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The complexities that the COVID-19 pandemic brought to the world of work—employees suddenly working from home, safety concerns, supply chain disruptions—prompted HR professionals to prioritize agility in their strategies like never before. Five years later, today’s complexities, experts say, are again driving a reimagining of long-held norms—including about leadership, giving rise to alternative models like fractional executive leadership.
A fractional leadership model enables veteran C-suite executives to contribute to an organization on a part-time basis. It’s a strategy employers often leverage to navigate a particular project or moment of change or complexity—while shortening the time and expense of an often months-long executive search and reducing the risks of long-term hiring.
According to workforce analytics firm Revelio Labs, the number of executive job postings inclusive of the potential for fractional work has tripled since 2018.
Apart from greater cost efficiency, fractional appointments can bring an organization high-impact leadership and the capacity for flexibility, says Heather Simmons, director of operations at Thrive HR Consulting.
“With things being so uncertain, especially right now in the economy, you have to be all of those things,” Simmons says.
Why is fractional leadership gaining traction?
Howard Sutker, managing partner of Sutker Moran—a business consulting and CFO
