With Business Overload on the Rise, Can Shared Leadership Fix the Problem?
A growing number of CEOs are feeling the strain of handling an increasingly complex and fast-paced business environment. The demands placed on leaders have soared, making it difficult for one person to "hold" all the responsibilities required of a functional CEO position. As a result, some companies are turning to shared leadership models, where two CEOs work together to share the workload.
According to a study by AAPL, co-CEO companies between 1996 and 2020 generated average returns of 9.5 percent, with nearly 60 percent outperforming their peers. However, this small sample size raises questions about the effectiveness of shared leadership in the long term.
One factor driving the rise of co-CEOs is the need for speed and agility in today's business environment. As megatrends such as economic downturns, technological disruptions, and geopolitical shifts impact business goals and growth, companies must adopt faster cycles of change. This has led to an increase in CEO turnover, with many individuals becoming disillusioned with corporate life due to mounting pressure, stress, and burnout.
To mitigate this issue, some companies are exploring alternative leadership models, such as co-CEOs or joint CEOs. This approach aims to distribute the workload and responsibilities between two leaders, who can bring complementary skill sets to the table. For instance, Netflix's Ted Sarandos and Greg Peters have successfully combined their expertise in market-facing brand and content with technological and operations skills to scale past 300 million members.
However, the co-CEO model is not without its challenges. SAP abandoned its structure just six months after implementing it due to the need for "unambiguous leadership" during the pandemic. Even strong partnerships can strain under crisis conditions.
For shared leadership to succeed, compatibility between co-CEOs is crucial. They must be able to get along, share common values, communicate effectively, resolve conflicts, and present a unified external front. When this unity is achieved, companies can reap benefits such as improved decision-making, increased scalability, and enhanced organizational performance.
The future of shared leadership looks promising, particularly in sectors experiencing rapid change, such as technology, software as a service (SaaS), and healthcare. The rise of fractional leadership offers a competitive edge by allowing companies to recruit specialized skills at the C-suite level without long-term obligations. This approach can strengthen succession planning and ensure continuity of leadership, enabling businesses to adapt to changing circumstances more effectively.
Ultimately, shared leadership has the potential to drastically improve executive well-being and organizational performance. By providing extra capacity, less stress, and shared responsibility, co-CEOs can drive their business forward with renewed energy and focus. As pressure mounts on solo CEOs, companies are recognizing that sharing the load between two leaders is a more sustainable and effective approach to leadership.
A growing number of CEOs are feeling the strain of handling an increasingly complex and fast-paced business environment. The demands placed on leaders have soared, making it difficult for one person to "hold" all the responsibilities required of a functional CEO position. As a result, some companies are turning to shared leadership models, where two CEOs work together to share the workload.
According to a study by AAPL, co-CEO companies between 1996 and 2020 generated average returns of 9.5 percent, with nearly 60 percent outperforming their peers. However, this small sample size raises questions about the effectiveness of shared leadership in the long term.
One factor driving the rise of co-CEOs is the need for speed and agility in today's business environment. As megatrends such as economic downturns, technological disruptions, and geopolitical shifts impact business goals and growth, companies must adopt faster cycles of change. This has led to an increase in CEO turnover, with many individuals becoming disillusioned with corporate life due to mounting pressure, stress, and burnout.
To mitigate this issue, some companies are exploring alternative leadership models, such as co-CEOs or joint CEOs. This approach aims to distribute the workload and responsibilities between two leaders, who can bring complementary skill sets to the table. For instance, Netflix's Ted Sarandos and Greg Peters have successfully combined their expertise in market-facing brand and content with technological and operations skills to scale past 300 million members.
However, the co-CEO model is not without its challenges. SAP abandoned its structure just six months after implementing it due to the need for "unambiguous leadership" during the pandemic. Even strong partnerships can strain under crisis conditions.
For shared leadership to succeed, compatibility between co-CEOs is crucial. They must be able to get along, share common values, communicate effectively, resolve conflicts, and present a unified external front. When this unity is achieved, companies can reap benefits such as improved decision-making, increased scalability, and enhanced organizational performance.
