Guide · Part-time leadership
In briefJob-sharing in leadership – also called top-sharing – means two people share a leadership position in part-time. It makes part-time leadership possible, raises resilience and taps talent, but requires clear responsibilities and good handovers.
What top-sharing is
Job-sharing in leadership (often top-sharing) describes the shared performance of a leadership position by two people in part-time. Together they fill one position – each on certain days or with certain areas. It’s the answer to a simple, pressing question: how can leadership be reconciled with part-time?
Why top-sharing is growing
- Qualified people want part-time – even in leadership.
- Leadership positions are ever harder to fill full-time.
- Work-life balance is becoming a competitive factor.
- Two part-time leaders bring more perspectives and resilience.
Key takeaways
- Top-sharing = two people share a leadership position in part-time.
- It makes part-time leadership possible and raises resilience.
- Clear responsibilities and reliable handovers are decisive.
How it’s organised
Two basic patterns are common: division by time (fixed days per person, with handovers) and division by topic (clearly separated areas of responsibility). Usually a mix is sensible. Details on feasibility are in Leadership in part-time.
Prerequisites
- Clear responsibilities and decision rights.
- Reliable handover routines at the interfaces.
- Availability and deputising unambiguously regulated.
- A coordinated presence towards team and environment.
Aus meiner Praxis
I led in a job-sharing model myself. The biggest misconception from outside was that it’s about “half leadership.” In truth it’s a twofold perspective on one task – when the handovers work.
Legal and organisational notes are bundled in Top-sharing: legal & practice.
Frequently asked questions
Is top-sharing the same as a leadership tandem?
Very similar. Top-sharing emphasises the part-time aspect; the leadership tandem the shared-role aspect. In practice they overlap strongly.
Does leadership even work part-time?
Yes – if responsibilities are clear and handovers reliable. That’s exactly what decides it.
Is top-sharing more expensive?
Not necessarily. The slightly higher coordination is offset by resilience and a larger talent pool.
Sources & further reading
- Pearce, C. L. & Conger, J. A. (2003): Shared Leadership. Reframing the Hows and Whys of Leadership. Sage.
- Carson, J. B., Tesluk, P. E. & Marrone, J. A. (2007): Shared Leadership in Teams. Academy of Management Journal, 50(5), 1217–1234.
- Wang, D., Waldman, D. A. & Zhang, Z. (2014): A meta-analysis of shared leadership and team effectiveness. Journal of Applied Psychology, 99(2), 181–198.
How this article was written
This article is based on my own experience as a leader in a job-sharing model and 15 years of leading in banking, as well as the established research on shared leadership (see sources). Where I speak from practice, it is marked as such.
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: 25 July 2026