1 00:00:00,200 --> 00:00:03,199 Speaker 1: First though, this is an interesting one. This is about 2 00:00:03,279 --> 00:00:05,960 Speaker 1: fractional leadership. Have you heard of this? Chances are you 3 00:00:06,040 --> 00:00:08,760 Speaker 1: probably haven't. I didn't hear about this until for the 4 00:00:08,800 --> 00:00:11,760 Speaker 1: first time until yesterday. But a key WE company that 5 00:00:11,840 --> 00:00:15,560 Speaker 1: specializes in this new way of company leadership has just 6 00:00:15,720 --> 00:00:18,959 Speaker 1: landed a pretty big contract with the Singapore government. The 7 00:00:19,000 --> 00:00:23,360 Speaker 1: company is called Fractional Directory. The CEO is Michelle Aubon 8 00:00:23,600 --> 00:00:27,040 Speaker 1: and she is with me now, good evening, Yes, hello, 9 00:00:27,560 --> 00:00:29,640 Speaker 1: great to have you on the show. Michelle. First of all, 10 00:00:29,680 --> 00:00:32,559 Speaker 1: you need to explain us, explain to us what fractional 11 00:00:32,640 --> 00:00:33,360 Speaker 1: leadership is. 12 00:00:34,560 --> 00:00:38,280 Speaker 2: Absolutely, it's really something that before about six months ago, 13 00:00:38,320 --> 00:00:41,040 Speaker 2: most people were asking that constantly, and now we're starting 14 00:00:41,040 --> 00:00:43,280 Speaker 2: to hear it more and more. And what it really 15 00:00:43,400 --> 00:00:46,479 Speaker 2: is is it's just using a full time leader at 16 00:00:46,520 --> 00:00:50,080 Speaker 2: a fraction of their capacity. So maybe that's two days 17 00:00:50,120 --> 00:00:53,240 Speaker 2: a month, four days a week. It's just more or 18 00:00:53,320 --> 00:00:55,280 Speaker 2: less part time senior leadership. 19 00:00:56,480 --> 00:00:59,280 Speaker 1: Who are these people? Why are they part time? Why 20 00:00:59,280 --> 00:01:01,600 Speaker 1: are they why their full time jobs? And are we 21 00:01:01,680 --> 00:01:04,640 Speaker 1: talking like CEOs and CFOs stuff like that. 22 00:01:05,480 --> 00:01:07,520 Speaker 2: Yeah, So the word part time gets a bit of 23 00:01:07,560 --> 00:01:10,600 Speaker 2: a bad rap, doesn't it. But the truth is is 24 00:01:10,640 --> 00:01:13,520 Speaker 2: that actually this is a completely different model. So what 25 00:01:13,640 --> 00:01:17,000 Speaker 2: happens is that we actually we've been watching this in 26 00:01:17,040 --> 00:01:19,800 Speaker 2: our directory over the last two years. And two years 27 00:01:19,800 --> 00:01:22,920 Speaker 2: ago there was forty three publicly operating people and that 28 00:01:23,000 --> 00:01:26,440 Speaker 2: has fourteen x in two years. And these are these 29 00:01:26,480 --> 00:01:29,760 Speaker 2: senior most kind of top executives in the company excuse me, 30 00:01:29,880 --> 00:01:32,920 Speaker 2: the country who are untethering from the five day work 31 00:01:32,959 --> 00:01:36,240 Speaker 2: week and going back into companies, you know, as one 32 00:01:36,360 --> 00:01:39,080 Speaker 2: or a couple days a week and as kind of 33 00:01:39,120 --> 00:01:42,119 Speaker 2: senior leaders working just in their expertise. 34 00:01:42,880 --> 00:01:45,520 Speaker 1: Is this Are they not just consultants business consultants. 35 00:01:46,640 --> 00:01:51,440 Speaker 2: Yeah, And the common question because everyone's familiar with consulting, 36 00:01:51,560 --> 00:01:55,680 Speaker 2: but the difference between consulting and fractional is that a 37 00:01:55,760 --> 00:01:59,400 Speaker 2: fractional leader is fully embedded. So I'll give you an 38 00:01:59,440 --> 00:02:04,640 Speaker 2: example company who's hired a fractional chief marketing officer. Everyone 39 00:02:04,760 --> 00:02:08,200 Speaker 2: understands the kind of outcomes you'd want, but a fractional 40 00:02:08,280 --> 00:02:11,720 Speaker 2: chief marketing officer pretty much does the same thing. It's 41 00:02:11,800 --> 00:02:14,560 Speaker 2: just almost like they're not in the company two days 42 00:02:14,560 --> 00:02:18,560 Speaker 2: