Guide \u00b7 Part-time leadership<\/p>\n\n\n\n
In brief<\/span>Job-sharing in leadership \u2013 also called top-sharing \u2013 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.<\/p>\n\n<\/div>\n\n\n\n Contents<\/strong><\/p>\n\n\n Job-sharing in leadership<\/strong> (often top-sharing<\/em>) describes the shared performance of a leadership position by two people in part-time. Together they fill one position \u2013 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?<\/p>\n\n\n\n Key takeaways<\/p>\n\n Two basic patterns are common: division by time<\/strong> (fixed days per person, with handovers) and division by topic<\/strong> (clearly separated areas of responsibility). Usually a mix is sensible. Details on feasibility are in Leadership in part-time<\/a>.<\/p>\n\n\n\n Aus meiner Praxis<\/p>\n\n I led in a job-sharing model myself. The biggest misconception from outside was that it’s about \u201chalf leadership.\u201d In truth it’s a twofold perspective on one task \u2013 when the handovers work.<\/p>\n<\/div>\n\n\n\n\n\n
What top-sharing is<\/h2>\n\n\n\n
Why top-sharing is growing<\/h2>\n\n\n\n
\n\n
How it’s organised<\/h2>\n\n\n\n
Prerequisites<\/h2>\n\n\n\n
\n\n