Sometimes, one of the most important parts of leadership is identifying and selecting the right talent and people in the right job.  Recently, in a conversation with our colleagues in Asia, we explored a thought-provoking dilemma faced by a consumer products company. Their question was simple yet pivotal: should they hire a Chief Product Officer (CPO) or a Chief Innovation Officer (CIO)?

While we weren’t directly involved in their decision-making process, we offered our perspective based on our experience in executive hiring. It was a fascinating discussion that underscored how critical it is to align leadership with organisational goals and objectives and the purpose of the role —particularly in the fast-paced Asia-Pacific region.

The Scenario: A Company at a Crossroads

The company was grappling with two distinct but equally important needs. On one hand, their existing product portfolio was solid but needed refinement to maximise its market potential. On the other, they recognised the growing importance of innovation—exploring new markets, offering differentiated products, staying ahead of industry trends, and responding to the ever-changing demands of consumers.

They needed to decide which role would better support their strategic objectives:

• Chief Product Officer: Focused on optimising current products, enhancing processes, and delivering operational excellence.

• Chief Innovation Officer: Tasked with driving creative initiatives, spearheading new projects, and fostering a culture of innovation.

It wasn’t just a question of what role to fill, but which path the company wanted to prioritise.

Aligning Leadership with Growth Goals

Our advice to the company centred on clarity of vision and strategy. The first step was to identify their primary growth goals:

• If their focus was on strengthening existing operations and ensuring efficiency, a CPO would bring the expertise needed to achieve these objectives.

• If they were looking to expand, disrupt, or explore new markets, the CIO would be instrumental in driving that vision forward.

In the Asia-Pacific region, where markets are evolving rapidly, this distinction becomes even more critical. The region’s dynamism offers immense opportunities but demands agility and foresight. Companies that can innovate while maintaining operational efficiency are the ones that succeed.

Evaluating the Trade-offs

Both roles come with distinct benefits and challenges. A Chief Product Officer provides immediate value by refining operations and improving product execution. However, focusing too much on optimisation can sometimes limit a company’s ability to adapt to emerging opportunities.

Conversely, hiring a Chief Innovation Officer signals a bold commitment to the future. The CIO can inspire new ways of thinking, drive creativity, and open doors to uncharted markets and segments. However, without a strong foundation in operations, innovation can falter in its execution.

These trade-offs are not easy to navigate, but they’re crucial to consider when making a strategic hiring decision.

Why Partnering with an Executive Search Firm Matters

Decisions like this highlight why partnering with an executive search firm is essential. At JacksonGrant Executive, we go beyond providing candidate profiles. Instead, we focus on understanding each organisation’s unique needs, goals and strategy, helping them navigate these critical decisions with confidence.

With over 20 years of experience in the consumer products sector, we’ve learned that no two businesses are alike. For this company, our approach involved mapping out the potential outcomes of hiring each role, providing them with data-driven insights to make an informed decision.

This level of support ensures that executive hires are not just capable individuals but strategic assets who align with long-term business objectives.

The Outcome: Choosing Innovation

After careful consideration, the company chose to hire a Chief Innovation Officer. Their reasoning was clear: the competitive landscape in Asia-Pacific demands bold moves and a commitment to innovation. They wanted a leader who could identify new opportunities, bring fresh perspectives, and future-proof their business.

It wasn’t an easy decision, but it was the right one for their ambitions. By focusing on innovation, they positioned themselves to take advantage of emerging trends, including the rise of sustainable consumer products and the growing influence of technology in everyday life.

Lessons Learned from the Discussion

This case revealed several important lessons about executive hiring:

1. Define Your Goals First
   Before deciding who to hire, it’s essential to be clear about what the business wants to achieve, both short and long term. Leadership roles should directly align with these objectives.

2. Balance Present Needs with Future Ambitions
   While addressing current challenges is important, don’t lose sight of where the business needs to be in the future.

3. Understand the Trade-offs
   Each leadership role brings unique strengths, but also potential limitations. Evaluating these trade-offs ensures a more informed decision.

4. Consider the Bigger Picture
   In dynamic regions like Asia-Pacific, leadership decisions must reflect not just internal goals, but external market realities.

5. Make the Right Talent Selection
   Choosing the right individual for the leadership role is crucial. Beyond skills and experience, it’s important to assess cultural fit, adaptability, and the ability to lead through change. Making the right selection can significantly impact the company's ability to execute its strategy and drive growth.

Final Thoughts

While we didn’t play a direct role in this company’s hiring process, providing an external perspective helped them approach the decision with greater clarity. This example is a reminder of how executive hiring is about more than just filling roles—it’s about shaping the trajectory of an organisation.

In regions like Asia-Pacific, where opportunities and challenges evolve at breakneck speed, having the right leadership in place is a game-changer. Whether it’s a Chief Product Officer, Chief Innovation Officer, or another role, the key is ensuring that the hire aligns with the company’s strategy and vision for the future.

At JacksonGrant Executive, we’re committed to helping organisations make these critical decisions with confidence and clarity, ensuring that every hire is a step toward sustainable growth.

For more insights on strategic hiring and leadership solutions, connect with us at JacksonGrant Executive.