We are using fractional executives in our marketing and technology departments to keep overhead low as we prepare for an exit. How do we integrate these fractional leaders into our Accountability Chart and hold them to our EOS standards?

Question

Tyler Smith · Accepted Answer

As you prepare for an exit, using fractional executives in key leadership seats can keep your overhead low. However, these fractional leaders cannot operate as external consultants who merely offer advice. They must be fully integrated into your Accountability Chart and held to the same high standards as your full-time leadership team.

To make this work, you must define a clear seat on the Accountability Chart for the fractional executive, complete with five primary roles. Use the GWC™ tool to ensure they genuinely get, want, and have the capacity to do the job within their contracted hours.

The fractional leader must participate in your weekly Level 10 Meetings™ and own their department's Scorecard metrics. They must also take ownership of specific quarterly Rocks that align with your V/TO®.

Holding fractional executives to these exact standards ensures that their efforts are fully aligned with your strategic objectives. This structured approach also shows potential buyers that your business has a highly disciplined management team in place, regardless of whether those seats are filled by full-time or fractional talent.