About me
I know shared leadership from firsthand experience.
For more than ten years I held leadership responsibility myself, several of those years in shared leadership.
I know the particular strength that emerges when two people combine different perspectives and skills. And I know the questions that must be answered in everyday practice: Who takes the lead and when? How are decisions made? What builds trust? And how does a leadership tandem stay clear and effective even under pressure?
That experience led me to develop a structured approach to effective shared leadership. Today I help organisations, leadership tandems and founders design shared leadership so that it works not only as an appealing idea but in daily practice.
Explore how I work →
My journey
From personal leadership experience to a clear method
I spent 15 years in the financial sector, more than ten of them in leadership positions, most recently as Head of European Affairs, Public Affairs & Communication with responsibility for two teams in two different countries simultaneously.
Along the way, I came to know very different organisational worlds: large corporate structures as well as small units working independently. For several years I was personally part of a shared leadership arrangement.
During that time I saw the potential shared leadership can unlock. Different perspectives improve understanding of complex situations. Responsibility can be distributed more sustainably. Decisions can be examined more thoroughly without losing commitment or clarity.
But I also learned that good collaboration does not happen automatically.
Shared leadership raises questions that barely arise in traditional leadership models. Roles must be negotiated together, decision rights deliberately clarified and differences used productively. A leadership tandem needs trust, but also structures that sustain that trust in everyday work.
That experience is the foundation of my work today.
I support organisations of different sizes and industries in introducing shared leadership, developing existing tandems and embedding shared accountability in organisational structures.
What makes my work different
I do not look only at the people.
I look at the leadership system.
Many difficulties in shared leadership are too quickly treated as personal problems between the people involved.
But when decisions remain unclear, the team receives conflicting messages or both leaders constantly do everything together, the cause often lies beyond individual personalities. What is missing is the architecture.
That is why I always work at three levels:
shared
leadership
Which specific leadership problem should shared leadership solve better? What responsibility is actually being shared, and what additional value should that create?
How do the people involved combine their strengths? How do they share influence, make decisions, cover for each other and work through different positions?
Are the mandate, processes, sponsorship and expectations designed to genuinely support joint leadership?
This creates not a standard solution but a leadership system suited to the task, the people and the organisation.
What makes shared leadership sustainable
Clarity creates trust.
Shared leadership delivers results when three core areas are designed deliberately:
Roles
Clear roles provide direction. Both leaders know where they lead together, who takes the lead on which issues and how their different strengths can be used effectively.
Accountability
Responsibility is shared without blurring ownership or commitments. Decisions remain transparent and the tandem stays able to act.
Communication
Reliable information flows and a shared approach ensure that both leaders stay aligned and present a clear, united face to the team and organisation.
How I work
Structured, honest and grounded in practice
Understand first
We clarify the specific starting situation, expectations and outcome that shared leadership is meant to achieve.
Make the situation visible
We examine roles, decision-making routes, communication, collaboration and organisational conditions.
Design together
From these insights, we develop concrete agreements, tools and ways of working that can be used every day.
Test it in practice
The architecture we develop is not simply discussed but tested and adapted in real leadership situations.
Review the impact
We assess what already works, where friction arises and which changes are needed for the next stage of development.
You will not receive a generic recommendation from a drawer. Our work is tailored to your actual leadership challenge and must hold up even when everyday business becomes complex or demanding.
Who I work with
Shared leadership needs something different in every situation.
For organisations
I help organisations assess shared leadership, introduce it professionally and embed it in their structures.
Explore shared leadership for organisations →For leadership tandems
In the 90-Day Shared Leadership Programme, two leaders develop a reliable shared leadership system.
Explore the 90-Day Shared Leadership Programme →For founders
In the Co-Founder Programme, founders clarify roles, decisions, ownership interests and the shared future of their company.
Explore the Co-Founder Programme for founders →Common reasons for reaching out
Why people come to me
When shared leadership needs clarity and structure.
New leadership tandem
A new leadership tandem needs a clear setup from the beginning.
Set upProfessionalise collaboration
An existing tandem wants to professionalise the way it works together.
DevelopClarify roles and decisions
Roles, decisions or cover arrangements are not sufficiently clear.
ClarifyWork through tensions
Recurring tensions are disrupting joint leadership.
StabiliseIntroduce shared leadership
An organisation wants to introduce shared leadership for the first time.
IntroduceEmbed and scale pilots
A successful pilot needs to be embedded in the organisation or scaled up.
ScaleStructure founders’ responsibilities
Founders want to structure shared accountability at an early stage.
StructureReflect on leadership
A leadership tandem is looking for an experienced partner for reflection and development.
ReflectOn a personal note
Understanding leadership across borders
My career has taken me through many European countries. I gained insight into very different organisations, structures and working cultures, from northern European approaches with flatter hierarchies, high individual responsibility and a strong culture of dialogue to more relationship- and context-oriented ways of working in eastern and southern Europe.
I lived in Belgium, at the heart of Europe, for six years. Working across national, organisational and cultural boundaries has profoundly shaped my view of leadership: good leadership does not follow a rigid model. It has to fit the people, the organisation and its particular environment.
Today I live with my family in southern Europe. As a mother of twins, the question of how to share responsibility meaningfully, not only at work but in my personal life, is part of every day.
This international and personal experience informs my work: openness to different perspectives, a clear view of cultural contexts and a commitment to developing solutions that genuinely hold up in the circumstances of daily life.
Next step
Let’s talk about your shared leadership.
Would you like to introduce shared leadership in your organisation, develop a leadership tandem or consciously shape your collaboration as founders?
In a no-obligation introductory call, we clarify your starting situation, desired outcome and the most sensible next step.