{"id":2002,"date":"2026-07-25T16:14:08","date_gmt":"2026-07-25T16:14:08","guid":{"rendered":"https:\/\/geteiltefuehrung.com\/?p=2002"},"modified":"2026-07-25T16:14:08","modified_gmt":"2026-07-25T16:14:08","slug":"co-leadership-beratung","status":"publish","type":"page","link":"https:\/\/geteiltefuehrung.com\/en\/co-leadership-beratung\/","title":{"rendered":"Introducing Co-Leadership in Your Company: Consulting"},"content":{"rendered":"\n
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Consulting for organisations<\/p>\n\n\n\n

Introducing co-leadership in your company<\/h1>\n\n\n\n

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.<\/p>\n\n\n\n

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Request consulting<\/a><\/div>\n\n\n
Start the self-check<\/a><\/div>\n\n<\/div>\n\n<\/div>\n\n\n\n

When organisations call me<\/h2>\n\n\n\n

Rarely is it about the method first. Usually there is a concrete trigger:<\/p>\n\n\n\n

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1<\/p>\n\n\n\n

A key person goes part-time<\/h3>\n\n\n\n

An important leader reduces hours \u2013 and you don’t want to lose the position, but share it instead of cutting it.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

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2<\/p>\n\n\n\n

Two areas are merged<\/h3>\n\n\n\n

After a restructuring, two people are meant to lead together. Clear on paper, not yet in daily life.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

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3<\/p>\n\n\n\n

A dual leadership isn’t working<\/h3>\n\n\n\n

You put two people at the top \u2013 and it grinds. Now you need clarity before the team below suffers.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n\n\n

The five service building blocks<\/h2>\n\n\n\n
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Readiness assessment<\/h3>\n\n\n\n

We honestly check whether your organisation is ready \u2013 roles, decision paths, management backing, existing part-time models.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

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Blueprint workshop<\/h3>\n\n\n\n

We design the concrete model for you: which form of shared leadership, which roles, which decision logic.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

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Implementation guidance<\/h3>\n\n\n\n

3 to 6 months at your side, including follow-up. I’m there when the first real conflict decision arrives.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n\n\n

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Governance & role models<\/h3>\n\n\n\n

Who decides alone, who decides together, where do you escalate? We fix it in writing so it holds under pressure.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

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Developing the co-leaders<\/h3>\n\n\n\n

The two people who lead are supported \u2013 as a tandem and in their new role.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

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Still unsure?<\/h3>\n\n\n\n

Start with the free self-check and find out in eight questions where your organisation stands.<\/p>\n\n\n\n

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Start the self-check<\/a><\/div>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n\n\n

How a project runs<\/h2>\n\n\n\n