Your mission-driven organization needs to focus on learning and leadership development for your team, but you can’t (or aren’t quite ready to) hire a full-time staff member for this work? That’s where I come in. Through a multi-month contract, I can be your fractional learning and leadership development partner. Rather than working on just one consulting project, we’ll take a big picture look at the needs of your organization and lay out a plan to address them over time.

What Does “Fractional” Mean?

Fractional services provide organizations with experienced, senior-level expertise on a part-time, embedded basis—without the cost or commitment of a full-time hire. As a fractional learning and leadership development partner, I work alongside nonprofit leaders to bring clarity, structure, and continuity to learning initiatives. This model allows organizations to build strong learning and leadership practices while remaining flexible and fiscally responsible.

Who This Is For?

A fractional learning and development partnership may be a good fit for your mission-driven organization if you:

• Don’t have a dedicated learning & development role on your team, or have limited support for this work;

• Are seeking more intentional and cohesive onboarding, training, or leadership development for your employees;

• Are experiencing growth, change, or leadership transitions that require new learning.

Most importantly, if you have more than one learning-focused need at your organization or you want to think strategically about how to promote a learning culture at your organization, a fractional partnership can help.

What does a Fractional Contract Look Like?

I prefer to begin our partnership with a Fractional Learning & Leadership Development Pilot. That means we start with a three-month trial contract (8-12hrs per month, depending on the size and scale of the organization) to begin the work, and make sure the arrangement makes sense for both of us. This three-month contract includes three distinct phases:

Month 1: Learning & Leadership Assessment

• Intake conversations with key leaders and stakeholders to understand your current learning and leadership needs;

• Review of existing onboarding, training, and leadership development efforts (or wherever you’d like me to focus);

• Identification of learning and leadership strengths and opportunities for improvement.

Month 2: One Priority Learning Project (pilot)

• Identification of one high-impact learning and leadership development initiative (e.g., onboarding, manager development, employee learning) that would benefit the organization in the near-term;

• Design and delivery of practical frameworks, tools, or session outlines grounded in adult learning best practices to support this initiative.

Month 3: Learning Map & Next Steps

• Prioritized recommendations for future initiatives;

• A draft 6-12 month learning and leadership development plan for the organization;

• Leadership debrief and discussion of options moving forward.

Outcome:

At the end of the pilot, organizations have clarity around learning priorities, one initiative strengthened or launched, and a realistic roadmap for what comes next—whether or not we continue working together. Then, we decide whether to continue the partnership and take steps toward enacting the 6-12 month learning and leadership development plan.