The Fractional Advantage

Full Expertise, Without Full-Time Equivalent Cost

We are fractional converts. Now, we look back and see different choices we'd have made when leading teams—such as not defaulting to full-time equivalent (FTE) roles.

If you're still digesting the fractional value proposition, note the real-world use cases below. Then check out the recap of advantages for your nonprofit organization (NPO) and how to set a fractional up for success.

Fractional

A leader serving long-term in a traditional exec role for a fraction of the hours usually filled

Sample Use Cases

Startup

Challenge: A new affiliate office launches with a commitment of $1.5M in outside support over three years. Expectations for results are high. Board and stakeholders expect to see varied programs, advocacy, and community engagement—alongside a realistic plan to achieve sustainability—within the period. Less than half the annual investment can go to staff.

Fractional solution: Instead of multiple direct hires, a couple of fractional leaders efficiently launch the strategy and functions needed to meet requirements, doing so for less than the cost of one full-time role.

Early Stage

Challenge: An established nonprofit has achieved a steady trajectory of support over the first lifecycle stage, but struggles to breakthrough the next level in annual revenue. To break through, leaders know they must invest in new program products that diversify revenue streams. Yet the team runs at full capacity with the current program and fundraising portfolio.

Fractional solution: A fractional leader is hired to focus on new product development and marketing without distracting existing leaders from the day-to-day or adding to long-term overhead.

Scaleup

Challenge: A decades-old NPO with nine-figure revenue is undergoing a strategic redesign effort. Leadership is preparing for significant people, process, and technology upgrades to achieve aspirations for global expansion. The longstanding executive team recognizes it would benefit from help to upgrade its ways of thinking and working in order to lead the charge.

Fractional solution: A fractional leader, veteran of multiple transformation initiatives, is hired as transformation architect and fractional Chief of Staff to help launch the multi-year effort.

Reboot

Challenge: Since the pandemic, an organization has undergone multiple CEO and philanthropy leader transitions. Development operations have become lax, and stakeholder relationships have taken a hit. The board and transitional leadership call for a full assessment and stabilization period before making new hires.

Fractional solution: A fractional leader joins to diagnose development and fundraising, make recommendations on the profiles needed and priorities for them, then manage until the CEO and philanthropy head are onboarded.

Transition

Challenge: The board of a volunteer-driven organization has struggled to discern how to sustain the entity. What made sense twenty-plus years ago when the NPO started no longer seems relevant. Board members are committed to the cause but need help to understand if the conditions for success really exist or not.

Fractional solution: The board hires a fractional leader to evaluate past results, review the current environment and assets, recommend and manage execution of the most viable path to impact—a merger with a sister cause.

Key Benefits of Fractional

Gain Top Talent & New Insights

Contain Payroll & Benefits Costs

Going fractional enables many NPOs to engage talent they otherwise could not afford. It also allows them to rotate in fresh perspectives at higher frequency to build collective capacity.

Contain Payroll & Benefits Costs

A fractional contractor relationship brings top-level leadership without the six-figure expense of salary and benefits. It is possible to gain high-impact capacity without long-term overhead.

Reduce Time to Value Delivery

Contain Payroll & Benefits Costs

Pivot Amicably After Milestones

Time to hire, onboard, and see results is shorter. Experienced fractionals know how to jump in, bring focus, and add value quickly. Swiftly addressing your priority areas becomes a reality.

Pivot Amicably After Milestones

Contain Payroll & Benefits Costs

Pivot Amicably After Milestones

As milestones are achieved, it's simple to create a new scope of work or to part ways. Compared to redefining a full-time role, there is no drama when pivoting a fractional leader.

Setting Up a Fractional for Success

If fractional is a new way of working for your organization, there are a few things that will enable everyone's success.

Contract a defined scope of work. When hiring a fractional leader, be clear about time-bound priorities and deliverables. This will help the leader to focus on the right things and you to measure progress.
Establish clear communication expectations. Be explicit from the outset about your expectations on how progress is reported, decisions are made, obstacles are addressed, and deliverables are presented.
Feed back as to any role. A fractional leader, though experienced, is new to your organization and its dynamics. Guide them with feedback and requests as you would any leadership team member.

The fractional model offers many advantages. Add in some intentionality up front and you will surely realize the benefits quickly.

Go Fractional Now

Leading Edge Impact ™

Site by Leading Edge Impact, LLC.

The Fractional Advantage

Full Expertise, Without Full-Time Equivalent Cost

Fractional

Sample Use Cases

Startup

Early Stage

Scaleup

Reboot

Transition

Key Benefits of Fractional

Gain Top Talent & New Insights

Contain Payroll & Benefits Costs

Contain Payroll & Benefits Costs

Contain Payroll & Benefits Costs

Contain Payroll & Benefits Costs

Contain Payroll & Benefits Costs

Reduce Time to Value Delivery

Contain Payroll & Benefits Costs

Pivot Amicably After Milestones

Pivot Amicably After Milestones

Contain Payroll & Benefits Costs

Pivot Amicably After Milestones

Setting Up a Fractional for Success

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