{"id":2005,"date":"2026-07-25T16:14:08","date_gmt":"2026-07-25T16:14:08","guid":{"rendered":"https:\/\/geteiltefuehrung.com\/?p=2005"},"modified":"2026-07-25T16:14:08","modified_gmt":"2026-07-25T16:14:08","slug":"ueber-mich","status":"publish","type":"page","link":"https:\/\/geteiltefuehrung.com\/en\/ueber-mich\/","title":{"rendered":"About Me: Co-Leadership from Lived Practice"},"content":{"rendered":"\n
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About me<\/p>\n\n\n\n

I don’t know shared leadership from books<\/h1>\n\n\n\n

I lived shared leadership myself \u2013 for years in a job-sharing model, after 15 years of leadership responsibility in banking. That’s why I now guide others.<\/p>\n\n\n\n

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Get in touch<\/a><\/div>\n\n<\/div>\n\n<\/div>\n\n\n\n

My path<\/h2>\n\n\n\n

Leadership in banking \u2013 alone at the top<\/h3>\n\n\n\n

For 15 years I led the classic way: responsibility with one person, decisions with one person, visibility with one person. It worked \u2013 and it had a price I could barely name back then.<\/p>\n\n\n\n

The move into the shared model<\/h3>\n\n\n\n

Then I started sharing a leadership role. I had expected the work to halve. In fact, something else doubled first: the need to coordinate. We fell early into a trap I now see in almost everyone \u2013 we had never cleanly clarified who decides in case of doubt. At the first real conflict, that gap lay open. We learned it, the hard way, and that’s exactly what I pass on today.<\/p>\n\n\n\n

Why I do this today<\/h3>\n\n\n\n

Because shared leadership rarely fails on the people and almost always on missing structure. And because I know how it feels to be in the middle of it with no one there to ask the right question. Today I ask that question.<\/p>\n\n\n\n

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What I stand for<\/h2>\n\n\n\n