Rising Stars and Growing Leaders: The Role of CROS in Professional Development at ChartRequest

As a former United States Army Officer, I have learned that the most important job of a leader is to ensure the next generation can fit the boots. This sentiment is as crucial to managing a functional fighting force as it is to the continued success of a business like ChartRequest. 

Our commitment to nurturing our team is critical. When our people grow, so does our business — mission first; people always.

At ChartRequest, we know that our systems and services are only as good as our people. While innovative record request and retrieval technology is at the core of our mission, our team’s passion, expertise, and dedication drive our success. That’s why fostering professional growth is one of our top priorities — and why our Rising Stars program plays an integral role in developing our staff.

As part of our ChartRequest Operating System (CROS), we created the Rising Stars Program: a structured path for advancing team members into Leadership, Management, and Accountability (LMA) roles. Here, we’ll examine how CROS powers this program and transforms potential into leadership.

The Rising Stars Program: An Overview

We built the Rising Stars Program from our commitment to promote from within the organization and retain the culture and values that make ChartRequest unique. Rather than looking outside the company for leadership talent, we created a program to identify high-potential team members, provide targeted development goals, and prepare them for success as they progress to more advanced roles.

We designed the program to align the functional processes of the ChartRequest Operating System with the ChartRequest PATH values system, fostering alignment with both our mission and operational priorities.

Key steps in the Rising Stars journey include:

1. Candidate Identification: Team leaders and managers submit candidates for the program and a rationale for their selection. Potential Rising Stars are those who demonstrate strong performance, alignment with our PATH values, and a desire to grow into leadership roles.

2. Approval and Plan Development: Managers work with their Rising Star candidates to draft a clear Advancement Plan that identifies key steps and outcomes of the program. This plan outlines specific training, milestones, and metrics they need to prepare for their new role. Once the Executive Leadership Team approves, candidates begin their Advancement Plan, which typically runs for 90 – 180 days.

3. Tracking and Measuring: Leveraging CROS, we create tickets for each Rising Star’s development plan and track their progress. These tickets keep us focused on role-specific training, process documentation, and leadership skill-building. Simultaneously, these metrics provide company-wide visibility into the process so we can celebrate the success of our Stars.

4. EOQ Presentation: At the end of their Advancement Plan, Rising Stars craft a presentation on their Rising Star progress, accomplishments, and the responsibilities of their new role. Rising Stars then present to the leadership team, demonstrating their readiness for the new role. We record and archive these presentations for everyone on the ChartRequest team.

Using CROS and the Rising Star Program To Build Leaders

CROS provides the structure and tools needed to turn the Rising Stars Program into a success. Here’s how the system supports professional development:

1. Setting Clear Goals

One of the cornerstones of CROS is the use of metrics and goals to define and track priorities. For Rising Stars, we break down their Advancement Plan into specific tasks such as:

• Completing leadership training courses.
• Documenting processes for their current or future roles.
• Leading a team project or initiative to demonstrate their capabilities.
• Identifying and addressing gaps in their knowledge or skills.

We aim for these goals to be challenging yet achievable.

2. Fostering Accountability Through Regular Check-Ins

Staff accountability is a key principle of CROS. Weekly check-ins with managers provide an opportunity to discuss progress and tackle any roadblocks our candidates face. For Rising Stars, this method means reviewing their progress and adjusting responsibilities as necessary.

Routine check-ins also provide an opportunity to:

• Celebrate milestones and successes.
• Identify areas where candidates may need additional support or resources.
• Ensure alignment with the overall goals of the program and the company.

Maintaining a consistent cadence of reviews allows us to keep development plans on track and provide Rising Stars the guidance they need to succeed.

3. Encouraging Collaboration and Knowledge Sharing

Leadership doesn’t develop in isolation — CROS emphasizes collaboration, which is why the Rising Stars Program incorporates opportunities for candidates to work across teams and departments. Examples include:

• Shadowing leaders in other areas of the company to gain broader perspectives.
• Leading cross-functional initiatives to build communication and project management skills.
• Contributing to team meetings and strategy sessions to develop confidence and presence.

These experiences prepare Rising Stars for leadership and strengthen relationships across the company, encouraging mutual respect.

4. Celebrating and Elevating Success

Recognition is an essential component of professional development. As Rising Stars progress through their Advancement Plans, we celebrate achievements and share them with the broader team. Recognition might include shout-outs during department meetings, company-wide announcements, or acknowledgment in quarterly reviews.

By highlighting the success of Rising Stars, we reinforce the value of professional growth and inspire others to pursue their own development journeys.

Real-World Impact: Success Stories From the Rising Stars Program

The Rising Stars Program has already made a tangible impact on our team and company. For example:

Maddie’s Journey From BDR to Account Executive

Maddie, a former Business Development Representative, demonstrated exceptional performance and leadership potential. She completed a 90-day Advancement Plan through the Rising Stars Program focused on mastering the sales process and mentoring her peers. Today, she excels as an Account Executive and takes on critical responsibilities.

Bringing New Perspectives to Management

One Rising Star in our Operations team used their Advancement Plan to document and streamline workflows, resulting in significant efficiency gains. Their contributions not only prepared them for a management role but also improved processes for the entire team.

These stories highlight how CROS and the Rising Stars Program work together to create opportunities, drive results, and build a stronger organization.

Why Promoting From Within Matters

At ChartRequest, we believe that promoting from within isn’t just suitable for our team members — it’s good for our business. Internal promotions achieve the following:

• Strengthen Culture: Leaders who grow within the company reinforce our values and mission.
• Enhance Retention: Providing growth opportunities helps us retain top talent and reduce turnover.
• Ensure Continuity: Leaders who understand our business and processes are better equipped to drive success.

We build a foundation for long-term success by investing in our team through the Rising Stars Program and CROS.

The Future of Rising Star Leadership at ChartRequest

The Rising Stars Program will remain a cornerstone of our professional development efforts as we continue to grow and evolve. We will refine the program based on feedback, explore new ways to challenge and support Rising Stars and ensure that our leadership pipeline is always strong.

CROS will continue to serve as the framework that makes it all possible, providing the clarity, focus, and accountability needed to develop the next generation of ChartRequest leaders. Together, we’re building a brighter future — for our team, our clients, and the healthcare industry as a whole.

Read more about the ChartRequest team.