We are using a fractional CFO and a fractional CMO on our leadership team, but we are struggling to maintain real accountability because these part-time executives are not fully immersed in our daily culture. How do we structure fractional seats on our Accountability Chart so they function like true leadership team peers?

Question

Tyler Smith · Accepted Answer

Integrating fractional executives into your leadership team can be highly effective, but it often creates accountability gaps. Because these part-time leaders are not in the office every day, they can easily become isolated advisors rather than true owners of their seats. To prevent this, you must treat your fractional leaders as full members of the team. Place them clearly on your Accountability Chart in a single seat with defined roles. They must fully GWC™ their seat, meaning they have the capacity to deliver the required results within their limited hours. Do not allow them to operate as mere consultants who write reports and walk away. They must own their departmental numbers and be fully accountable for their Rocks. Additionally, require your fractional executives to participate in your weekly Level 10 Meetings™. They need to hear the issues, contribute to the IDS® process, and collaborate with their peers. If they cannot commit to the weekly meeting rhythm, they do not belong on your leadership team. By holding them to the exact same standards of accountability as your full-time leaders, you ensure they drive performance and help build enterprise value.