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Message Spring 2025Copyright © 2025 Let Go Coco, LLC and Fervor Marketing Solutions Inc.LEADERSHIPFRACTIONALTHE SHIFT TOWHITE PAPERBy: Laura O’Connor & Jocelynne Haslett
The Shift to Fractional Leadership2 3Laura O’Connor is a seasoned real estate executive with over 25 years of experience spanning residential brokerage, luxury development, franchise growth, and M&A strategy. She has held executive leadership roles at leading residential real estate brokerage rms and franchise brands, and now leads Let Go Coco, a consulting collective focused on operational and nancial transformation in real estate. Laura’s fractional leadership work emphasizes adaptability, innovation, and scaling impact without the overhead of traditional models. She has a bachelor’s degree in business administration, a master’s in public administration, and is a graduate of Realogy’s ASCEND Executive Leadership program.Jocelynne Haslett is a marketing strategist with over two decades of experience leading growth initiatives across the residential real estate and technology sectors. As Founder of Fervor Marketing Solutions, she partners with companies as a fractional executive to drive measurable revenue outcomes and brand afnity. Jocelynne has held senior leadership positions at independent and franchise brokerages, as well as proptech companies serving North American and international markets. She is also a REACH Canada mentor, lending her expertise to proptech startups. Her approach blends hands-on execution with strategic oversight to help organizations scale in today’s rapidly evolving market.AUTHORS
The Shift to Fractional Leadership2 3CONTRIBUTORSThis white paper was informed by valuable insights and perspectives from the following industry leaders and organizations, whose expertise and real-world experience have enriched our analysis and recommendations. Their diverse viewpoints ensure it reflects both industry complexities and opportunities. We gratefully acknowledge their contributions:Daniel Butbul - Vice President, Systato Systato helps over 1,000 real estate and proptech companies implement automation of key processes, AI integration, and delegation to a global & fractional workforce.Dan Breault - Vice President of Talent, T3 SixtyT3 Sixty is a leading management consulting rm for real estate brokerages, offering strategic advisory services, including executive talent placement and organizational planning.Sajag Patel - Founder/CEO, The Entrepreneurs BoardroomThe Entrepreneurs Boardroom specializes in fractional leadership, executive coaching, and strategic alignment to help businesses unlock growth, rene leadership, and drive measurable change.Contributors
The Shift to Fractional Leadership4 5TABLE OFCONTENTSIntroduction ...........................................................................................................................6Fractional Leadership: Building on the Foundations of the Gig Economy and VAs ................................................7AI and the Acceleration of Fractional Leadership ...............................................................8Fractional Leadership as a Solution to Inefciencies in Traditional Models.....................9Fractional Leadership in Practice: The Real Estate Sector ...............................................10The Fractional Model at Work ............................................................................................11The Future of Work: Implications and Opportunities ........................................................16Conclusion ...........................................................................................................................17Call to Action: Implementing Fractional Leadership .........................................................17References ..........................................................................................................................19
The Shift to Fractional Leadership4 5As the real estate brokerage industry faces tightening margins, it is imperative for professionals to embrace fractional roles. Adaptation is no longer optional but essential for survival and growth in an evolving market landscape. Late adoption could mean obsolescence.Sajag Patel, Founder/CEO of The Entrepreneurs BoardroomOrganizations are increasingly turning to fractional leadership to bring seasoned expertise into critical roles—at the moments they need it most. These part-time executives offer deep specialization in areas like strategy, operations, nance, technology and marketing. Companies benet from strategic leadership at lower costs without the long-term overhead or commitment involved in making full-time hires.Executive SummaryWhat You’ll LearnHow gig and remote workers have fueled a growth in fractional hiresHow fractional leadership can enable adoption of AI and new technologyHow to best integrate fractional leadership within various organization structures
The Shift to Fractional Leadership6 7INTRODUCTIONThe business world is experiencing a paradigm shift as fractional leadership emerges as a strategic solution to today’s complex challenges. Fractional leadership—experienced professionals providing part-time, high-level expertise without the commitment or cost of full-time employment—builds upon the foundation established by the gig economy and virtual assistants (VAs). The real estate industry, following years of a sluggish market, inventory pressures, commission compression, and sweeping lawsuits, is uniquely positioned to leverage this shift. By embracing fractional leadership, real estate organizations can access specialized expertise, enhance scalability, and maintain agility while optimizing costs.Innovation thrives on diverse perspectives and novel ideas. Fractional leadership allows organizations to transform leadership gaps into opportunities, reallocating salary resources to engage multiple high-caliber executives. This approach, particularly relevant in the age of rapid articial intelligence (AI) adoption, enables practical evaluation of talent and capabilities, ensuring adaptability in a fluid, tech-driven workforce. This white paper explores the emergence of fractional leadership, its economic and operational advantages, and the role of AI in accelerating its adoption. Using the residential real estate sector as a case study, we demonstrate how the fractional model can address inefciencies in traditional business practices while enabling organizations to scale and innovate with greater agility.
