Dual Leadeship
Leadership is becoming increasingly demanding: rising complexity, agility, pressure to innovate, and the desire to balance work and private life. An exciting response to these challenges is Dual Leadership, also known as co-leadership – a shared leadership role in which two equal leaders jointly take on responsibility.
But how does it work in practice? What are the key success factors?
We had the opportunity to accompany Barbara Brincker and Diana Adelbert, a dual-leadership tandem at MSD Sharp & Dohme GmbH, during their first year. Their experiences show that dual leadership can be incredibly enriching but requires targeted effort and clear structures.
Why Dual Leadership?
- It combines different perspectives and competencies
- It enhances innovation and problem-solving capabilities
- It creates more leadership interaction for employees
Success Factors and Key Learnings from Practice
- Trust is the central success factor for Barbara and Diana. Guiding principles such as “no faction-building” or “respecting each other’s decisions” have proven effective. In case of misunderstandings, their motto helps: “Always assume good intentions.”
- Barbara and Diana emphasize the importance of knowing and strategically utilizing each other’s strengths. “Barbara is detail-oriented; I’m more creative,” says Diana. Different perspectives lead to optimal results.
- Both maintain their individual styles. “Our outcome is shared, but our approaches are individual,” says Diana. This strengthens the duo and provides orientation for the team.
- Close alignment takes time but is essential. Fixed communication routines and transparency build trust and prevent bottlenecks.
- Professional guidance supports structure, conflict resolution, and development goals – unlocking the full potential of collaboration.
- Support from HR, the leadership team, and direct supervisors helps create psychological safety and the space needed to test, integrate, and further develop this new work model.
Dual Leadership holds great promise in its possibilities and impact. It is about much more than simply being able to take vacations more easily or lead in a part-time model. It is about the successful integration of differences in purpose, identity, values, skills, and behaviors between two leaders. What does Dual Leadership require? Trust and alignment. Both don’t happen automatically – but they can be developed intentionally and collaboratively.
More articles
from fractures to bridges
