Guide \u00b7 Models<\/p>\n\n\n\n
Updated: 24 July 2026<\/p>\n\n\n\n
Can you share a leadership position part-time? Yes \u2013 top-sharing makes it possible. How a shared leadership position works in practice, what employers and leaders gain, and what matters organisationally.<\/p>\n\n\n\n
Contents<\/strong><\/p>\n\n\n Usually split by days or areas: one is there Monday to Wednesday, the other Wednesday to Friday, with an overlap day for handover. Three things are decisive: clean handovers so nothing is lost; clear availability so the team knows who to approach when; and an agreement on who decides what alone within their own time window. This is exactly the added value over HR blogs that only describe the concept: it’s the everyday details that decide whether it holds.<\/p>\n\n\n\n From my own experience: I led in a shared model myself. What surprised me most wasn’t the coordination effort but how much the team benefited from having two contacts with different strengths \u2013 provided we were united externally. That unity has to be organised; it doesn’t arise on its own.<\/p>\n\n<\/div>\n\n\n\n To clarify: position shares and contracts, remuneration, cover arrangements and objectives for two people. This can be solved cleanly, but should be arranged early and in writing.<\/p>\n\n\n\n This is not legal advice. Employment and remuneration details depend on the individual case and should be checked professionally.<\/p>\n\n\n\n Shared leadership opens leadership positions to people with caring responsibilities \u2013 a factual side effect that matters to many organisations. It’s one argument among several, not the core of the model.<\/p>\n\n\n\n Top-sharing is the leadership variant of job-sharing: two people share a leadership position.<\/p>\n\n<\/details>\n\n\n Freely designed \u2013 often two part-time shares with an overlap day for handover. Together a little more than a full-time position.<\/p>\n\n<\/details>\n\n\n Both jointly, by rules agreed in advance on who decides what alone in their own time window.<\/p>\n\n<\/details>\n\n\n In principle yes. The higher the level, the more formal the decision rules should be. The model comparison<\/a> places it.<\/p>\n\n<\/details>\n\n<\/div>\n\n\n\n\n\n
Terms sorted<\/h2>\n\n\n\n
\n\n
How a shared leadership position works<\/h2>\n\n\n\n
What employers gain<\/h2>\n\n\n\n
\n\n
What leaders gain<\/h2>\n\n\n\n
\n\n
Organisational questions<\/h2>\n\n\n\n
The work-life balance aspect<\/h2>\n\n\n\n
Frequently asked questions<\/h2>\n\n\n\n
Is top-sharing the same as job-sharing?<\/summary>\n\n
How are the hours split?<\/summary>\n\n
Who carries responsibility in top-sharing?<\/summary>\n\n
Does it work at every leadership level?<\/summary>\n\n