The Shift to Fractional Leadership6 7FRACTIONAL LEADERSHIP:BUILDING ON THE FOUNDATIONS OF THE GIG ECONOMY AND VAsThe gig economy and VAs have reshaped how businesses access talent. As of 2024, the number of full-time gig workers in the U.S. reached 27.7 million, doubling from 2020 (Kempton, 2023). Similarly, the global virtual assistant workforce is projected to grow from 3.9 million in 2020 to 8.4 million by 2028. These trends illustrate the normalization of flexible, decentralized workforces (Bhaskar, 2023).Fractional leadership elevates this concept to senior roles, providing organizations with part-time access to C-suite expertise from professionals with typically 20+ years of experience. Where organizations have come to rely on gig workers and global talent for tactical & daily tasks, fractional leaders bring strategic acumen and a focus on long-term outcomes.The growing interest in fractional leadership is evident:Fractionals United (www.fractionalsunited.com) has surpassed 14,000 members globally, and the domain name fractional.com jumped from an asking price of $40,000 to $15 million in just over a year (Allbon, 2024), currently listed at just under $10 million.The fractional leadership model enables businesses to:Access Specialized Expertise: Fractional leaders are seasoned professionals with niche expertise, addressing critical gaps in areas such as strategy, marketing, nance, and technology.Enhance Flexibility: Businesses can scale leadership resources up or down depending on market demands, avoiding the rigidities of traditional hiring.Gain Objective Perspectives: External leaders provide unbiased, innovative solutions unencumbered by internal politics. Multiple fractionals can be enlisted to bring a range of expertise specic to immediate needs for less than the carrying costs of one full-time executive.Reduce Costs: Fractional leadership eliminates overhead costs associated with full-time executives, such as benets and long-term commitments. A fractional leader can be vetted without giving up equity or large bonuses, allowing organizations to test skills before making full commitments.AI has created opportunities for leaner, more specialized teams by automating routine tasks and enabling data-driven decisions. Fractional leadership aligns with this shift, providing strategic guidance to leverage AI effectively.Fractional Leadership: Building on the Foundations of the Gig Economy and VAs
The Shift to Fractional Leadership8 9AI AND THE ACCELERATION OF FRACTIONAL LEADERSHIPThe advent of AI has fundamentally altered the nature of work, driving unprecedented efciencies while reshaping organizational structures. AI has created opportunities for leaner, more specialized teams by automating routine tasks and enabling data-driven decisions. Fractional leadership aligns with this shift, providing strategic guidance to leverage AI effectively.According to Gartner’s 2025 HR Priorities Survey, 87% of HR leaders agree that shifting business needs requires continuous transformation. Fractional leaders play a pivotal role in this transformation as they help businesses integrate AI technologies and foster innovation. Additionally, studies suggest that 85+ million jobs could go unlled globally by 2030 due to skill shortages, highlighting the need for adaptable leadership models to ll critical gaps (Top 5 HR Trends and Priorities for HR Leaders in 2025).AI’s influence underscores the limitations of traditional employment models. As technology advances rapidly, fractional leaders—with their adaptability and up-to-date expertise—are better positioned to navigate this volatile landscape. For instance, fractional Chief AI Ofcers (CAIOs) are increasingly in demand to develop AI strategies, governance frameworks, and ethical guidelines, ensuring organizations remain competitive in an AI-driven world. As noted by Geoff Woods in The AI-Driven Leader, “Leaders need to harness AI as their Thought Partner, to grow their business, outpace the competition, and get more done in less time.” Fractional leaders skilled in AI can help drive growth and innovation across various business units (Woods, 2024).AI-powered tools enable fractional leaders to operate with greater efciency, offering:Enhanced Collaboration: Digital platforms and AI-driven project management tools allow seamless coordination between fractional leaders and internal teams. For example, a fractional COO can use AI-powered workflow automation to orchestrate cross-functional initiatives and maintain real-time alignment across distributed teams.Data-Driven Insights: Fractional executives can harness AI analytics to inform strategy and decision-making. A fractional CMO can leverage predictive analytics to identify emerging market opportunities and optimize campaign performance across channels.Scalable Expertise: AI empowers fractional leaders to manage multiple clients simultaneously without compromising quality. A fractional CFO can automate nancial analysis across organizations while focusing on strategic guidance and complex decision-making. When utilized with an experienced executive, AI can serve as a thought partner in creating a strategic plan in less time.
