Effectiveness of Shared Leadership Initiative

Running head: HRM
Case Incident- Sharing is performing
Name of the Student:
Name of the University:
Author Note:

1HRM
Table of Contents
Question 1: What Kind of Obstacles Can You Foresee in Taking Shared Leadership Approach?
How they might be solved?.............................................................................................................2
Question 2: How to Implement Shared Leadership Initiative in Company. What Elements of Job
Design and Redesign to Increase Effectiveness of Shared Leadership Initiative?..........................3
Question 3: Instances where Traditional Approaches to Leadership Would be Preferable to
Shared Leadership Approach? What are they and how are they preferable? Kind of Situational or
Individual Factors Leading To Effectiveness of Traditional Approach?........................................3
References:......................................................................................................................................5

2HRM
Question 1: What Kind of Obstacles Can You Foresee in Taking Shared Leadership
Approach? How they might be solved?
Shared leadership refers to leadership style that has been found to broadly distribute the
leadership responsibility so that people within organization or team seem to lead one another
(Galli, 2019). Some of the obstacles that shared leadership might face includes (Hoch, 2013):
1. Cultivation of the Self Awareness: One of the primary hurdles in shared leadership is
that one does not get a chance to choose the partner which can lead to certain level of frustration.
Also, co-managing partner can have different level of competencies and leadership style that
might be a reason for conflict.
2. Absence of Shared Commitment Level towards Firm: In shared leadership the two
professionals might not develop shared level of ambition in achieving the long term goals for the
firm.
3. Absence of Working Relationship: One of the greatest challenge for both leaders lies
in overcoming the respective egos. This kind of leadership only works whenever a partner
equally shares blame and credit.
The above challenges can be overcome when both leaders understand that it is not about
delegation but more about individual efforts to ensure collaboration and coordination along with
balancing the collective goals and the individuals. Indeed, the co-leaders must agree on sharing
responsibility as team and not individuals. In addition to this, much of problems in shared
leadership is resolved through carefully defined roles.