The nonprofit workforce is changing daily driven by the #2025FundingCrisis.
With massive layoffs, furloughs and survivors’ guilt defining the moment we need a workforce strategy that emphasizes:
Cost effectiveness, freeing up significant unrestricted funding to pivot and survive.
Staff retention, protecting the jobs of mission and service delivery workers.
Flexibility, scale up or down based on needs during great financial uncertainty.
Have you considered #fractionalexecutives as part of the solution?
Fractional may be the leadership model for our moment. And while not new (fractional leadership is more often found in startups, private equity and for-profit organizations), this leadership approach may be just the right medicine for our nonprofit ills.
What is Fractional Leadership?
A fractional executive is a seasoned professional who serves in a top leadership role, such as Chief Operating Officer, Chief People Officer, Chief Financial Officer or Chief Information Officer, on a part-time or temporary basis. They typically provide expertise to multiple organizations at the same time and, most importantly, they provide strategic guidance and high-level management without the need for a full-time hire.
Why Fractional Leadership for the Nonprofit and Healthcare Sectors?
As CEOs and Boards navigate an incredibly challenging time that threatens our ability to deliver core services, fractional leadership has the potential to maximize the total value of your nonprofit workforce. There are three important parts to the fractional leadership value equation:
Part-time, on demand executive services reduce the draw on unrestricted funds (1).
Right-sizing executive staffing shifts the focus to retention of your mission-delivery workforce.
And, with fewer, skilled fractional executives working within multiple organizations, the nonprofit sector has #orchestraconductors positioned to lead change. (See my upcoming blog on Why You Want to Become a Fractional Leader)
Fractional leaders are uniquely prepared to lead during periods of organizational instability. We come to organizations as trusted advisors to the CEO and ready to engage staff at all levels to quickly assess, decide and implement needed changes. Then we move on.
How to Make Fractional Leadership Work for You?
Simply reducing executive hours or salaries is not a fractional leadership model. Hiring high-priced consultants to advise on the next big reorganization is not how people want to be led.
At FASTx Partners, we are defining the 5 E’s of Fractional Leadership for the nonprofit and healthcare sectors. Our fractional leaders are prepared to embed in your executive leadership team. They provide collaborative, visionary leadership with optimal efficiency and at a fraction of the cost. We invite you to learn more about fractional leadership and get connected to the expert leadership needed for this moment.
My colleagues and I at FASTx Partners are working to make these changes happen. Join us.
Come see what we’re doing:
📧 info@fastxpartners.com 🔗 LinkedIn 🌐 www.fastxpartners.com
(1) FASTx Partners research shows that the average costs for executive leadership teams range from $600M to $1.5M, with the majority coming from unrestricted or undesignated funding sources. Candid’s 2024 Nonprofit Compensation Report: Executive compensation is on the rise, but not for everyone
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