Fractional Resources

Let’s talk about something that’s absolutely crucial for fractional leaders but often gets overlooked: onboarding.

I’ve been doing this for years, and here’s the truth: I used to try jumping into advisory roles without a formal onboarding phase. Big mistake. Huge.

Why? Because I ended up doing the onboarding anyway. Every. Single. Time.

What’s Onboarding, Anyway?

It’s not an assessment. It’s not a roadmap. It’s not a discovery for selling services or projects.

We’re soloists, and we’re only doing a fraction of the role of an employee.

Onboarding is simply how you get up to speed fast enough to actually provide value in a fractional role.

Why You Need It

Think about it. You’re coming in as a part-time leader. You don’t have months to slowly absorb the company culture, learn all the players, figure out the tech stack. You need to hit the ground running.

That’s what onboarding is for. It’s your crash course in everything you need to know to be effective from day one.

How I Handle It

Here’s the key: I don’t even “sell” onboarding as a separate thing. It’s just part of how I work. When I’m discussing scope with a potential client, I let them know we’ll be doing an onboarding phase. Then it’s just there in the proposal, no fuss.

Here’s exactly how I phrase it in my proposals:

Onboarding For applicable packages, the first month is dedicated to onboarding. This phase requires a commitment from both sides to ensure we have everything needed for a successful start, including access to key resources and team members. After onboarding, we will move into the regular engagement at the ongoing monthly rate.

Simple, straightforward, and non-negotiable.

Pricing It

When it comes to pricing the onboarding phase, I follow the “happy price” model we talked about in “Pricing for Fractionals: Hungry, Happy, or Ecstatic?”. I set a price that makes me happy based on what I know about the team and how many people I think I’ll need to talk to.

It’s not about complex formulas or multiples of monthly rates. It’s about what feels right for the engagement and makes me want to show up and do the work.

The Real Value

Here’s why this matters: Without proper onboarding, it takes way longer to get up to speed. You risk misunderstanding critical issues, missing key relationships, or misaligning expectations.

With a solid onboarding phase, you’re positioned to deliver value faster and more effectively. It’s a win for you and the client.

Bottom Line

If you’re not doing a formal onboarding as part of your fractional leadership engagements, start now. Make it non-negotiable. Don’t overcomplicate it, but don’t skip it either.

Trust me, you’re doing the work anyway. Might as well set clear expectations and set yourself up for success from the start.

Remember, as a fractional leader, your time is your most valuable asset. Use it wisely, and make sure your clients understand its value too. A well-structured onboarding phase is your secret weapon for maximizing impact in a limited timeframe.

Want to dive deeper into structuring your fractional engagements? Check out “Stop Accidentally Becoming an Agency” for more insights on staying successfully solo as you scale your practice. And if you’re ready to level up your fractional business, schedule a strategy session. Let’s make sure you’re set up for success from day one.