The Shift to Fractional Leadership8 9Traditional employment models, particularly the reliance on layoffs during economic downturns, are increasingly viewed as outdated and counterproductive. Layoffs are not only expensive but also detrimental to morale, company culture, and long-term performance (Elzinga & Lavoie, 2024). Fractional leadership offers a more sustainable alternative, enabling organizations to scale leadership capacity based on real-time needs without disruptive stafng changes.According to Gartner’s analysis, companies fail to develop expertise at replacement levels, with six in ten employees lacking on-the-job coaching to support core skills (Gartner, 2025). This exacerbates the need for external experts who can address immediate gaps. Fractional leaders not only provide this expertise but can also coach existing team members and any additional fractional or gig-based contributors, accelerating capability-building across hybrid teams—without the long-term costs and rigidity of full-time hires.This approach is particularly relevant in industries undergoing signicant disruption, such as residential real estate. Signals of declining commission rates and changing consumer preferences necessitate cost-cutting measures across brokerages, ancillary services, and technology providers. By adopting fractional leadership, these organizations can:Maintain Agility: Fractional leaders provide the flexibility to adapt to market fluctuations, ensuring continuity without overcommitting resources.Leverage Global Talent: Global team members and gig workers can handle routine tasks while local fractional leaders ensure compliance, cultural alignment, and strategic oversight.Optimize Costs: Combining fractional leadership with AI and gig resources creates a lean, efcient operating model.Focused Efciency: Fractional leaders are not caught in the cycle of putting out res; they operate with clear directions and objectives that allow them to stay hyper-focused on the tasks that will drive the necessary results.FRACTIONAL LEADERSHIPAS A SOLUTION TO INEFFICIENCIES IN TRADITIONAL MODELSFractional leaders are not caught in the cycle of putting out res; they operate with clear directions and objectives that allow them to stay hyper-focused on the tasks that will drive the necessary results.Fractional Leadership as a Solution to Inefciencies in Traditional Models
The Shift to Fractional Leadership10 11The Shift to Fractional Leadership10 11THE REAL ESTATE SECTORFRACTIONAL LEADERSHIP IN PRACTICE:The residential real estate sector provides a compelling example of how fractional leadership can drive transformation. Declining commission rates pressure brokerages, MLSs, and ancillary service providers to reduce costs while maintaining competitive service levels. As a generation of seasoned executives prepares to transfer leadership responsibilities to their successors, the industry simultaneously faces heightened uncertainty and overburdened staff—a consequence of extensive layoffs over recent years (2024).Sajag Patel of The Entrepreneurs Boardroom notes, “Top agents and teams adapt more swiftly than brokers, exemplied by their early use of virtual assistants. This proactive approach has allowed agents and teams to secure higher margins, illustrating that agility in a changing market is crucial for success in the real estate brokerage industry.”By integrating AI tools and global support, real estate organizations can create a hybrid model that combines global efciency with local expertise. For example, AI can automate client outreach, while global teams can manage data processing and administrative tasks, allowing fractional leaders to focus on high-value strategic initiatives. As of 2024, over 110,000 professionals are identied as fractional leaders on LinkedIn, compared to just 2,000 individuals in 2022, demonstrating the model’s growing traction and relevance (Yokoi & Bonsall, 2024).Fractional leadership offers a strategic response, enabling real estate organizations to:Streamline Operations: Fractional COOs can evaluate and optimize operational processes, ensuring efciency and scalability with concepts tested across a variety of programs and organizations.Enhance Financial Oversight: Fractional CFOs can provide nancial transparency, manage budgets, and develop strategies to navigate declining revenues without emotional attachment.Drive Innovation: Fractional CMOs and CTOs can implement innovative marketing and technology solutions, ensuring organizations stay ahead of industry trends.As of 2024, over 110,000 professionals are identied as fractional leaders on LinkedIn, compared to just 2,000 individuals in 2022, demonstrating the model’s growing traction and relevance.
