Leadership models

PROJECT EXAMPLES

Shared Leadership Models: Rethinking Leadership. Fostering Diversity. Maximizing Success.

Traditional full-time, single-leader models are reaching their limits in increasingly complex working environments. Modern organisational cultures therefore rely on flexible and shared leadership models – not only to promote female leadership, but also as a strategic lever for performance, resilience and employer attractiveness.

Scientific studies show that shared leadership and flexible, distributed leadership models are associated with higher team engagement, greater job satisfaction, better decision-making and greater resilience.

We support you in the consultation, design and implementation of customised leadership models – from co-leadership to distributed leadership – customised to your organisation, your culture and your business goals.

We are happy to advice you

What distinguishes modern leadership models?

Differences are particularly evident in

  • the number of leaders involved,
  • the fluidity or stability of leadership roles and
  • the degree to which tasks and responsibilities are shared.

Depending on the model, different advantages (e.g., reduced workload, individual potential, diversity) and challenges (e.g., communication, role clarity, areas of responsibility) will stand out. We support you in leveraging these advantages effectively and reducing challenges efficiently.

 

An Overview of Leadership Models:

  • Dual Leadership/Co-Leadership/Topsharing:
    Two people share a leadership position or assume leadership responsibilities in parallel with clearly defined areas of responsibility – often on a part-time basis. Tasks are distributed based on skills and preferences rather than hierarchy.

  • Collective Leadership:

    Leadership and management tasks are distributed among the team, even without a formal leadership role. This strengthens collaborative decision-making, participation and team cohesion.

  • Rotating Leadership Model:
    The leadership role changes systematically, e.g., according to project phases or topics. This ensures optimal use of individual competencies and promotes learning and leadership development.

  • Distributed Leadership:
    Several people permanently assume clearly defined leadership responsibilities, each according to their expertise or areas of responsibility.

 

Our approach:

We do not view leadership models in isolation, but rather within the interplay of organisational and leadership culture, worktime and career structures, as well as gender and diversity goals.

Together, we develop a customised leadership model for your organisation that is adaptable, efficient, sustainable and forward-looking.

Do you have a question about our services?

Click here to access our inquiry form. We will get back to you as soon as possible.

Inquiry form