Guide \u00b7 The top level<\/p>\n\n\n\n
In brief<\/span>Co-leadership denotes shared leadership at the top: two people jointly lead an organisation or an area, e.g. as a dual leadership or co-CEO. Success depends on a clear division of portfolios, regulated decisions and a united outward presence.<\/p>\n\n<\/div>\n\n\n\n Contents<\/strong><\/p>\n\n\n Co-leadership<\/strong> is the term for shared leadership at the top of an organisation or an area. Two people jointly carry the highest responsibility \u2013 as a dual leadership in management, as co-CEO, or as a shared area lead. Co-leadership is thus a particularly visible and demanding form of shared leadership.<\/p>\n\n\n\n The best-known form is the dual leadership<\/a> \u2013 two equal people at the top, usually with separate portfolios. The term co-CEO emphasises the English, often international perspective. Both mean the same basic idea.<\/p>\n\n\n\n Key takeaways<\/p>\n\n More perspectives on strategic decisions, shared load at the top, higher resilience, a role model for the culture.<\/p>\n\n<\/div>\n\n<\/div>\n\n\n Power struggles with unclear portfolios, contradictory signals outward, blockade without a disagreement rule, confusion in the team.<\/p>\n\n<\/div>\n\n<\/div>\n\n<\/div>\n\n\n\n Decisive are a clear division of portfolios with genuine final decisions, a reliable mode for strategic questions and a united presence. That’s exactly what I work on in dual-leadership coaching<\/a>. How conflicts arise and can be resolved in a duo is shown in conflict in a leadership duo<\/a>.<\/p>\n\n\n\n Aus meiner Praxis<\/p>\n\n At the top, every disagreement becomes a signal. I’ve seen a single contradictory statement by two managing directors unsettle a whole team. A united dual leadership negotiates hard internally \u2013 and appears as one voice to the outside.<\/p>\n<\/div>\n\n\n\n Shared leadership is the umbrella term for shared leadership in general; co-leadership specifically means shared leadership at the top.<\/p>\n\n<\/details>\n\n\n The dual leadership is the most common form of co-leadership \u2013 two equal people at the top.<\/p>\n\n<\/details>\n\n\n Almost always on unclear portfolios or a missing rule for the crunch of disagreement \u2013 rarely on the people.<\/p>\n\n<\/details>\n\n<\/div>\n\n\n\n\n\n
What co-leadership means<\/h2>\n\n\n\n
Co-CEO & dual leadership<\/h2>\n\n\n\n
Opportunities and risks<\/h2>\n\n\n\n
Opportunities<\/h3>\n\n\n\n
Risks<\/h3>\n\n\n\n
Making it work<\/h2>\n\n\n\n
Frequently asked questions<\/h2>\n\n\n\n
What’s the difference between co-leadership and shared leadership?<\/summary>\n\n
Is a dual leadership the same as co-leadership?<\/summary>\n\n
Why do some dual leaderships fail?<\/summary>\n\n