Shared leadership

Shared leadership, also known as distributed leadership, is a leadership approach in which leadership responsibilities and influence are distributed among multiple individuals or teams within an organization, rather than being concentrated in a single hierarchical leader or a few top executives. In a shared leadership model, leadership is seen as a collective effort involving various members of the organization, and authority is distributed based on expertise, skills, and the specific context of the task or project.

Key characteristics of shared leadership include:

1. Collaboration: Shared leadership emphasizes collaboration and teamwork among individuals or teams. It encourages open communication and the sharing of ideas and expertise.
2. Decentralization: Decision-making authority is distributed across different levels of the organization or among various team members. This allows for greater adaptability and responsiveness to changing circumstances.
3. Expertise-Based: Leadership roles are often assigned based on individuals' expertise and competencies in specific areas. The person with the relevant knowledge or skills takes the lead in a particular domain.
4. Shared Accountability: In shared leadership, team members are collectively responsible for the outcomes of their work. Accountability is distributed among those involved.
5. Flexibility: Shared leadership models are often flexible and adaptable, allowing for different leaders to emerge depending on the situation or project.
6. Empowerment: Shared leadership empowers individuals throughout the organization, giving them a sense of ownership and responsibility for their work and the organization's success.
7. Inclusivity: It promotes inclusivity by involving a broader range of perspectives and voices in decision-making processes.
8. Continuous Learning: Shared leadership encourages continuous learning and skill development, as individuals may take on different leadership roles over time.

Shared leadership can manifest in various ways within an organization. For example, it can involve cross-functional teams working collaboratively on projects, with leadership roles rotating based on the project's needs. It can also extend to leadership at different levels, with middle managers and even front-line employees taking on leadership responsibilities within their areas of expertise.

The goal of shared leadership is to leverage the collective skills and knowledge of the organization to achieve better decision-making, innovation, and overall performance. While it may not replace traditional hierarchical leadership entirely, it complements it by allowing organizations to tap into the diverse talents of their workforce and adapt to complex and dynamic challenges.