Given today’s complexity, some organizations are experimenting with a shared leadership approach to the role of CEO. When done successfully, co-leadership can amplify competitive advantages and boost organizational resilience. These seven principles will help you build a successful co-leader partnership from the start.
Create a leadership charter. Define who decides what, how disagreements get resolved, and how you’ll communicate. Then put it in writing. This isn’t about red tape—it’s about staying aligned when the pressure’s high.
Divide by expertise, not convenience. Don’t split responsibilities based on org charts. Divide them based on complementary skills, and keep overlap to a minimum to prevent confusion and ensure real accountability.
Establish a single external face. Decide who speaks to whom. Whether it’s investors or customers, make sure each audience knows who to go to so messaging stays clear and consistent.
Build systems that drive alignment. Set regular private check-ins and use shared tools to track decisions. When you disagree, resolve it quickly and present a unified front within 24 hours.
Design conflict-resolution mechanisms. Don’t wait until tensions boil. Agree in advance on tie-breakers or escalation paths.
Plan for change. Co-leadership won’t last forever. Include an exit strategy that adapts as your organization evolves.
Invest in the partnership. Coaching, development, and regular relationship reviews aren’t luxuries—they’re requirements. |
