Guide<\/p>\n\n\n\n
In brief<\/span>Shared leadership means that two or more people deliberately share a leadership role and its responsibility. Instead of a single head, a team decides together \u2013 by rules agreed in advance. Success depends less on chemistry than on clear roles.<\/p>\n\n<\/div>\n\n\n\n Contents<\/strong><\/p>\n\n\n Shared leadership \u2013 in German geteilte F\u00fchrung<\/em> \u2013 describes an understanding of leadership in which leadership responsibility does not rest with a single person but is deliberately spread across several shoulders. That can be a dual leadership at the top of a company, a leadership tandem in middle management, or a team that takes on leadership tasks in rotation.<\/p>\n\n\n\n The word deliberately<\/strong> is decisive. Two people who happen to share an office and a few tasks are not yet practising shared leadership. Shared leadership only emerges when roles, decision rights and responsibility are explicitly clarified.<\/p>\n\n\n\n From my own practice<\/p>\n\n This is exactly where most fail: they share the tasks but not the decision rights. As long as it isn’t clear who decides in case of doubt, shared leadership is just a nice word.<\/p>\n<\/div>\n\n\n\n Shared leadership is not a fad but an answer to tangible developments: leadership positions are ever harder to fill full-time, qualified people want part-time even in leadership, and the complexity of many roles exceeds what one person can carry alone. Where these forces meet, shared leadership shifts from an option to a necessity.<\/p>\n\n\n\n Key takeaways<\/p>\n\n Shared leadership comes in several forms \u2013 from the classic dual leadership to part-time top-sharing. Which fits when is shown in Models of shared leadership compared<\/a>.<\/p>\n\n\n\n Shared leadership brings real benefits \u2013 from better decisions to more sustainable roles \u2013 but also real costs such as higher coordination effort. The honest weighing is in Pros and cons of shared leadership<\/a>.<\/p>\n\n\n\n A successful rollout clarifies the structure before the people are named. The steps in detail: Introducing shared leadership<\/a>. If you want guidance, you\u2019ll find it in consulting for organisations<\/a>.<\/p>\n\n\n\n An intro call clarifies in 30 minutes whether and how shared leadership works for you.<\/p>\n\n\n\n\n\n
What is shared leadership?<\/h2>\n\n\n\n
Why now?<\/h2>\n\n\n\n
The models at a glance<\/h2>\n\n\n\n
Pros and cons<\/h2>\n\n\n\n
How to introduce it<\/h2>\n\n\n\n
The most common mistakes<\/h2>\n\n\n\n
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Does shared leadership fit you?<\/h2>\n\n\n\n