Embracing Shared Leadership: A Model for Collaborative Success

Introducing an innovative leadership model that promotes inclusivity and collaboration.

Today’s complex and rapidly evolving world requires new approaches to the way we lead organizations. The traditional model of a single individual wielding centralized authority is giving way to a more inclusive and collaborative approach: shared leadership. This model is not about relinquishing power but about distributing authority and responsibility across the breadth of a team. It’s about harnessing the collective strength of diverse individuals, each contributing their unique skills and perspectives to steer the organization towards its goals.

Why Shared Leadership? Why Now?

The landscape of work has been irrevocably altered by events of the last few years, prompting nonprofits to reconsider their leadership structures. The COVID-19 pandemic, for example, forced organizations to experiment with new ways of working in a remote environment. This change has opened opportunities to share power more equitably, especially among leaders from BIPOC communities, who often struggle with gaining much needed support when stepping into new roles due to a lack of representation and resources. In addition, the “great resignation” made succession planning a critical area of focus. 80% of nonprofits did not have a talent retention strategy in place (Forbes.com), leading to the need to elevate innovative approaches to leadership transitions.

The benefits of adopting a shared leadership model are manifold:

• It can significantly enhance resilience, innovation and inclusivity within an organization. By distributing leadership, a nonprofit can cultivate a rich array of perspectives, which enriches decision-making and adaptability.
• This model fosters a culture of empowerment, where employees feel motivated to invest in the mission, leading to increased engagement and productivity.
• It also helps mitigate burnout by sharing responsibilities and promoting a sense of collective ownership among team members. According to nonprofits are seeing unprecedented turnover rates (19% in 2023, 22% in 2022) and 60% of nonprofit leaders reported feeling “used up” or burned out. 42% of nonprofit leaders expected their turnover rates to increase. These challenges underscore the importance of developing effective succession planning strategies to ensure organizational resilience and continuity. (Forbes.com)

And perhaps the most sustainable benefit is that shared leadership reflects the evolving values of society, which increasingly emphasizes collaboration over hierarchy. It enables organizations to navigate uncertainty with agility, driving sustainable impact and fostering a community-centric approach. This ensures that nonprofits remain relevant and effective in the dynamic landscape they operate in.

The Essentials for Flourishing with Shared Leadership

For shared leadership to succeed, certain foundational elements must be in place. It’s important to recognize that because this model of leadership requires courage, tenacity, planning and creativity. Without these foundational elements, organizations adopting shared leadership may experience reoccurring hardship and, in some cases, even additional stresses or harm to their organization’s health.

• Trust is the cornerstone, without which collaboration cannot thrive.
• Transparency in decision-making processes is crucial to maintain the confidence of all team members.
• Effective teamwork is the engine that drives the model forward, while clear and consistent communication ensures that everyone is aligned and moving in the same direction.
• Lastly, self-awareness among leaders about their behaviors, communication styles, and leadership qualities is vital for the health of the shared leadership ecosystem.

Once your team functions according to these essential principles, you are ready to implement your unique shared leadership system.

The Role of Coaching in the Shared Leadership Journey

Coaching is an invaluable tool in the development and refinement of shared leadership. It aids in individual leadership development, helping leaders identify areas for personal growth to better contribute to the leadership team. Coaching also assists co-leaders to function effectively as a unit, ensuring that they understand their team’s needs and how to address them. This includes establishing clear decision-making processes, accountability lanes and strategies for talent development.

The benefits of coaching in a shared leadership context are significant:

• Coaching can help in mitigating conflict and addressing communication gaps within the leadership team and across the organization.
• Coaching provides strategies to help leaders and teams align their actions with their values, ensuring that everyone can contribute meaningfully while maintaining a healthy work-life balance.
• Coaching is instrumental in helping leaders plan and manage time off, division of labor and staff resources, thereby facilitating organizational expansion and the exploration of new opportunities.

“We wouldn’t have been able to do some of the stuff we are doing if not for this model,” Jared Jonson, co-executive director of Seattle Chinatown International District Preservation & Development Authority (SCIDpda), said of his coaching sessions with Alford Group Chief Culture Officer Anh Vo. “Shared leadership showed me the power of relationships. It created a safe space, allowed me to be fearless. It would be so much harder without this model.”

Even though finding the right coach can be a process in and of itself, there is no better way to ensure safety and invite innovation than to commit to developing that relationship with your coach. To learn more about how to level up your confidence and shared leadership attunement, check out Alford Group’s leadership development services.

In essence, shared leadership is a testament to the power of unity. It’s a strategic choice for organizations aiming to thrive in an uncertain world. By embracing this model, nonprofits can unlock a treasure trove of benefits that pave the way for a sustainable, resilient and impactful future.

Shared leadership is more than a model; it’s a movement towards wholeness and balance. It’s about creating spaces where diversity is not just accepted but celebrated, where work is not just a duty but a reflection of our shared humanity. By embracing this path, we pave the way for a future where every individual can thrive, and every organization can achieve its highest potential.

To learn more about shared leadership and SCIDpda’s executive coaching experience, join us at AFP ICON in Seattle on Sunday, April 27 for our panel discussion, Collective Resilience: Navigating the Shared Leadership Journey. Alford Group Chief Culture Officer Anh Vo and Senior Consultant Jaron Bernstein will join SCIDpda co-executive directors Jared Jonson and Jamie Lee to discuss their journey as a dynamic case study on how co-leadership enhances sustainability.