The Shift to Fractional Leadership10 11The Shift to Fractional Leadership10 11The current realities of the real estate market and industry trends are allowing brokerages to rethink their stafng models, striking a balance between cost control and service delivery. A modern brokerage structure that blends fractional senior leadership, full-time on-the-ground managers, agent-facing ambassadors, and remote support staff offers a compelling alternative for multiple reasons:It empowers local staff to become relationship builders. Front desk and agent-facing staff aren’t sidelined—they’re elevated into coordinator and ambassador roles, bridging the local and remote teams.It embraces the realities of a distributed workforce. Many staff and agents have relocated or expect remote flexibility. This model builds around that shift.It enables access to top-tier talent. Instead of compromising on an expensive full-time executive or hiring someone underqualied, brokerages can afford experienced fractional leaders with deep domain knowledge.It aligns stafng with real workload. Peak seasons require more horsepower; quieter periods don’t. Fractional engagements can be built to scale up or down without the baggage of a permanent headcount.In this section, we explore a contribution from Daniel Butbul with practical strategies for modeling and implementing fractional leadership inside real estate organizations. Drawing from hands-on experience working with clients across real estate, technology, and other industries, this section outlines what flexible, cost-efcient stafng looks like in practice—and how to make it work for your team.THE FRACTIONAL MODEL AT WORKContributed by Daniel Butbul & the Systato teamThe Fractional Model at Work
The Shift to Fractional Leadership12 13Elevating Marketing & Branding in a Growing Luxury BrokerageSCENARIO 1:At Systato, we’ve supported real estate brokerages and related businesses through this transition. For many leaders I speak with, the idea of fractional talent or global teams makes perfect sense in theory—but the sticking point is implementation. I hear it all the time: “I’d love to leverage a global team or fractional leadership, but it would never work in my group.”The truth is, it’s not about forcing a new model onto your organization—it’s about shaping the model to t the realities of your structure, your team, and your workflows. Whether it’s lling a leadership vacancy, restructuring a process, or up-leveling an underperforming function, there are practical, flexible ways to make it work—without sacricing performance or agent experience.Let’s consider a scenario: A fast-growing, 500-agent luxury brokerage is looking to strengthen its marketing strategy. After reviewing their long-term strategy, the brokerage leadership team identied a clear goal—they want to increase their luxury market share by maintaining a strong, consistent brand presence that reflects their position as a market leader.They already have a capable in-house team: a marketing director and two coordinators who understand the brand and the agents. This isn’t about replacing a good team—it’s about asking a better question: How can we add two missing pieces—strategic direction and additional execution support—without exceeding the budget?In any market–especially today – most brokerages can’t afford to build a large internal department. Yet, without consistent, elevated branding and sharper positioning, they risk losing ground with both agents and consumers. So how do you approach this challenge in a way that’s nancially viable and operationally sustainable?It strengthens operational resilience. By diversifying how and where work is done, brokerages reduce dependency on a single location or person and improve continuity.It’s built for today’s cost structure. Commission compression, lawsuits, and tighter margins make bloated stafng models unsustainable—this structure reflects what the business can support.
