{"id":2490,"date":"2026-07-27T08:26:13","date_gmt":"2026-07-27T08:26:13","guid":{"rendered":"https:\/\/geteiltefuehrung.com\/?p=2043"},"modified":"2026-07-27T08:26:13","modified_gmt":"2026-07-27T08:26:13","slug":"references","status":"publish","type":"page","link":"https:\/\/geteiltefuehrung.com\/en\/references\/","title":{"rendered":"References \u2014 work on shared leadership"},"content":{"rendered":"\n
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References<\/p>\n\n\n\n

How I help people and organisations<\/h1>\n\n\n\n

Confidentiality is part of my work. So you won’t find a wall of client logos here \u2013 I’m happy to provide relevant references personally in the intro call.<\/p>\n\n\n\n

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Book an intro call<\/a><\/div>\n\n<\/div>\n\n<\/div>\n\n\n\n

Coaching a dual leadership or guiding an organisation through introducing shared leadership means working on sensitive topics: power questions, conflicts, unspoken expectations. That kind of work doesn’t belong on a logo wall. What I offer instead is transparency about how I work \u2013 and, on request, concrete references in a confidential conversation.<\/p>\n\n\n\n

Typical situations where I help<\/h2>\n\n\n\n
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Organisations before the rollout<\/h3>\n\n\n\n

HR and management who want to set up shared leadership cleanly, rather than just deciding on it.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

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New leadership tandems<\/h3>\n\n\n\n

Duos who want sustainable roles and decision rules from the start.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n

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Stuck dual leaderships<\/h3>\n\n\n\n

Existing duos where it’s grinding and who want to become workable again.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n\n\n

How I handle references<\/h2>\n\n\n\n