How COOs build trust, navigate conflict, and scale companies

Cameron Herold April 30, 2023

• Why the COO's real job is growing people, not doing things
• Anticipatory humility: pre-authorise hard feedback before conflict arises
• Scaling requires teaching systems to everyone, not just the CEO

How to find and work with the right COO for your stage of growth

Cameron Herold April 26, 2023

• The right COO for $2M–$100M is the wrong hire at $100M+
• Activity inventory: price every task before you know what to delegate
• COO as confidant, stabiliser, and brakes to the CEO's accelerator

How COOs Can Build a Better Hiring System

Cameron Herold April 23, 2023

• The wrong hire costs 15x their salary in opportunity cost and damage.
• Most managers interview without any training — and that's the core failure.
• Job postings are ads: a copywriter outperforms any HR-written description.

How to grow as a COO: self-awareness, delegation, and work-life integration

Cameron Herold April 20, 2023

• Quarterly self-critique and peer feedback expose the blind spots holding you back.
• CEOs who dump projects without context force their COO into costly catch-up loops.
• Work-life balance is a myth — aim for integration across shifting monthly priorities.

Seven ways COOs can build strong culture in a remote or hybrid team

Cameron Herold April 17, 2023

• Culture is alignment with values and vision, not office perks
• Every hire should rank above the team's median — not just fit in
• Onboard new employees with genesis story, values, and core purpose

Hiring top talent, delegation, and building a focused business

Cameron Herold April 13, 2023

• A-players are employed — build a company worth leaving for
• Delegate everything below your effective hourly rate, use fractional experts
• One core metric and three daily priorities drive outsized results

Building a great business by growing people, not managing them

Cameron Herold April 10, 2023

• Why most leaders fail: they lack core skills, not market awareness
• The Vivid Vision: a written 3-year picture every employee can act on
• Hire motivated people — then grow skills and confidence in parallel

How to hire and integrate a strong COO

Cameron Herold April 3, 2023

• Your basket of tasks you hate defines exactly what COO to hire.
• The first 90 days: observe, stress-test, then win small — in that order.
• Most COOs don't scale 10x — plan to replace them when the season ends.

Building strong CEO-COO partnerships using Colby strengths

Cameron Herold March 30, 2023

• Your COO isn't arguing — they're catching up with your head
• The right COO for stage one will be wrong for stage three
• Great employees never look for jobs — you have to poach them

Bipolar, ADHD, and Tourette's as entrepreneurial superpowers

Cameron Herold March 27, 2023

• The same traits that get kids medicated make founders magnetic.
• Five predictable roller-coaster stages — each demands a different move.
• Crash and burn is optional, but only if you ask for help early.

Building a powerful CEO-COO relationship and the systems behind it

Cameron Herold March 24, 2023

• Why most employees make bad decisions — and how a vivid vision fixes it
• CEOs must know systems exist; COOs must know how to run them
• ADD and bipolar tendencies aren't liabilities — they're the entrepreneurial edge

How to craft a vivid vision for business and personal life

Cameron Herold March 20, 2023

• Write your company's future as a four-page present-tense description
• Sharing your vision publicly makes strangers volunteer to help build it
• Hiring for vision alignment plus skill, not competency alone, drives hyper-growth

7 Tips for Creating a Dream Team: From Average to Awesome

Cameron Herold March 16, 2023

The core roles, traits, and hiring approach for a COO

Cameron Herold March 13, 2023

• Ask what you're hiring for before writing interview questions
• The COO's job is to make the CEO iconic, not share the spotlight
• Title and pay must match scope — inflated titles create real problems

How to find, hire, and work with a COO as your second in command

Cameron Herold March 10, 2023

• The right COO is stage-specific — the 0–100M hire is wrong for 100M–500M.
• CEO–COO works best as a business marriage, not a reporting line.
• School trains you to fix weaknesses; entrepreneurship demands you delegate them.