Hiring a COO is a big milestone for any company.
Done right, it unlocks growth, alignment, and freedom for the CEO to focus outward.
Done wrong, it creates confusion, frustration — and sometimes even faster turnover.
So, what are the biggest mistakes CEOs make when bringing in a second-in-command?
Let’s break them down.
Mistake #1: Moving Too Fast
Some CEOs throw their COO into the deep end on Day 1.
The result? Chaos.
The COO is left scrambling to understand people, processes, and priorities — while the team gets whiplash from sudden changes.
Fix: Create a structured 60–90 day onboarding plan that starts with listening and alignment, not instant transformation.
Mistake #2: Moving Too Slow
On the flip side, some CEOs hire a COO but keep them on the sidelines for months.
By the time the COO is given real authority, momentum has already been lost.
Fix: Give the COO access to people, data, and decisions early — while still pacing change carefully.
Mistake #3: Keeping Roles Vague
“I’ll handle vision, you handle execution” isn’t enough.
Without clarity, the COO and CEO end up stepping on each other’s toes.
Fix: Clearly define responsibilities, decision rights, and communication rhythms before Day 1.
Mistake #4: Withholding Trust
Some CEOs micromanage their COO — reviewing every decision, second-guessing every move.
This undermines the very reason you brought them in.
Fix: Treat your COO as a true partner. Trust them to run the business internally while you stay focused externally.
Mistake #5: Ignoring Cultural Fit
Skills matter, but so does chemistry.
If the COO doesn’t mesh with the CEO and the leadership team, alignment won’t last.
Fix: Prioritize values, communication style, and cultural fit during the hiring process — not just the résumé.
What Great Onboarding Looks Like
- A clear 90-day roadmap for learning, alignment, and execution
- Weekly syncs between CEO and COO to build trust and clarity
- Early wins that build confidence across the team
- An intentional effort to integrate the COO into company culture
When onboarding is done right, the CEO and COO become a powerful leadership duo — one focused outward on growth, the other inward on execution.
Hiring a COO is just the beginning.
The real difference comes from how you onboard them.
Move too fast, and you create chaos.
Move too slow, and you waste momentum.
Done right, the first 60–90 days can transform your business.
Want the exact playbook to onboard a COO for 10x performance?
Get Cameron Herold’s book The Second in Command — your ultimate guide to hiring, leading, and maximizing your COO.And join the COO Alliance, the only private community exclusively for seconds-in-command: https://cooalliance.com/
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