You know communication needs proper attention. You just do not have the capacity – or the budget – for a full-time hire. So it keeps getting pushed down the list, or landing on someone who is already stretched.
Fractional communications leadership gives you an experienced communications professional working alongside your team on an ongoing basis. Someone who understands the sector from the inside, and has the context and experience to set the direction and get things done.
What this looks like in practice
Every engagement is shaped around you. Typically, it includes a mix of:
- Setting or resetting the direction for your communications and engagement
- Leading on messaging, narrative, and positioning
- Planning and overseeing communications activity across channels and audiences
- Writing, editing, and reviewing key communications
- Advising on community and stakeholder engagement
- Supporting leaders through sensitive or high-stakes communications decisions
- Mentoring team members and building internal confidence
Who this is for
It works best for organisations that are doing important work but do not have a communications specialist in-house – scholarly publishers, learned societies, research bodies, infrastructure organisations, and mission-driven businesses. You might have a junior team member doing their best, or a generalist covering communications alongside several other responsibilities. What is missing is experienced direction.
It is also a good option for larger organisations covering a gap, navigating a transition, or looking for interim experienced leadership while building out a communications function.
The difference it makes
Experienced judgement on strategy and priorities
Keeping activity aligned with strategy and ensuring effort is directed where it will have most impact.
Sharper messaging and content
Feedback, narrative sharpening, and ensuring communications are clear, consistent, and well considered.
Support for leaders and stakeholders
Thinking through sensitive issues, stakeholder reactions, and appropriate next steps with confidence.
Building internal capability
So your team grows in confidence and competence over time, reducing dependency on external support.
How it works
We start with a conversation to understand your situation and make sure fractional leadership is the right fit. If a strategy needs building first, we can do that as part of the engagement or as a preceding piece of work.
Engagements run for a minimum of three months, with an agreed rhythm of working time each month. This includes asynchronous support – quick questions by message, document reviews, and sense-checking drafts – so you always have someone to reach when you need a steer.
