Frequently Asked Questions

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Fractional Learning & Development leadership provides organizations with part-time, executive-level L&D leadership for a defined period of time.

Rather than serving as external advisor, fractional L&D leaders operate as embedded leaders to set strategy, lead execution, and own outcomes. This is similar to having a full-time executive on staff, but without the long-term commitment of a permanent hire.

Maggie Leon Consulting has experience working with clients in a variety of industries including healthcare, finance, technology, and retail.Traditional consulting typically focuses on recommendations or short-term advisory support.

Fractional L&D leadership combines strategy, execution, and accountability. Fractional leaders work as part of an organization’s leadership team, make decisions, lead initiatives, and help build internal capability.

This model is a strong fit when:

• Learning has become business-critical
• Growth or change has outpaced current capabilities
• Executive leadership is needed, but a full-time hire is not yet the right move
• L&D requires clearer strategy, structure, or ownership

At Maggie Leon Consulting, we most often work with mid-sized organizations, particularly in technology and growth-oriented environments.

That said, our work spans industries and focuses on organizations that view learning as a strategic lever and value executive-level partnership.

Fractional L&D engagements are designed to be longer-term and typically span several months.

The exact duration depends on an organization’s goals, scope, and organizational context. Engagements are structured to create momentum while building sustainable internal capability.

Engagements are structured based on scope and duration, not a one-size-fits-all service model.

Fractional leadership engagements are typically priced as a single engagement with milestone-based payments. Program design and execution engagements are scoped and priced based on defined deliverables and timelines.

We work with internal teams, not around them.

A core part of our approach is enabling and strengthening internal capability through coaching, process design, and clear ownership models. Our goal is to make sure learning continues to scale after the engagement ends.

Some organizations need embedded leadership. Others need a focused program delivered well.

If you are unsure, an initial conversation allows us to clarify your needs and determine the model that will deliver the most value.