"Dave's ability to simultaneously walk in the shoes of his clients, their employees, and their customers is unmatched.
When LOFT needed a fractional CEO to take the lead as we launched Calm Capital, Dave was our "Plan A."

David Horne
CoFounder & Managing Partner
Calm Capital
Fractional and Interim Executive Leadership
Here are the three most common reasons companies need a fractional or interim executive:
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1
They need a set of knowledge and skill but the gap isn't big enough for a full-time focus.
(Fractional Executive Leadership Use Case)
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2
They need an executive but aren't yet ready to make a long-term commitment to hiring them as W-2 staff.
(Interim Executive Leadership Use Case)
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3
The team needs a leader to stand in the gap and help identify the best way forward in response to a significant change.
(Interim Executive Leadership Use Case)​​​
The biggest challenge with fractional and interim executives
​One of the biggest challenges you'll face?
Everybody's "fractional"
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Is it just code for "I can't hold a job so I have a bunch of part-time things and I call it fractional because it sounds cool?"​
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That's true for many folks.
But not for all.
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What makes a successful fractional or interim executive?
Their experience + an outside perspective is a powerful combination.
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You benefit from a history of wide ranging experiences you don't personally have to live through.
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And there's something else.
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Those fractional and interim executives lead lower level staff.
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The employees will know who's bought in and who's just passing through.
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What do those people say about who they became under that fractional or interim executive's leadership?

Thank you for leading our team over the last couple of years. Your leadership, guidance, and support have been invaluable and made a lasting impact on me.
I appreciate all that you've done for us! It's been a privilege to working with you and being coached by you.
Angie Teal
Don't trade preservation of capital for long-term losses.
Hiring an experienced fractional or interim executive leader is an investment.
I see two (very) common mistakes:
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1
Optimizing around cost rather than measurable goals that map to a realistic financial plan.
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You can find low cost options who are eager to learn on your dollars. Their mistakes are the discount you'll get on their fees.
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2
Expecting an executive to overcome significant obstacles with few resources.
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Any successful executive allocates capital in three areas:
Money, Time, and People
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If the business is missing one or more of these, you - and your fractional or interim executive - will need to have some important discussions about what success looks like in the role.
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If you're not sure if fractional or interim executive leadership is right for you, I can help.​
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It's a perfect opportunity to dig into Executive Advisory Support and the one-day strat plan.
