The Grim Rapini

Let's examine the tactics and behaviors of Ginny Rapini, the Head of the Mentorship Department at COS

"The Grimm Rapini" is one of the jokingly given names to Ginny Rapini - a name she earned after gleefully axing several leaders within the organization. As a prominent member of the inner cabal, Ginny is considered above reproach and is often referred to as the organization's "Princess." Mike Ruthenberg, never one to miss an opportunity, consistently introduces her with this title during the weekly call. The message sent to the rank and file is crystal clear - do not mess with Ginny.

Ginny has taken her position of leadership and transformed it into one of "mentorship," officially designated as the Head of the Mentorship Department. While the title itself may be somewhat nebulous, it encompasses a range of programs from Bible study to a class on Servant Leadership. Interestingly, one of the individuals employed under Ginny is a former pastor who occasionally reports on his "men's group" and "Bible study" sessions.

When we envision "mentorship," we typically think of a formal program matching experienced mentors with newer employees or emerging leaders who seek guidance. However, within COS, this is not the case. As far as we can ascertain, the purpose of the Mentorship Department is to gather personal information about employees, which is later used against them, either through direct conversations or as part of a corrective action during the mustering-out process.

Numerous reports have surfaced regarding employees being cornered by members of the Mentorship Department to discuss their personal lives, following concerns that were raised about them. In one particular case, an employee submitted a prayer request relating to their personal situation, only to have it brought up by Ginny during a difficult conversation. While we would like to provide specific examples, it is essential to note that retaliation within COS is a very real threat, making it risky for individuals to come forward.

Writing and publishing this entire blog post poses significant risks for those involved. However, remaining silent about the turmoil within COS is no longer an option. Since we began writing, we have already received communications from former employees sharing their stories. They, too, pledged their lives, fortunes, and sacred honor to the cause, only to be ultimately discarded and have their "sacred honor" tarnished when shown the exit.

Conclusion:

Unmasking the tactics of Ginny Rapini, the Head of Mentorship at COS, reveals a disturbing side of the organization. The Mentorship Department, under Ginny's leadership, serves as a vehicle to gather personal information which is then used against employees during corrective actions. Furthermore, speaking out against the organization carries significant risks, including retaliation. By shedding light on the issues within COS, we aim to bring attention to the injustices and mistreatment faced by employees who put their trust in the organization.