Cameron Herold shows CEOs how to hire a COO who has the strengths you lack. Map your weaknesses and core values first, then find someone opposite in skills but aligned on what matters. A bad fit creates tension, so get specific about personality and responsibilities before you search.
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You've checked your management team, your structure, whether you have too many core projects, and whether there are holes to fill. You may have tried consultants, new function roles, or an EA, and you still need a second in command. Then it's time to hire the perfect COO for you and the business. There are a number of ways to do that, including word of mouth, posting a job listing, contracting a recruiter. Before you can start any of them, however, you need to sit down and figure out exactly the type of person who will fill the need that you have identified. And then how to find that person. Your activity inventory has helped identify your unique abilities and where you are lacking. Now continue a similar exercise to determine the type of person who would be your yin to your yang. Simply put, their unique abilities and weaknesses are likely the opposite of yours, and they share your core values for the organization. Consider the domains they'd oversee and the personality traits that would complement yours. The CEO and COO tend to have strengths in different areas. That creates a well-rounded package. But unless the fit is perfect, those differences can also lead to tension. That's why I go back to repeating what a CEO has to truly know themselves to hire the right partner. The deeper your understanding of your skills, weaknesses, and unique abilities, as well as the areas that you want to delegate, the better your chances of finding the person who likes doing what you don't and is great in the areas where you suck.
