Consulting for organisations
Introducing co-leadership in your company
You want to introduce shared leadership and are looking for someone who guides you not with theory, but with a robust approach. That is exactly what I do.
When organisations call me
Rarely is it about the method first. Usually there is a concrete trigger:
1
A key person goes part-time
An important leader reduces hours – and you don’t want to lose the position, but share it instead of cutting it.
2
Two areas are merged
After a restructuring, two people are meant to lead together. Clear on paper, not yet in daily life.
3
A dual leadership isn’t working
You put two people at the top – and it grinds. Now you need clarity before the team below suffers.
The five service building blocks
Readiness assessment
We honestly check whether your organisation is ready – roles, decision paths, management backing, existing part-time models.
Blueprint workshop
We design the concrete model for you: which form of shared leadership, which roles, which decision logic.
Implementation guidance
3 to 6 months at your side, including follow-up. I’m there when the first real conflict decision arrives.
Governance & role models
Who decides alone, who decides together, where do you escalate? We fix it in writing so it holds under pressure.
Developing the co-leaders
The two people who lead are supported – as a tandem and in their new role.
Still unsure?
Start with the free self-check and find out in eight questions where your organisation stands.
How a project runs
- Positioning. We clarify trigger, goal and scope – and whether shared leadership is even the right answer.
- Readiness & blueprint. We check the conditions and design your model with roles and decision rules.
- Implementation. You start, I guide: involve the team, live the governance, adjust.
- Follow-up. After 3 and 6 months we look together at what holds and what needs sharpening.
What changes measurably
- Decisions are made once – not twice and not never.
- The team knows who to turn to for what.
- Cover is arranged; absences don’t tear a hole.
- The two leaders pull in the same direction, even when it gets uncomfortable.
What I often hear – and what’s behind it
„It’s too expensive.“
It’s rarely more expensive than a failed dual leadership or an unplanned re-hire. I tell you honestly upfront what the cost depends on.
„Does it work in our culture?“
Not every culture carries shared leadership. We check that in the readiness assessment before money flows – not after.
„We’ll solve it internally.“
You can try. The most common reason it stalls internally: no one is neutral enough to really ask the role question. That’s exactly my job.
„I’ve heard all this before.“
From me you won’t hear textbook models, but what holds in practice – because I led in a shared model myself.
⚠ PLACEHOLDER: insert a reference or an anonymised case from consulting practice (clear release).
Let’s sort out your starting point
In the free intro call we clarify whether and how shared leadership works for you – no obligation, and honest.
Frequently asked questions
What does consulting cost?
It depends on scope and duration – a readiness assessment is priced differently from multi-month guidance. In the intro call you get a clear sense of what the price depends on.
How long does introduction take?
A realistic frame for blueprint plus guidance is 3 to 6 months, then targeted follow-up. Faster rarely goes well.
Does shared leadership suit every industry?
No. It needs a real trigger, management backing and a willingness to touch structures. Without that, I advise against it.
Do you also help existing dual leaderships that aren’t working?
Yes. Often what is experienced as personal conflict can be repaired with clear roles and decision rules.
Amrit Rescheneder
Amrit Rescheneder helps organisations and leadership tandems build shared leadership that works. She led in a job-sharing model herself for years – after 15 years of leadership responsibility in banking. She knows shared leadership from practice, not from textbooks.
Updated: 24 July 2026