The Shift to Fractional Leadership12 13Traditional vs. Modern Approach to Elevating MarketingMost brokerages can’t justify the traditional model, so they delay or scale down their ambitions. Either approach seems like a sizable investment at rst, but if the work truly needs to be done to meet the company’s goals, it becomes clear which model makes more sense. The modern approach delivers not only cost efciency but also greater value and scalability: stronger strategic leadership, more output with less overhead, and a team structure designed to support long-term growth. We’ve consulted with brokerages to assess their current teams, gaps, and goals—and the way this model takes shape looks a little different in each organization. Sometimes, it’s as simple as fractional leadership and a single global hire. Other times, it includes redesigning workflows and introducing new automation. The key is that it’s adaptable. We help teams identify the right combination of strategy, systems, and support to t where they are and where they want to go.The Fractional Model at Work
The Shift to Fractional Leadership14 15Reorganizing Finance & Compliance After Key DeparturesSCENARIO 2:In this scenario, a well-established 800-agent brokerage faces a challenge: two out of six members of its Finance & Compliance team leave within the same quarter. The CFO retires, and a compliance rep resigns. What remains is a core quartet: a controller, a compliance manager, one compliance rep, and one bookkeeper, together accounting for $240K in annual payroll. This isn’t about growing the team—it’s about rebuilding intelligently. With $215K in freed-up payroll, the leadership team engages Systato, alongside co-author of this white paper Laura O’Connor of Let Go CoCo, to rethink the structure. Through a roles and responsibilities exercise, team members assess what they’re doing, what they want to be doing, and whether they’re in the right seat. The results often surprise everyone—sometimes uncovering better ts, unrealized strengths, or opportunities to delegate low-leverage work to others. In our scenario, we posit that the exercise reveals that the current bookkeeper is best suited in a nancial coordination role, managing the global team and handling in-person operational tasks. Meanwhile, the compliance rep feels best suited in an open agent-facing support role in the brokerage.Seasonality affects workload. Finance and compliance workloads spike in Q1 and Q4 with reporting and tax prep. Compliance volume tends to rise with sales velocity. A fractional & outsourced structure allows teams to ramp up when needed and scale down when things are quieter, keeping overhead in sync with actual business activity.Technology and AI are no longer optional. The industry is heading toward a future where automation, AI-assisted reconciliation, and digital compliance tools are essential. But most brokerages nd there’s not enough budget or bandwidth to explore and implement these tools. By saving money during the low season, leadership can reinvest those funds into modernizing the back ofce—right when the executive team can focus on long-term improvements.You may not need the same structure you had before. With the right mix of fractional leadership, global talent, and automation, many brokerages realize they don’t need to rebuild headcount one-for-one. They need a structure that ts the current moment—and one that can evolve as the business grows.From there, the question becomes: Do you simply rehire the same roles or use this opportunity to restructure? The modern, fractional model allows brokerages to take advantage of several critical business realities and opportunities:
The Shift to Fractional Leadership14 15Even in a stable, well-functioning organization, key departures present a rare window to rethink structure—not just replace it. In this scenario, rather than reflexively rehiring, the brokerage chooses to realign internal talent, introduce fractional leadership, and invest in long-overdue modernization through automation and AI. The result isn’t just cost savings—it’s a more agile, future-ready back ofce that aligns with business cycles and supports long-term scalability.This example underscores a core truth of the fractional model: It’s not about doing more with less—it’s about doing the right things with the right team at the right time. When executed thoughtfully, fractional and outsourced talent strategies can strengthen organizational resilience while freeing up capital for innovation and growth.Traditional vs. Modern Approach to Rebuilding the Back OfceThe Fractional Model at Work
