The Best PI Profile for Chief Operating Officers

The Chief Operating Officer (COO) is a critical role in each organization. Whether you’re using Verne Harnish’s Scaling Up methodology or an EOS Visionary-Integrator model, the COO has the essential role to provide internal leadership and direction. And as operations face extraordinary disruptions, COOs are key to boosting organizational resilience and value creation to various stakeholders. 

Not all COOs are the same. The requirements of this role vary based on the industry, business stage, marketplace conditions and more. The individuals in the COO have different skills, education, experiences, and knowledge that makes them all unique. 

However, there are some fixed aspects of a COO that any hiring committee can rely on. Using the Predictive Index^® (PI), you can examine both the behaviors and learning agility of COOs. PI is a scientifically-backed tool that helps you uncover a candidate’s strengths and motivating needs, ensuring you pick someone who’s not just a good fit, but a perfect match for your organization’s unique challenges and goals.

It’s not just about finding a leader—it’s about finding the right COO who can steer your company in the right direction.

The Multifaceted Ideal Profile

There’s no one-size-fits-all COO profile. The best PI profile for a COO varies based on several factors. Ask yourself these questions to help paint a picture of your ideal COO:

• Are you a startup, an established giant, or somewhere inbetween? 
• Who’s in the executive team already and what is the overarching personality of the c-suite?
• Who will they be leading and how big is their team?
• Are you in creation mode, navigating a turnaround, accelerating growth, realigning, or sustaining success?
• Do you need an executor, an MVP, a coach, or a generalist?

Based on organizational context, business stage, and team dynamics, you can begin to narrow the kind of COO you need. 

Now let’s look at three common profiles of high-performing COOs using the Predictive Index behavioral assessment.

Three Common Profiles of High-Performing COOs

Here are three of the most common Predictive Index reference profiles that excel as a COO.

The Strategist: Resourceful & Proactive

The Strategist reference profile is characterized by their proactivity and assertiveness. As a COO, a Strategist will be task-oriented and fast-paced, perfect for big, multinational organizations with established procedures or companies in need of a turnaround. Strategists quickly notice and push to fix problems. They have an aptitude for data and complex systems. They will thrive in an organization where a data-driven approach is appreciated and multiple challenges keep their plate full.

Characteristics of a Strategist

• Clear and process-oriented communication style
• Detail-focused with high standards for quality
• Stable under pressure
• Prefers thorough analysis when making decisions

Delegation Style of a Strategist

When considering your c-suite team, identifying the delegation style or your COO will create aligned expectations and expedite team productivity. A Strategist will delegate a project or task and provide thorough details to ensure the outcome meets their high standards. This profile is not afraid to follow project updates closely, push for speed, and ask detailed questions.

How to Balance a Strategist COO

In order to be most effective, a Strategist must put people around them that soften towards people and enhance communication in the organization. Strategist COOs may need help from those around them to navigate delays and slowdowns with patience. Strategist COOs that evoke the mantra “perfection is the enemy of good” are more able to make decisions quickly in alignment with the organization’s needs than those who seek perfection.

The Captain: Innovative Go-Getter

The Captain reference profile is known for being action-oriented and persuasive. As a COO, a Captain will be driving, innovative, and flexible. This profile will excel at small, fast-growing tech startups seeking rapid exits or dealing with complex work. They are successful communicators who will enjoy opportunities to interact with clients or spearhead internal communication.

Characteristics of a Captain

• Confident and decisive
• Strong relationship and network-building capabilities
• Flexible and comfortable pivoting quickly

Delegation Style of a Captain

As a COO, a Captain profile will be comfortable delegating out detailed work, as they thrive staying big-picture oriented. However, this profile may struggle to delegate true authority as they naturally hold tight to control. A Captain is comfortable letting other team members figure out how to build a process or take steps on a project, while remaining the leader at the front pointing the compass north. 

How to Balance a Captain COO

Captain profiles have a strong “big-picture” mind and will succeed when they lean into that strength instead of getting into the weeds. As a COO, their assertiveness and sense of urgency may come off too authoritative with others, so putting others around them to help increase their influence and realistically assess their urgency will build a strong culture. Enhancing self-awareness and “going slow to go fast” will help the Captain succeed.

The Analyzer: Skeptical Problem-Solver

The Analyzer reference profile is often called skeptical because of their reserved nature and diligent attention to detail. As a COO, the Analyzer will enjoy systems and processes that are operationally effective. Their ideal environment includes small, hands-on roles or a position of sustaining success in established organizations. They thrive when reinforcing rules and structure.

Characteristics

• Clear, precise, factual communication style
• Data-driven decision-making
• Cautious and methodical approach to risk
• Follows up and follows through thoroughly

Delegation Style of an Analyzer

Because of an Analyzer’s more cautious style, this profile may hesitate to delegate authority or details. Delegation doesn’t come naturally and trust must be earned. As a COO, when they do delegate, an Analyzer will follow up closely, ensuring that the team is taking steps to meet their exacting standards. 

How to Balance a Analyzer COO

In order to be most effective, an Analyzer profile will need to find a balance between data analysis and action. Being too methodical and rigorous will slow down operations, if there is no one on the team to push decision-making. An Analyzer COO will also need others on their team to leverage their people skills in order to complement the technical expertise of the Analyzer COO. Surrounding themselves with naturally extraverted or people-oriented team members is a great way to provide balance to their naturally calculating style.

Why Self-Awareness is the Most Important

Self-awareness is the not-so-secret sauce that separates good COOs from great ones. Overly simplistic? Think again. Self-aware leaders can drive performance more effectively, adapt their style, and draw out the best in their team. This awareness impacts decision-making and team dynamics, making it a crucial trait for any COO.

When Operational Performance Plateaus 

Are you noticing more fires to put out, elements falling through the cracks, or negative customer feedback? These are signs of an operational performance plateau. MindWire helps organizations optimize their talent, measurably–including in the operations space – with everyone from the COO to the operations employee on the front line. With MindWire, you get expert operations guidance that enable entire operations teams to both go fast and get it right. Avoid a $90M loss in revenue by identifying high vs. low performers and save $2,000,000 in recruiting, onboarding, and training costs when you partner with MindWire.