a week, but there were really specific outcome that they 43 00:02:18,639 --> 00:02:21,280 Speaker 2: only need that kind of reduced time to hit. So 44 00:02:21,680 --> 00:02:24,960 Speaker 2: we're seeing this be really really effective, and it's not 45 00:02:25,200 --> 00:02:28,400 Speaker 2: just giving them advice and you know, throwing a PowerPoint 46 00:02:28,440 --> 00:02:31,760 Speaker 2: over the wall. It's actually being in with the leadership 47 00:02:31,760 --> 00:02:34,960 Speaker 2: team alongside them. And it's really amazing kind of the 48 00:02:35,000 --> 00:02:37,320 Speaker 2: effect that we're starting to see this have in New 49 00:02:37,400 --> 00:02:38,720 Speaker 2: Zealand and around the world. 50 00:02:39,080 --> 00:02:42,280 Speaker 1: So what's the deal, Michelle, You've got with the Singapool government. 51 00:02:42,280 --> 00:02:44,079 Speaker 1: What are you actually doing for them? 52 00:02:45,160 --> 00:02:48,280 Speaker 2: Yeah, so this the poor government started to see a 53 00:02:48,280 --> 00:02:50,720 Speaker 2: bit of traction in this model, as quite a lot 54 00:02:50,760 --> 00:02:55,160 Speaker 2: of senior leaders there are either approaching this as a 55 00:02:55,200 --> 00:02:58,519 Speaker 2: result of mass layoffs, people are going, I want to 56 00:02:58,560 --> 00:03:00,560 Speaker 2: work in a different model, and we're seeing some of 57 00:03:00,600 --> 00:03:03,200 Speaker 2: the top talent you know, no longer go back into 58 00:03:03,240 --> 00:03:06,480 Speaker 2: full time jobs but actually just emerge as fractional leaders. 59 00:03:06,760 --> 00:03:08,680 Speaker 2: And then the other thing that we're seeing, which is 60 00:03:08,840 --> 00:03:12,080 Speaker 2: our deal with the government, is we're seeing that when 61 00:03:12,360 --> 00:03:15,919 Speaker 2: four Singaporeans are actually going to be a retirement age 62 00:03:16,280 --> 00:03:19,040 Speaker 2: in ten years, and there's these senior leaders who have 63 00:03:19,160 --> 00:03:22,280 Speaker 2: these big playbooks that have kind of proven out their 64 00:03:22,320 --> 00:03:25,560 Speaker 2: expertise over their career, and they're going, how can I 65 00:03:25,720 --> 00:03:29,720 Speaker 2: still you know, be be relevant and be impactful in 66 00:03:29,800 --> 00:03:33,960 Speaker 2: a company without having to retire and so the government 67 00:03:34,000 --> 00:03:37,280 Speaker 2: is basically piloting the model and we're helping them to 68 00:03:37,400 --> 00:03:41,720 Speaker 2: take fifteen companies through a full placement to actually show 69 00:03:41,760 --> 00:03:45,480 Speaker 2: the impact that fractional can make instead of have full 70 00:03:45,560 --> 00:03:47,200 Speaker 2: timely embedded in the company. 71 00:03:47,320 --> 00:03:49,880 Speaker 1: Michelle, you're the CEO of the Fractional Directory. Are you 72 00:03:49,960 --> 00:03:52,520 Speaker 1: a fractional CEO? Are you like a full time CEO? 73 00:03:52,640 --> 00:03:55,000 Speaker 1: And is that not a contradiction if you are? 74 00:03:56,600 --> 00:03:59,480 Speaker 2: Yeah, you know, it's actually it's a really relevant question 75 00:03:59,640 --> 00:04:03,280 Speaker 2: because I started as the fractional CEO of our startup 76 00:04:03,720 --> 00:04:06,960 Speaker 2: and then as we've moved into you know, out of 77 00:04:06,960 --> 00:04:10,000 Speaker 2: New Zealand and into other countries, we gone full time. 78 00:04:10,040 --> 00:04:12,800 Speaker 2: But it's true, you actually you can work in either. 79 00:04:14,080 --> 00:04:17,679 Speaker 1: No, fair enough, I didn't wasn't being serious, Michelle. Thank you. 80 00:04:18,000 --> 00:04:21,680 Speaker 1: Michelle Auborne with our CEO of the Fractional Directories. For 81 00:04:21,800 --> 00:04:25,400 Speaker 1: more from Hither Duplessy Allen Drive, listen live to news talks. 82 00:04:25,440 --> 00:04:28,640 Speaker 1: It'd be from four pm weekdays, or follow the podcast 83 00:04:28,720 --> 00:04:29,720 Speaker 1: on iHeartRadio.