Six years ago, Fractional Leadership barely had a name.
In 2018 my now partner in education Jason Voiovich found ourselves turning our careers in a fractional direction. By 2019, we were teaching the model to others in earnest—long before it was a LinkedIn title, a trend, or a movement.
Now, six years in, I can say this with confidence:
Fractional Leadership is not a shortcut.
It’s not a side hustle.
It’s not temporary.
It’s not a trend.
It’s a calling. And if you feel that calling, this post is for you.
What Is Fractional Leadership?
Fractional Leadership is the act of taking on a critical leadership role—CMO, COO, CFO, CHRO, etc.—on a permanent part-time basis.
Fractional leaders don’t advise from the sidelines. They don’t just swoop in to fix something and fly out.
They embed.
They own their lane.
They sit on the leadership team and drive outcomes.
They are executives—just not full-time ones.
And that distinction matters, because the world doesn’t need more hours. It needs more value.
Why Fractional Leadership Exists
The full-time model has been exposed.
Bloated salaries. Bureaucracy. Politics. A promotion system that rewards time served over value delivered.
We’ve all seen it. We’ve all felt it. Some of us coasted in it, until we couldn’t anymore.
Fractional is the response.
It’s the act of stepping out of a system that no longer fits—and creating one that does.
Hundreds of thousands of talented professionals over 45 are done waiting for the next title, the next round of applause, the next layoff. Millions more will follow in the pursuit of building something better. Fractional leadership isn’t for people who aren’t good enough for corporate.
It’s for people who outgrew it.
Who Hires Fractional Leaders?
There’s a sweet spot.
Too small, and companies don’t yet have the structure or capital to engage a fractional leader effectively.
Too big, and they’re locked in old systems that resist the model.
But in the middle?
Funded startups, mid-market companies, growing nonprofits?
That’s where the magic happens. Thats about 20M companies in the US. And thousands upon thousands of non-profits.
They want senior leadership. They can’t afford—or don’t need—it full time. It’s as simple as that. That’s what Fractional delivers.
What Makes a Great Fractional Leader?
Forget the perfect pitch deck. The right AI stack. The best recruiter.
The number one factor in success as a fractional is mindset.
- You must unlearn corporate survival strategies.
- You must shift from employee to owner.
- You must be ready to start over—humbly and courageously.
And in a spot of good news: age matters here, but probably not how you think it does. Age is an asset.
The strongest Fractionals I’ve seen are over 40.
That’s not gatekeeping. That’s reality.
By that age, you’ve seen enough patterns to recognize what’s really going on inside a business. You’ve done your reps. You’ve built your scar tissue.
That wisdom is why you’re hired.
The Professional Friend Group: Your New Tribe
Here’s something a lot of Fractional playbooks skip:
You can’t do this alone.
Fractional leadership demands a relational, not transactional, support system. I’m not talking about networking events or LinkedIn likes.
I’m talking five to ten real, generous, ride-or-die professional friends.
People you can call when it hits the fan.
People who believe in the “give first” mentality.
People you will help for years—and they’ll do the same.
This is your hive. Your safety net. Your ecosystem. (You’ll find them in droves at FRAK, and can start building your own.)
Build your circle. And it will build you right back.
Why This Is Hard (But Worth It)
Let’s not sugarcoat it.
Going Fractional is hard.
You will feel exposed.
You will question your value.
You will miss the predictable paycheck and the org chart that tells you where you belong.
But you will also…
- Rediscover your value.
- Design a life that fits.
- Serve at your highest level.
You’ll breathe again.
And you’ll realize: You’re not done. You’re just getting started.
Where Fractional Leadership Goes Next
The model is evolving.
From the CFO who was first to the COO who holds it all together, to the CMO building growth engines, we now see Fractionals across every function—and more coming.
New tools. New marketplaces. New certifications. Entire communities like FractionalConference.com are forming to support the rise of the movement.
What started as a whisper is now a wave.
FAQ: Fractional Leadership
Q1: Is fractional the same as consulting?
No. Consultants advise. Fractionals lead. They own outcomes as part of your team.
Q2: How many clients can a Fractional leader take on?
Most manage 2–4 clients at a time, depending on need and role complexity.
Q3: How do I become a Fractional leader?
Start by shifting your mindset. Then build a system, a support network, and learn in places like Voyageur U and FractionalConference.com.
Q4: What does a typical engagement look like?
8–10 hours/week on retainer, often indefinitely. Fractional is not “interim.” It’s embedded leadership—long-term, part-time.
Q5: Where can I connect with others in this space?
Join FRAK, the conference for everything Fractional. That’s where the future is gathering.
Final Word on Fractional Leadership
Fractional Leadership isn’t about downsizing your career.
It’s about right-sizing your impact.
It’s where wisdom meets purpose, and experience meets flexibility.
It’s the best of who we are—finally used the way it was always meant to be.
If you’re a founder? Hire one.
If you’re a leader ready for more? Become one.
We’ll be right here when you do.
