wins and people better, and acknowledge achievements. Curious what has worked well / not so well at your respective companies?
me again! does anyone gather and share company feedback/sentiment with their C-level? I have 1o1s with a number of folks across the org and have been asking how things are going, what we could do better, etc… and sharing with the execs. Wondering if anyone else has done something similar, and what structures you’ve used?
me again! does anyone gather and share company feedback/sentiment with their C-level? I have 1o1s with a number of folks across the org and have been asking how things are going, what we could do better, etc… and sharing with the execs. Wondering if anyone else has done something similar, and what structures you’ve used?
Hi all, curious if anyone has recommendations of how their companies approach taking a stance / making a statement either internally or externally on social issues. Sometimes there is a clear reason to speak out, but I am in the process of creating a rubric and playbook that helps the company decide when to speak out, what steps to take, and best practices to consider when the answer is less obvious. Specifically, I’m interested in your experience and recommendation of how your companies consider the “threshold” to warrant a statement/stance, Put another way, what constitutes materiality. Open to all thoughts and feedback, thank you!
Hi all, curious if anyone has recommendations of how their companies approach taking a stance / making a statement either internally or externally on social issues. Sometimes there is a clear reason to speak out, but I am in the process of creating a rubric and playbook that helps the company decide when to speak out, what steps to take, and best practices to consider when the answer is less obvious. Specifically, I’m interested in your experience and recommendation of how your companies consider the “threshold” to warrant a statement/stance, Put another way, what constitutes materiality. Open to all thoughts and feedback, thank you!
hi all - does anyone have a good one-liner you use when introducing yourself on a call? like hi i’m chief of staff, and in my role I…..?
Has anyone organized a remote way to recreate the social / “getting to know each other” vibe of an in person happy hour? For your exec leadership team that’s distributed across country
Does anyone have any resources around hiring scorecards that would incorporate DEI? We're a small start-up and want to make it a priority from the beginning
hey all, any CoS's here that lead or are involved in your company's DEI efforts? I'd love to pick your brain on some topics like hiring, committee structures, managing expectations priorities, establishing metrics, etc.
Has anyone planned an exec level brainstorm on strategy and/or company okr’s?
Last minute planning something for next week with our c-suite and would value any guidance people have for frameworks we can use to ensure the time together is well-spent!
Hello! Does anyone have a standard format or template they share with teams for OKR setting? I created a simple Google Slide but would love to see other examples :slightly_smiling_face: Thanks!
hello, everyone - for recurring exec/senior leadership meetings, does anyone have a list of/some discussion topics that you and your execs/senior leaders find impactful and worthwhile to spend time on in live meetings? thanks so much!
My friend at Uber just posted this article (tool included) on how to facilitate fun and insightful strategic product prioritizations in a leadership team. I wish I’d had this when we did our strategic planning at the end of last year, so thought I’d share.
My friend at Uber just posted this article (tool included) on how to facilitate fun and insightful strategic product prioritizations in a leadership team. I wish I’d had this when we did our strategic planning at the end of last year, so thought I’d share.
Hello Friends! Interested in what tools folks use to manage cross functional Goals and workstreams. We currently use Lattice and I find it a bit buggy and hard to truly share cross department Goals. Secondly, how have you tied Cross Functional Goals in an OKR system into Execution/Tracking in a PMO system?
Currently having 3-5 outputs/metrics in the Lattice and managing key cross functional work in smartsheets, which is likely far from best practice.
Appreciate your input!
Hello Friends! Interested in what tools folks use to manage cross functional Goals and workstreams. We currently use Lattice and I find it a bit buggy and hard to truly share cross department Goals. Secondly, how have you tied Cross Functional Goals in an OKR system into Execution/Tracking in a PMO system?
Currently having 3-5 outputs/metrics in the Lattice and managing key cross functional work in smartsheets, which is likely far from best practice.
Appreciate your input!
Chiefs, I’m doing some research favorite OKR systems - refreshing my database of preferred systems. Would love to hear your favorite OKR system and what you mainly use it for. Building up the database….. :slightly_smiling_face: Thanks all.
