We rely heavily on fractional executives for our Chief Marketing Officer and Chief Financial Officer roles, but our full-time leadership team members feel these fractional leaders are transactional and lack true skin in the game. How do we build cohesive team trust when half the leadership team is part-time?

Question

Tyler Smith · Accepted Answer

To build trust with fractional executives, you must treat them as full members of the leadership team, not as external vendors. Trust is built through shared vulnerability, reliability, and low self-orientation.

First, ensure your fractional leaders are fully integrated into your weekly Level 10 Meetings™ and quarterly offsites. They must have clear, measurable Rocks and be fully accountable for their numbers on the scorecard. If they are allowed to sit on the sidelines or act as mere advisors, your full-time team will continue to view them as transactional.

Encourage your fractional leaders to show vulnerability by sharing their challenges and admitting when their strategies are not working. This breaks down the consultant persona and builds real connection.

At the same time, set clear expectations with your full-time team. Explain that the fractional model allows the company to access high-level strategic expertise that you could not otherwise afford.

Make sure the fractionals are aligned with your core values. If they do not share your core values, the cultural gap will prevent genuine trust from forming. When fractional leaders consistently hit their Rocks, align with your values, and actively help solve issues during IDS®, your full-time team will naturally begin to trust them as true peers.