Fractional 101

2 Feb

What are fractional services in the Chief of Staff context?

There comes a point when you need a full-time, dedicated Chief of Staff (or CFO, or COO, or CSO). Until that point (and, I'd argue, to get to that point), there's fractional – i.e., a day a week for a month, or a quarter. It’s similar to interim, and similar to part-time.

If you want expertise on demand, if you need flexibility in how you get it, if you want a force multiplier, if you want to be ready to scale – you probably need a fractional Chief of Staff.

The concept

Fractional leadership isn't a new concept, but it's gaining traction in today's dynamic business environment. At its core, it's about bringing in experienced executive talent on a part-time basis, allowing organisations to access high-level expertise without the full-time commitment or cost.

In the Chief of Staff context, this means having a seasoned professional who can step in to provide strategic support, manage complex projects, facilitate communication, and drive operational excellence – but on a limited schedule that fits your current needs and budget.

When it makes most sense

The fractional model fills a critical gap for many organisations. It works particularly well when:

You're a growing company that needs executive-level support but can't yet justify a full-time salary
You're experiencing a transition period (rapid growth, restructuring, or new strategic direction)
You need expertise for specific projects or initiatives
You want to test the waters before committing to a permanent hire
You need to build systems and processes that will eventually support a full-time role

Some of the pros

A fractional Chief of Staff brings several distinct advantages:

Fresh perspective: They often work across multiple organisations, bringing a breadth of experience and best practices from various environments.

Objectivity: Without the political baggage that sometimes comes with internal positions, they can offer unbiased insights and recommendations.

Flexibility: Arrangements can be adjusted based on your evolving needs – perhaps more time during critical periods and less during quieter times.

Value for money: You get access to senior-level expertise at a fraction of the cost of a full-time executive.

Scalability: They can help build the infrastructure and processes that will enable your organisation to grow sustainably.

The cons

By definition, there are things a fractional leader can't (and shouldn't) do for your organisation. They won't be available for daily operational decisions or last-minute crises. They won't have the same level of institutional knowledge as someone who's there full-time. And they may not be able to form the same deep relationships with your team members.

Principles to live by

To maximise the value of the relationship:

Be clear about your expectations and priorities
Be intentional about how you introduce them to your team and other stakeholders
Focus on leveraging their expertise for strategic initiatives rather than day-to-day operations
Establish regular communication rhythms to ensure alignment
Create efficient knowledge-sharing systems so they can quickly get up to speed (and leave lasting benefits behind!)

What about when you need a full-time Chief of Staff?

Many organisations use fractional leadership as a stepping stone to full-time roles. A good fractional Chief of Staff can help you clarify what you need in a permanent hire, develop the systems and processes that will set them up for success, and potentially even assist with the recruitment process.

And I'm willing to bet that the right fractional Chief of Staff can add plenty of value in the meantime – helping you navigate your current challenges while building the foundation for your future growth.

Book a call here if you’d like to sketch out what this could look like for your company.

Poppy Johnson