Why Betting on Potential Might Be the Best Move You Make
In today’s ultra-competitive business landscape, finding a seasoned, transformational Chief Operating Officer (COO) is becoming increasingly challenging—and expensive. More importantly, sometimes that seasoned candidate isn’t the right one for your business. In certain contexts, the better bet is on a high-potential leader stepping into the COO role for the first time.
But how do you distinguish between a high-performer ready for the next level and one who will falter when the training wheels come off?
At JRG Partners, we help CEOs and boards navigate these critical leadership decisions with precision. This article unpacks how to identify rising stars, de-risk the transition, and set the foundation for a first-time COO’s success.
What Potential Really Looks Like
Promoting someone into their first COO role demands more than enthusiasm—it requires a detailed assessment of their readiness. Look for the following indicators:
1. Pattern of High-Stakes Wins
Has the candidate consistently delivered under pressure? Look for repeatable examples of turnaround execution, operational scaling, or cross-functional initiatives. These accomplishments indicate resourcefulness and accountability under high-stakes conditions.
2. Systems Thinking
First-time COOs must quickly grasp and refine operational systems at scale. Candidates with strong systems thinking can connect the dots between departments, anticipate downstream effects, and build scalable processes—even if they haven’t yet sat in the COO seat.
3. Leadership Maturity
One of the clearest signs of readiness is how a candidate leads teams through ambiguity. Can they inspire loyalty, create alignment, and hold their teams accountable without micromanaging? High emotional intelligence and strong communication are essential.
4. Learning Velocity
The best first-time COOs learn fast. Whether it’s finance, tech stack, or supply chain, a high learning velocity suggests they can absorb new domains quickly and adapt across evolving business needs.
De-Risking the Hire: Smart Structures for Success
Even the most talented rising star needs support. To maximize ROI and reduce execution risk, structure the transition intentionally.
1. Clarify the Mission—and the Metrics
Before Day 1, align the executive team on the specific mandate for the new COO. Is it operational turnaround? Rapid scaling? M&A integration? Then, identify measurable KPIs for success in the first 12 months—process efficiency, employee engagement, margin improvement, or system implementation timelines.
2. Build a Supportive Onboarding Plan
The first 90 days are make-or-break. Create a ramp-up plan that includes cross-functional exposure, stakeholder meetings, and a clear runway to early wins. Consider pairing them with an experienced mentor or coach to help normalize the learning curve.
3. Institute Regular Executive Check-Ins
This isn’t about micromanagement. It’s about creating a high-trust feedback loop between the CEO and COO to align expectations, address blind spots early, and ensure strategic clarity.
4. Don’t Overload from Day One
Avoid the temptation to hand them the keys to every operational fire. Start with a focused scope—such as optimizing fulfillment or improving customer success—then gradually broaden the role as confidence and capability grow.
When It’s Time to Take the Leap
The right first-time COO can inject fresh energy, modern thinking, and long-term loyalty into your leadership team. They often come with fewer preconceived notions, are more open to collaboration, and are highly motivated to prove themselves.
But success lies in preparation. Betting on potential should never mean skipping diligence. Done right, this approach can help unlock transformative value—especially in PE-backed, founder-led, or scaling-stage environments.
Final Thoughts
Promoting a first-time COO is not about lowering the bar. It’s about identifying untapped excellence and backing it with structure, strategy, and support.
At JRG Partners, we specialize in helping organizations identify high-potential operational leaders, assess readiness through our proprietary executive evaluation frameworks, and build onboarding strategies that mitigate risk and accelerate performance.
Ready to bet on potential, wisely?
Contact JRG Partners today to find the high-impact operational leader who can drive your business forward.
