Chief

Chief

Think Tanks

New York, NY 536,923 followers

Chief is the private network executive women rely on to raise their leadership game.

About us

Chief is the private network executive women rely on to maximize their leadership impact through access to a vetted executive community and valuable insights. Founded in 2019, Chief is the largest community of senior executive women, representing more than 10,000 companies and 77% of the Fortune 100. Chief has been recognized as one of TIME’s 100 Most Influential Companies and one of Fast Company’s Most Innovative Companies. Visit Chief.com to learn more or apply for membership. More about Chief: What began as a vision to support women in corporate leadership is now the largest community of senior women executives in the United States. Chief helps women executives raise their leadership game. Chief’s customized membership packages include executive development services, along with in-person and virtual community events, and access to a powerful community where members can build meaningful relationships to unlock transformative professional outcomes. Our dedicated Concierge team provides personalized support to connect members with the most relevant resources and events for their goals. Our Membership Packages: Executive Advisory helps members navigate leadership challenges alongside a thoughtfully curated group of 8–12 professional peers who meet regularly, fostering accountability and collective wisdom. Executive Coaching helps members tackle timely leadership challenges with four or eight sessions of personalized, one-on-one guidance from a vetted executive coach. Executive Education helps members strengthen their foundational leadership competencies through live, structured workshops led by world-renowned business academics.

Industry
Think Tanks
Company size
51-200 employees
Headquarters
New York, NY
Type
Privately Held
Founded
2019
Specialties
women, leadership, network, community, executive, influence, and business

Locations

Employees at Chief

Updates

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    536,923 followers

    Thanks for the honor, TIME! We are incredibly proud and grateful to be recognized as one of the 100 Most Influential Companies of 2023. This recognition is a testament to our talented and passionate team and incredible community of Chief Members. We started this journey just over four years ago — our work is just beginning, and we look forward to all that lies ahead as we continue to advance our mission to change the face of leadership. #TIME100Companies

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    536,923 followers

    “You’re too loud.” “You’re too aggressive.” “You’re just too much.” Women in leadership roles often encounter unrealistic double standards when it comes to their executive presence and leadership style. And women of color face even harsher penalties for expressing strong emotions or voicing their honest opinions. So how can executive women navigate these Catch-22s? Daphne E. Jones, author, executive coach, and former Chief Information Officer of General Electric, offers her recommendations: Get clarity. Consider if the feedback you’re receiving could actually be true. Ask for specifics to validate or invalidate the criticism, and find out if it is a singular or shared perspective. Confirm culture fit. Asking questions like “Does my authenticity fit the culture?” “Do senior leaders insist on inclusive and diverse styles from the top down, and the bottom up?” “Are men getting similar feedback as me — or is there gender bias?” can provide clarity on if the company’s culture can sustain your long-term career goals. Choose action. Respond by either politely rejecting the feedback (especially if there is a double standard at play) or tweaking your leadership style. Run the feedback by your mentor, accountability buddy, or sponsor to ensure you’re remaining authentic before making any drastic changes. Confirm impact. Close the loop to ensure you're clear on sentiments around your leadership style. Conduct a 360 survey or return to the person who delivered the feedback six months later to understand residual perceptions and evaluate if the culture has matured. Read Jones’s complete recommendations at the link in our comments.

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    536,923 followers

    Chief Member Jane Y. is on a mission to make preventative mental health care more accessible for women at every stage of life. As the Chief Operating Officer and Chief Product Officer of LunaJoy Health Yan has spearheaded an AI-driven initiative to revolutionize national preventative mental health care. The program promotes whole-population screening using advanced technology, particularly for pre- and postnatal women. This work means more women can be screened more effectively and access comprehensive care more easily. We are proud to recognize Jane Yan in The New Era of Leadership Awards. Learn more about her groundbreaking work at the link in the comments.

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    536,923 followers

    Chief Human Resources Officers are having a moment. Once relegated to the corporate sidelines, the CRHO has moved front and center to meet the demands of our day. Balancing everything from remote and hybrid workplaces, to diversity and inclusion initiatives, to regulatory compliance, people management requires stronger leaders than ever before. It should come as no surprise, then, that the CHRO role may be the new stepping stone to the CEO seat. Both General Motors’s Mary Barra and CHANEL’s Leena Nair previously held HR leadership roles before taking on the top job. But CHROs must navigate new tools and technologies, combat old perceptions of the position, and effectively market their skills to have a truly powerful seat at the table. Learn how CHROs — and other executives — can chart their paths to the CEO role at the link in our comments. 

