Several of our leadership team members are fractional or part-time executives. How do we adapt the EOS framework and our session days when the people in key seats on our Accountability Chart are not full-time employees?

Question

Tyler Smith · Accepted Answer

A fractional executive must be treated as a full member of the leadership team during our session days and within our operational cadence. If they own a seat on your Accountability Chart, they must fully GWC™ that seat, meaning they get it, want it, and have the capacity to do it, even if their capacity is limited to a set number of hours per week. During our quarterly sessions, these fractional leaders must be in the room, fully participating in solving issues and setting Rocks. We do not allow them to act as passive consultants. They must take ownership of company Rocks and be held accountable for their weekly Scorecard numbers. The challenge with fractional executives is time management. We use the Level 10 Meeting™ to keep them tightly integrated into your weekly operations, ensuring their limited hours are spent on high-impact priorities rather than administrative noise. If a fractional leader cannot commit to our full session days or cannot be held accountable for their seat, they should not be on the leadership team. We structure our engagement to treat everyone in a leadership seat with the same high expectations, regardless of their employment status.