A Day in the Life of an Executive Advisor

Written by our CEO, Ayla MacEachern

If you ask most people what an Executive Advisor does all day, they’ll probably picture meetings, business jargon, and the occasional pep talk. But the real answer? It’s a mix of big-picture planning and rolling up your sleeves to solve problems—usually for companies caught in the whirlwind of growth and change.

Let’s be honest: most clients don’t realize they’re in the middle of a transition. Fast growth is exciting, but it can be chaotic. Infrastructure gets left behind and suddenly, the organization is trying to catch up to itself. That’s when someone like me steps in—not to slow the momentum, but to make sure it’s sustainable.

You start by getting to know the business inside and out—the people, the teams, the culture, and how they all fit together. Once there’s a clear picture, it’s about identifying priorities, setting expectations, and (most importantly) acting. Change takes time, but with the right approach, it can happen faster than most people think—and always with the well-being of the team in mind.

Bridging the Gap

Here’s the truth: every fast-growing company eventually hits a moment when leadership and business needs outgrow their resources. Suddenly, there’s a big gap between what the business needs and what the team can handle on its own. That’s where the Executive Advisor comes in—a fractional leader, part strategist, part operations guru, always focused on helping scale what’s working and fix what’s not.

Laying Out the Strategy

No day starts without a plan, although flexibility is always key. When I come in, it’s often to a company bursting at the seams, with a thousand things happening at once. The first job? Set up a 30/60/90/180-day plan that gives direction, but leaves space to adapt. Plans are great guides, but business can change on a dime. Being nimble is the name of the game.

Every day, I review these plans with leaders to make sure everyone’s rowing in the same direction. That means aligning short-term goals with the big-picture vision, checking in with teams, and hosting plenty of 1:1 (or sometimes, “all hands on deck”) meetings.

• Strategic guidance: Realigning priorities, tracking milestones, and tweaking plans as things evolve.

• Infrastructure planning: Looking at how teams, processes, and operations fit together and making sure they’re built to last.

Building Real Culture

If there’s one thing I’ve learned, it’s that culture is everything. As one of my mentors used to say “culture eats strategy for breakfast.”  You can have the best strategy in the world, but if your culture isn’t supporting it, things will fall apart. I spend a lot of time with leaders—not just talking numbers, but helping them see themselves and their role in shaping (and sometimes fixing) the culture.

This might look like a series of candid 1:1 conversations, running feedback surveys, or even kicking off new ways to recognize great work. The goal is always the same: move culture from buzzword to real, lived experience.

• Culture & engagement: Establishing rhythms for honest communication and trust.

• Employee confidence: Listening, coaching, and helping people shine in their strengths.

• Transparent communication: Having tough conversations (with empathy) and taking action, little by little.

Getting Operations Right

There’s no substitute for solid operations. I carve out time to look at how the business is actually running—double-checking team structures, making sure everyone’s clear on their roles, and filling in any gaps in documentation.

When an executive handoff is coming up, I work with current and future leaders to map out the transition, mentor managers stepping into bigger shoes, and make sure the company will keep humming long after I’m gone.

• Operations oversight: Smoothing out workflows, accountability, and documentation.

• Transition prep: Planning the handoff, coaching up new leaders, and solidifying executive roles.

Why Fractional Executive Support Works

At TAM Solutions, everything is driven by mission and values. We offer fractional leadership on demand, so companies can pivot, scale, or strengthen their team without the heavy cost of full-time hires. It’s all about bringing in the right expertise at the right time and building systems that last.

• Flexible staffing: Tackle new challenges with experienced leadership, but only when you need it.

• Culture & collaboration: Build teams and systems that actually empower your people.

• Sustainable growth: Keep ambitions high—and growth steady.

The Real Measure of Success

For me, success isn’t just a better org chart or new policy. It’s seeing a company become more confident, leaders step up, and teams thrive—even after my work is done. Whether building new operations, mentoring next-gen executives, or fostering culture, the goal is always the same: turning today’s uncertainty into tomorrow’s opportunity, and making real, lasting growth possible.