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    536,923 followers

    The gratitude trap (noun): 1. The overly accommodating behavior, chronic apologizing, and meekness that so often feels required to the workplace as a woman. 2. An obstacle that undermines a leader’s value and effectiveness. In an exclusive excerpt from her new book, “Unwavering: Rejecting Bias, Igniting Change, Celebrating Inclusion,” Nellie Borrero, author and Senior Strategic Adviser for Global Inclusion & Diversity at Accenture, lays out some powerful reframes for avoiding the gratitude trap.

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    536,923 followers

    New positions, new recognition, new ventures: Congratulations to leaders in the Chief community celebrating hard work paid off this week. — Sonja Batten was promoted to Chief Clinical Officer at Stop Soldier SuicideKaren Lithgow was hired as Chief Marketing Officer at Goodwill Industries International of South Florida — Liz Brown was hired as Head of Human Resources for GTM and Marketing at Synopsys IncErin Gray, SPHR, GPHR was hired as Managing Director, Head of Human Capital at GellerMINH PHAM-COSTELLO was hired as Vice President, Director, Business Management (HR Transformation) at Santander USEsma Deljanin, SHRM-SCP launched Sonam ConsultingCarmen Boon, M.A. joined the Greater New York Chapter Board of the Fulbright AssociationAnna Litvak-Hinenzon, PhD joined the board of Hyphenate📈Juhi Saha - Your Partnerships Copilot was named one of The Upside’s Rising Stars of 2024 — Mercedes Soria, MS, MBA, PMP received a Women Changing the World Award — Wilette N. was named a Leader of Hope by the American Cancer Society’s San Francisco Bay Area Associate Board of Ambassadors — Wendy Batchelder published Data Governance Handbook: A Practical Guide to Building Trust in Data

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    536,923 followers

    For Arlan Hamilton, founder of Backstage Capital and Hire Runner, the journey from homelessness to entrepreneurship was long and winding but filled with enduring lessons. In conversation with Trey Boynton, our very own Chief Diversity and People Officer, Hamilton share the most valuable insights she learned along the way 👇 1️⃣ Define your own narrative. “Ask yourself: Where are you? What do you want in life? What does success look like to you?” Hamilton reminds leaders that not every career, venture, or business needs to achieve the same level of success. Define what success looks like to you, and pursue that goal with passion. 2️⃣ Embrace a people-first mentality. “At the end of the day, people are the ones who will take you to the finish line or not.” One key aspect Hamilton considers before investing in a company is how a leader treats their team, their circumstances, and uncertain times. 3️⃣ Embrace radical self-belief. “One of the markers of highly successful people is an overwhelming belief in your own success.”  In any venture — especially entrepreneurship — Hamilton believes success begins with self-belief and confidence in your own abilities. We’re looking forward to welcoming Arlan Hamilton back to Chief for her Executive Education course on startup investing later this year. Chief Members: What was your favorite insight from the talk? Tell us in the comments.

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    536,923 followers

    The “je ne sais quoi” of executive presence is a trap. Hear us out: The fuzzy definition of “executive presence” allows for racial and gender biases to perpetuate. This, in turn, puts women, the LGBTQIA+ community, and people of color in the tricky position of hiding their authentic selves in order to fit into a leadership box. How do you view executive presence? Let us know in the poll below.

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    536,923 followers

    Business is rapidly changing around the world. And so are the demands on executive leaders — in both scale and intensity. Enter “Ask a Chief.” To help executives everywhere meet these demands, we’re sharing invaluable insights and expertise from Chief Members through our brand-new series. Up first: Words of wisdom from Nici Bush, Global Chief Innovation, Science and Technology Officer at Mars. She offers three key insights that have helped her drive transformations in a private family-owned business during uncertain times. Mars now employs 150,000+ Associates globally and drives more than $50 billion in annual sales. Read Bush’s full recommendations for executive leaders at the link below.

    3 Ways to Navigate Complexity and Ambiguity More Efficiently as a Leader

    3 Ways to Navigate Complexity and Ambiguity More Efficiently as a Leader

    Chief on LinkedIn

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    536,923 followers

    It’s happened. You’ve just encountered the dreaded bad leader. Now what? When that time comes, it can be hard to face the fact that we're in less-than-capable hands. Here are five questions Barbara Kellerman of the Harvard Kennedy School Executive Education suggests asking yourself to spot signs of  poor leadership. 1️⃣ What has the leader done in the past? How they’ve acted before will determine how they act in the future. 2️⃣ What does the leader say online and offline? Their words matter, deeply. 3️⃣ Does the leader’s vision smack of personal, professional, or political grandiosity — or even fantasy? 4️⃣ Who is on the leader’s team? Specifically, who are their closest aides and associates? and what do they suggest? 5️⃣ What are the leader’s strong preferences? Strong preferences suggest probable priorities — what the leader cares about most will likely determine their actions. What are your leadership red flags? Comment below 🚩

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Funding

Chief 4 total rounds

Last Round

Series B

US$ 100.0M

See more info on crunchbase