Consulting for organisations
Introduce co-leadership in-house – without implementation chaos
You don’t just want to decide on shared leadership, you want to make it work. I guide you from an honest status check to anchored practice – with clear roles and decision rules that hold up even in conflict.
Key takeaways
- Shared leadership rarely fails on the people, but on missing structure.
- The most important step comes before the rollout: an honest readiness check.
- What matters are written decision rules – not good chemistry.
- Guidance over months keeps old patterns from creeping back.
When consulting makes sense
Not every organisation needs guidance. It becomes worthwhile when shared leadership is meant to be more than a label – when you genuinely want to change structures and no one inside is neutral enough to ask the uncomfortable questions.
Typical triggers
- A leadership position can no longer be filled full-time.
- Two strong people are meant to lead together – and no one clarified the roles.
- An existing dual leadership is grinding, without it being clear why.
- A generational change is due and knowledge should be handed over jointly.
How I work with you
- Status check. We honestly assess whether shared leadership fits your situation – and where the pitfalls are.
- Blueprint. We define roles, responsibilities and decision rules before the first person is named.
- Rollout. We set up the model with the people involved – with a tangible, written result.
- Guidance. Over several months we readjust so old patterns don’t return.
The four building blocks
Readiness check
The honest diagnosis before the decision.
Introducing co-leadership
The core implementation process, step by step.
Roles & governance
Decision rules that fit your structure.
Implementation support
Guidance over months, so it holds.
Aus meiner Praxis
The most expensive mistake I see in organisations: naming two people first and clarifying the roles afterwards. Then every decision re-negotiates the power question. Those who write the rules down beforehand save themselves months of friction.
What it costs
I deliberately don’t quote fixed packages here, because every project differs: a readiness check is modest, a multi-month rollout is a larger investment. In the intro call you get clear, honest orientation – including whether you need guidance at all.
Let’s talk through your case
An intro call is free and no-obligation. Afterwards you’ll know whether and how shared leadership works for you.
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.
Frequently asked questions
When is external consulting worth it?
When you want to change structures and no one inside is neutral enough to ask the uncomfortable questions. For knowledge alone, a seminar often suffices.
How long does a rollout take?
Clarifying trigger and goal takes days, readiness and blueprint a few weeks, the actual anchoring several months.
What if it turns out shared leadership doesn’t fit?
Then I say so – better honestly before the rollout than expensively after.
Do you also work with existing dual leaderships?
Yes. If it’s already grinding, coaching is often the better entry point. We clarify that in the intro call.
Updated: 25 July 2026