The Shift to Fractional Leadership16 17The adoption of fractional leadership extends beyond industries facing immediate pressures, offering a strategic advantage in addressing deeply ingrained organizational challenges. A 2025 study highlights that 70% of respondents believe executives are ill-equipped to develop mid-level leaders, while 75% of managers are already overwhelmed with their current workload (Top 5 HR Trends and Priorities for HR Leaders in 2025). Simultaneously, the overinvestment of private equity in 2021 and 2022 resulted in weaker returns for limited partners, further exposing leadership deciencies and the urgent need for course correction (Greiner, 2024). Fractional leadership provides a targeted solution by leveraging the cost savings from a vacated leadership role to bring in a specialized team of fractional executives. These experts swiftly diagnose entrenched power dynamics, identify critical opportunities for change, and implement structural adjustments without the constraints of internal politics (Jannery, 2023). Unlike full-time executives, fractional leaders are unencumbered by the need to maintain long-term alliances or navigate delicate internal relationships, allowing them to identify and recommend necessary changes more decisively.Once the foundation is rebuilt and issues are addressed, the fractional team can deliver a strategic playbook to a full-time executive, who can then shift focus to fostering growth rather than being burdened with organizational cleanup. This transition ensures that the incoming permanent leader begins their tenure with a reinvigorated company culture, clear strategic direction, and a structure designed for scalability. By separating the roles of transformation (handled by fractional leaders) and sustained leadership (managed by the permanent executive), companies not only accelerate their recovery but also set the stage for long-term success. This approach underscores a broader evolution in leadership strategy, aligning with the agility and expertise required to thrive in today’s AI-driven and rapidly evolving business landscape.IMPLICATIONS AND OPPORTUNITIESTHE FUTURE OF WORK:Unlike full-time executives, fractional leaders are unencumbered by the need to maintain long-term alliances or navigate delicate internal relationships, allowing them to identify and recommend necessary changes more decisively.Resilience in Uncertain Times: Fractional leadership equips organizations with the adaptability to navigate economic volatility and market disruptions.Diversity and Autonomy: The model enables access to a broader, more diverse talent pool, including experienced professionals who can bring a fresh perspective to help identify problems holding an organization back from growth.Key implications include:
The Shift to Fractional Leadership16 17The shift to fractional leadership represents a natural evolution in workforce strategies, building on the foundations of the gig economy and VAs while addressing the challenges of an AI-driven world. For business owners, founders, and boards, adopting this model offers a pathway to greater agility, efciency, and resilience.As noted in the 20th edition of the Swanepoel Trends Report, the real estate industry is undergoing “one of the biggest policy transformations in its history. . .” and, “long-running leaders, often of the boomer generation – are handing over the reins to their companies. . .” (2024, p.72) In the chapter “The Leadership Transition Playbook: How to Build Strong, Enduring Leadership”, the authors note the importance of being proactive when making leadership transitions and acknowledge “. . . the ability to transition well is a particular business need in 2025 and going forward.” (2024, p.72)The following statement from Deloitte Insights summarizes it best: “If we fail to make a deliberate attempt to develop new models and explore possible futures, then our assumptions (based on current trends) are likely to be self-fullling in the short to medium term but wrong in the long term.” (Evans-Greenwood et al., 2025) Diminishing prots will drive organizations to seek out disruptive models and new approaches to talent acquisition and management.As the real estate industry faces increasing pressure to innovate and cut costs, fractional leadership provides a scalable, cost-effective solution. By leveraging the combined power of fractional leaders, AI, and global talent pools, organizations can navigate uncertainty with condence and position themselves for long-term success.For real estate organizations ready to transform their leadership approach, consider these strategic steps for a clear path forward: 1. Begin with a strategic leadership audit to identify specic executive functions where your organization could benet from fractional expertise. Assess which leadership roles are mission-critical versus those that could deliver greater value through periodic, focused engagement.CONCLUSIONSustainability: By reducing the reliance on layoffs and full-time hires, fractional leadership fosters more sustainable workforce practices.Technological Synergy: Organizations can leverage AI and fractional leaders to create a seamless integration of human expertise and technological efciency.Key implications include:Implementing Fractional LeadershipCALL TO ACTION:Conclusion
