Guide \u00b7 How-to<\/p>\n\n\n\n
In brief<\/span>You introduce shared leadership by clarifying the structure first and naming the people second: define the goal, set roles and decision rights, agree a disagreement rule, involve the team and readjust after a few months. Structure before people is the most important rule.<\/p>\n\n<\/div>\n\n\n\n Contents<\/strong><\/p>\n\n\n Key takeaways<\/p>\n\n Aus meiner Praxis<\/p>\n\n If I could give only one piece of advice, it would be this: clarify the decision rights before you know the names. Once people are in the room, every role question becomes a person question \u2013 and thus delicate.<\/p>\n<\/div>\n\n\n\n If you don\u2019t want to do the rollout alone: consulting for organisations<\/a> guides exactly this process, including a readiness check<\/a>.<\/p>\n\n\n\n Clarifying goal and roles takes days to weeks, anchoring with a review several months.<\/p>\n\n<\/details>\n\n\n Better not. Clarifying roles and rules first makes the appointment easier and less prone to conflict.<\/p>\n\n<\/details>\n\n<\/div>\n\n\n\n\n\n
The six steps<\/h2>\n\n\n\n
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Common mistakes in the rollout<\/h2>\n\n\n\n
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Frequently asked questions<\/h2>\n\n\n\n
How long does the rollout take?<\/summary>\n\n
Should the people be fixed beforehand?<\/summary>\n\n