HOW IT WORKS
This work is often fractional because it sits in a specific window. Complexity is high enough to slow execution, but the organisation has not yet stabilised around a permanent solution.
Fractional engagement allows pressure to be absorbed, systems to be designed, and the right structure to emerge without committing to overhead the business does not yet need.
Every engagement is shaped around how the business actually runs, not how it looks on paper.
THREE ENGAGEMENT MODELS
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Ongoing embedded engagement
When this helps
Growth has accelerated, decisions are piling up, and strategic time is getting swallowed. You need immediate capacity relief while leadership infrastructure is built in parallel. You want someone embedded who can execute while systems take shape, not a consultant who observes and reports.
How the work happens
I work alongside the CEO and leadership team, taking ownership of cross functional work and carrying decisions that would otherwise escalate upward. The cadence is built around the business. Some teams need short daily touchpoints, others work better in focused blocks.
Systems are built in motion and adjusted as the organisation keeps moving.
What this covers
CEO Office cadence and leadership rhythm. Ownership of cross functional initiatives. Decision frameworks that evolve as realities change. Executive communications infrastructure. EA function redesign and ongoing support.
What changes
Immediate capacity relief and regained strategic focus. Systems built while operating so they hold when the engagement ends. Where useful, this can transition into a defined CEO Office build once foundations are in place.
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Typically three to six months, defined scope and handover
When this helps
You are ready to design and implement complete leadership infrastructure. You want a defined project with clear milestones and a clean handover. Something the organisation can run independently when the work is done.
How the work happens
The work begins with a diagnostic to surface what is working, what is breaking, and what needs to be built. From there the CEO Office is designed and implemented with the leadership team, not imported from a template.
Systems are embedded into day to day operations, key people are trained, and everything is documented so it holds without external support.
What this covers
Diagnostic and leadership working sessions. CEO Office setup and operating cadence. Decision frameworks and governance rhythm. Executive communications frameworks, internal and external. EA function design, hiring support, and onboarding. Workflow and automation systems. Documentation, training, and handover.
What changes
A functioning leadership layer that protects capacity and keeps important work moving. Built for the business rather than borrowed from somewhere else.
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One defined area, two to eight weeks
When this helps
There is one clear area under strain. Board operations are creaking. Decision making is unclear. Communications are not landing.
You want focused progress without adding internal overhead or committing to a longer engagement.
How the work happens
Concentrated work in one defined area. Working sessions, hands on build, and testing with the team. Followed by a clean handover so the system can run independently.
What this covers
Deep work in one clearly scoped system area. Usable templates and processes. Check ins and adjustment cycles. Documentation and handover.
What changes
One functioning system. Built, tested, and ready to run.
WORKING TOGETHER
The work is led by me. The & Co. reflects how it gets delivered. When specialist expertise is needed, the right people are brought in at the right moment. That might be an EA specialist, a communications expert, or an AI implementation consultant, depending on what the engagement requires.
The aim is always the right expertise at the right time, without building unnecessary overhead into the organisation.