A fractional COO is a senior operating partner who works inside your business on a retained basis without being a full-time hire.

You gain experienced operating leadership, judgment, and accountability, without the long-term headcount commitment.

Fractional leadership provides leverage without bureaucracy and allows you to scale involvement based on what the business actually needs.

Hiring a full-time COO is a high-cost, high-commitment decision.

It can take 12+ months to determine whether the fit is right, and unwinding the hire is expensive and disruptive if it isn’t.

Fractional partnership allows you to:

• Gain senior-level operating judgment immediately

• Reduce hiring risk

• Avoid unnecessary fixed overhead

• Scale involvement up or down

• Clarify whether a full-time operator is truly necessary

You get structural leverage without permanent headcount.

I integrate AI where it increases leverage and reduces operational drag.

Examples include:

• Accelerating reporting and KPI visibility

• Drafting and refining documentation

• Stress-testing new initiatives

• Reducing low-value decision load

• Compressing execution timelines

AI does not replace leadership judgment.

It increases speed and protects founder attention.

EOS® (Entrepreneurial Operating System), created by Gino Wickman, is a practical operating framework designed to help leadership teams clarify vision, strengthen accountability, and execute consistently.

The model is outlined in Rocket Fuel and Traction by Gino Wickman and Mark C. Winters.

I strongly recommend reading both. Start with Rocket Fuel to understand the Visionary/Integrator dynamic, then Traction for the tools and operating language.

EOS® provides structure.

Performance depends on how consistently that structure is reinforced.

In the EOS® model, the Integrator is responsible for driving execution inside the business.

They align departments, own operating cadence, resolve cross-functional friction, and ensure priorities move forward.

An effective Integrator turns vision into coordinated action and prevents initiative overload.

When the Integrator role is strong, the founder is no longer the bottleneck for day-to-day decisions.

An EOS® Implementer is a certified facilitator who helps leadership teams install and learn the EOS® framework. They teach the tools and guide the process.

An Integrator operates inside the business.

While an Implementer installs the system, the Integrator owns execution within it; running cadence, driving initiatives, aligning departments, and reinforcing standards over time.

The roles are complementary. Many companies benefit from both.

I typically work with growth-stage companies between $2M and $50M in revenue where growth has outpaced operating structure.

If performance still depends heavily on the founder, there is likely structural work to do.

The tools work across industries. What matters most is leadership readiness and growth ambition.

You will typically see clarity within the first 30 days.

Measurable shifts in alignment, decision speed, margin visibility, and execution follow as priorities are sequenced and reinforced.

Structural durability requires reinforcement, not just installation.

Early on, your involvement is critical to diagnose structural gaps and align priorities.

As ownership solidifies and operating rhythm strengthens, your involvement becomes more strategic and less reactive.

The goal is not to remove you.

The goal is to reduce structural dependency on you.

I focus on economic performance and execution durability.

Many Integrators focus primarily on structure and accountability. Structure matters — but structure alone does not increase net profit.

My approach ties operating rhythm, initiative sequencing, leadership alignment, and change management directly to margin protection and pace.

I pressure-test priorities before they are launched.

I sequence work based on feasibility and impact.

I reinforce adoption so changes hold under pressure.

I don’t optimize meetings.

I optimize performance.

I am Prosci® certified in change management.

That means I focus on behavioral adoption — not just process installation.

Change fails when systems are installed but not reinforced.

I apply structured change management principles to ensure new operating rhythms, accountability models, and role clarity are adopted and sustained.

Completion is not the goal. Adoption is.

Yes.

Understanding how leaders and teams are wired materially improves decision-making, communication, and role alignment.

I frequently work with:

• Kolbe

• DISC

• CliftonStrengths

• Culture Index

• Working Genius

Kolbe and Working Genius are often the most immediately actionable.

The right assessment depends on what we are solving for (e.g. role clarity, leadership friction, hiring decisions, or team alignment).

Assessments are tools. They support structural clarity. They don’t replace it.

I primarily work with growth-stage professional services and technology companies, including:

• Advertising and marketing agencies

• SaaS and software firms

• IT consulting and managed services providers

• Accounting firms

• Interior design firms

• Other founder-led service businesses

While industry context matters, operating discipline, ownership clarity, and margin protection apply across sectors.

The tools are consistent. The application is tailored.