The future of shared leadership looks promising, particularly in sectors experiencing rapid change, such as technology, software as a service (SaaS), and healthcare. The rise of fractional leadership offers a competitive edge by allowing companies to recruit specialized skills at the C-suite level without long-term obligations. This approach can strengthen succession planning and ensure continuity of leadership, enabling businesses to adapt to changing circumstances more effectively.
Ultimately, shared leadership has the potential to drastically improve executive well-being and organizational performance. By providing extra capacity, less stress, and shared responsibility, co-CEOs can drive their business forward with renewed energy and focus. As pressure mounts on solo CEOs, companies are recognizing that sharing the load between two leaders is a more sustainable and effective approach to leadership.
I think it's cool how some big companies like Netflix are trying out this shared leadership thingy. It makes sense that two peeps with different skills could work together better than one person trying to do everything alone. But at the same time, I've seen some co-CEO jobs blow up in people's faces, and it's hard to imagine how you can always agree on things when everyone's got their own opinions. Maybe it's all about finding people who are just compatible enough that they can make it work? 
And yeah, it'd be awesome if we could have more flexibility with our careers without having to stick with one company forever. The fractional leadership thing seems like a game-changer for that. 
. but, on the other hand, we're seeing a rise in CEO turnover due to burnout 
and stress. i'd say this trend's been growing since 2020 and will only continue as businesses face more pressure to adapt quickly 
. however, it's worth noting that even the strongest partnerships can be tested during crisis conditions 
, especially in sectors with rapid change like tech, SaaS, and healthcare 
. fractional leadership is also a game-changer 
, allowing companies to tap into specialized skills without long-term commitments.
. it's all about finding that sweet spot between individual strengths and complementary skill sets 
. think of it as a team effort, where both leaders can bring out the best in each other 
.
. and if companies can replicate that success, then i think the future of shared leadership is looking pretty bright 
!
. The co-CEO model is like having an extra set of hands (and brains) to help make decisions and drive growth. And let's be real, who wouldn't want to have a partner in crime to share the stress load 
? Netflix's Ted Sarandos and Greg Peters are proof that it can work if you've got the right combo of skills and personality. Of course, there are challenges to overcome, like compatibility issues and crisis management, but I think the benefits far outweigh the drawbacks 
.
. We've all heard horror stories about CEOs quitting due to stress and pressure, but if you can share that load with someone else, it's gotta be better for them in the long run 
.
. But if people can get on board and make it work, I think the benefits could be huge 
especially in tech & healthcare where things move so fast!!! 
- especially when they complement each other's skills. I mean, can you imagine Netflix's Ted Sarandos and Greg Peters just magically becoming the best of friends 
? (Although, it's not as complicated as that, but it does sound nice 
).
. It's time for companies to prioritize their execs' mental health and provide them with the support they need to thrive 
.
. Who's ready to see more co-CEOs rocking the corporate world? 
especially for those industries where things are moving super fast. I mean, can you imagine one person trying to handle all that pressure on their own? Burnout city, fam! 
. Co-CEOs might just be the answer to that prayer 
.
i think its about time we see more of these co-ceo setups in various industries. having 2 ppl share the workload can be super beneficial for burnout prevention & decision making 
maybe its all about finding ppl who genuinely mesh well together as co-leaders 
. The key is finding someone who complements your skills and personality, so you can work together seamlessly... no drama 
. That's a major red flag for any business model that relies on co-CEOs. but at the same time, studies like the AAPL one showed that co-CEO companies outperformed solo CEOs by an average of 9.5%! 
. so while shared leadership might seem like a solution to CEO burnout, it could also lead to more internal conflicts and decreased morale.
. I mean, can you imagine one person trying to handle all those responsibilities? It'd be like trying to juggle a million balls at once 
. But seriously, having two leaders who complement each other's skills could be super beneficial. Just think about how much more cohesive and effective your team would be if the two CEOs were on the same page 
. CEOs already have so much on their plate, and adding another partner to the mix might just create more stress 
️!
... or in this case, having your team and still being able to scale your business 
. And can we talk about scalability? 
, but if done right, co-CEOs can bring a fresh perspective and take the company to new heights 
. I'm all for this trend taking off 
And what if the two CEOs aren't as compatible as Netflix's duo are? 
.
. It's all about finding the right balance between innovation and stability, I suppose...