Is a COO integral to your business growth

A COO is quite different than any other employee in your company. In a way they are the unsung hero in many companies dealing with the delivery and detail – the glue if you will.

Typically, the leader of a company is a visionary. As the visionary, they operate best when thinking long-term, generating big ideas and cultivating strategic relationships. Without a COO, a CEO can become mired in the day-to-day operations.

The COO is the "change champion." defining needed changes. Who will lead the change effort and manage the change. The COO is the closest partner, coach and mentor to the CEO, a sounding board. Think of the Wright Brothers who achieved great things and discovered flight, how likely would they have succeeded alone?

The COO is trusted to run the company when the CEO is not available and supports the personal and professional development of the entire company.

Many cannot afford a full time COO of the necessary calibre and make the mistake of hiring an operations manager as a COO, low ball the salary which restricts quality or think they can manage without one.

A CEO or business owner cannot struggle on as the visionary and full time integrator/executor, whilst being supported by staff who may be capable but need a lot of direction.

Consider a fractional COO, who is a business professional with many years of experience willing to work in a temporary capacity, part-time, for an hourly rate. However, you can bring on talent with experience as a business owner, business coach/consultant or former full-time COO without all the costs.

Benefits:

• Typically, a fractional COO works remotely with your company. Coming to the office as needed.

• Fractional COOs do not require an elaborate executive hiring process.

• Being a contract employee, the fractional COO does not require executive benefits, bonuses or perks.

• A fractional COO is a try-it-before-you-buy-it experience, allowing you to determine what you need from a full-time COO.

• The fractional COO is there to work themselves out of a job —they can even help you find and hire their replacement.

• If the fractional COO does not work out, let them go — firing an executive can be a gruelling situation, but letting a contract employee go is relatively easy.

Consider whether a fractional COO is right for your business. They could be the difference between the success or failure of your business.