The Shift to Fractional Leadership18 192. Try starting with a targeted 90-day fractional engagement in one key area, e.g., operations, marketing, or technology, where immediate impact is possible. This controlled implementation allows your organization to experience the fractional model’s benets while minimizing disruption.3. Develop clear success metrics and deliverables for fractional leaders from day one. Unlike traditional executive roles, fractional positions thrive on dened outcomes, specic project parameters, and measurable results.4. Create integration protocols that enable fractional leaders to effectively collaborate with your existing executive team. Establish communication cadences, decision-making frameworks, and knowledge transfer processes to maximize the fractional leader’s impact.5. Explore hybrid leadership models where fractional executives mentor internal talent, transferring specialized knowledge while accomplishing strategic objectives. This approach addresses immediate needs while building ong-term organizational capability.6. Form a fractional leadership network by connecting with other real estate organizations that are implementing similar models. Share best practices, exchange fractional talent recommendations, and collaborate on common industry challenges.For real estate organizations eager to remain competitive in this rapidly evolving landscape, the time for exploration has passed, and the moment for implementation has arrived.
The Shift to Fractional Leadership18 19Allbon, M. (2024, June). From $40k to $16M: Why the market opportunity for fractional leadership has in 2024. LinkedIn. https://www.linkedin.com/pulse/from-40k-16m-why-market-opportunity-fractional-has-2024-allbon-xcqtcBhaskar. (2023, December 22). Virtual assistant statistics or VA statistics in 2024. Invedus. https://invedus.com/blog/virtual-assistant-statistics-va-statisticsElzinga, D. & Lavoie, A. (2024, October 9). Research: The long-term costs of layoffs. Harvard Business Review. https://hbr.org/2024/10/research-the-long-term-costs-of-layoffsEvans-Greenwood, P., Williams, P., & Nuttall, K. (2025, March 26). Predicting the unpredictable: How will technology change the future of work?. Deloitte Insights. https://www2.deloitte.com/us/en/insights/focus/technology-and-the-future-of-work/rethinking-future-of-work-models-to-predict-the-unpredictable.htmlGartner (2025, January 8). HR Toolkit: 9 future of work trends for 2025. https://emt.gartnerweb.com/ngw/globalassets/en/human-resources/documents/insights/hr-toolkit-9-future-of-work-trends-for-2025.pdfGreiner, K. (2024, December 5). 2025 outlook: Private equity & venture capital. Cambridge Associates. https://www.cambridgeassociates.com/insight/2025-outlook-private-equity-venture-capitalJannery, B. (2023, February 1). How C-suites can leverage the new wave of fractional leaders. Forbes. https://www.forbes.com/councils/forbesbusinesscouncil/2023/02/01/how-c-suites-can-leverage-the-new-wave-of-fractional-leadersKempton, B. (2023, October 27). Gig economy statistics and key takeaways for 2024. Upwork. https://www.upwork.com/resources/gig-economy-statisticsThe Leadership Transition Playbook: How to build strong, enduring leadership. Swanepoel Trends Report, 20th edition (2025), 70–93.Top 5 HR trends and priorities for HR leaders in 2025. (2025). Gartner. https://www.gartner.com/en/human-resources/trends/top-priorities-for-hr-leadersWoods, G. (2024). The AI-driven leader.Yokoi, T., & Bonsall, A. (2024, July 2). How part-time senior leaders can help your business. Harvard Business Review. https://hbr.org/2024/07/how-part-time-senior-leaders-can-help-your-businessDisclaimer: While the authors have made every effort to ensure the accuracy of the information presented in this document, we cannot guarantee complete freedom from error. This publication is provided for informational purposes only.Contact the Authors:Laura O’Connor: linkedin.com/in/laurakoconnorJocelynne Haslett: linkedin.com/in/jocelynne | fervormarketing.ca ReferencesReferences
LAURA O'CONNOR
Founder, Let Go Coco
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