So, here’s the thing: At our recent JVM Leadership Connect events in Cork, there was a recurring theme that kept coming up: traditional leadership is kind of... well, old news. It's like wearing bell-bottom jeans in 2025—it just doesn’t fit anymore. Today’s organisations are facing bigger challenges and way smarter people (you know who you are). And guess what? The old “top-down” approach just isn’t going to cut it. Welcome to shared leadership.
What Shared Leadership Is (And Isn’t)
Shared leadership is:
A fancy way of saying: “Hey, we’re all in this together.” It’s about spreading the power and decision-making around. Not just the boss deciding what’s for lunch.
Leadership isn’t a badge you pin on your chest—it’s something everyone gets to wear depending on their skills, context, and the situation at hand.
A culture where everyone feels like they have skin in the game—everyone owns the outcome.
Shared leadership is NOT:
A free-for-all where people “lead” by doing whatever they want. Sorry, accountability still matters!
Simply delegating tasks while maintaining centralised control is not the vibe
A replacement for direction. People still need to know where they’re going—just who’s giving the directions might change.
A synonym for “let’s pretend we have no hierarchy.” Hierarchy isn’t evil, but it doesn’t have to be the only way we operate.
A Leadership Philosophy Shaped by Experience
So why am I all about shared leadership? Well, it’s been my secret sauce for years. I started JVM Consultancy with my father, who was a big believer that leadership wasn’t about barking orders—it was about getting things done. After he passed, my sister Natalie jumped on board, and we’ve kept those principles alive and kicking.
And let me tell you, I’ve seen shared leadership work first-hand. I once inherited a team at Shopify with one major problem—people were quitting like it was a new sport. After six months, they were gone. So, what did I do? Did I start micromanaging or telling them what to do? Nope. I turned to shared leadership—and it worked like a charm.
Instead of telling them how to solve problems, I said, “Alright team, let’s do this together.” I created space for them to own solutions and trust their expertise. And guess what? Retention went through the roof. Three years later, the team was still solid. When I asked one team member why they stuck around when others bolted, they said: “You gave us space and trust to lead.” .
Why Traditional Leadership Falls Short Today
Here’s where things get real: traditional leadership was designed in a simpler time. Back then, problems were predictable, information came from the top down, and the leaders were the ones with all the answers.
Today's business environment is fundamentally different:
Problems are more complex and interconnected
Information and expertise are distributed throughout organisations
Change happens too quickly for hierarchical decision-making
And employees? They want to feel like they have purpose and autonomy—not just a job title.
What Does Shared Leadership Look Like in Action?
Here’s a little comparison for you:
Traditional Leadership:
The manager identifies a problem, decides on the solution, and assigns the tasks. It’s a little like a one-person show—think of the manager as the lone superhero.
Shared Leadership:
The team comes together, identifies the problem, and everyone steps up to take ownership based on their expertise. It’s like the Avengers—each person brings their own superpower to the table. And together, they save the day (without anyone hogging the spotlight).
When you abide by the shared leadership model long enough you will find your team members will proactively see the opportunities/problems and tackling it head on before you have even had a chance to see it as their leader.
The Start-Up Spirit Worth Preserving
Remember when your company was just a baby? Back then, titles didn’t matter, everyone rolled up their sleeves, and the best idea won—even if it came from the new guy who still couldn’t remember the Wi-Fi password. That kind of energy and ownership doesn’t have to disappear as you scale.
You can keep the start-up spirit alive—where everyone feels like they’re contributing to the bigger picture. It’s not just about culture; it’s about maintaining that agility and innovation that got you this far.
The Irish Advantage
Let’s talk about Ireland for a minute. The culture has always been about community. Remember the Meitheal? Back in the day, neighbors came together to get stuff done—harvesting vegetables and whatever else needed doing. That same spirit of collaboration is built into Irish DNA, and guess what? It’s the perfect foundation for shared leadership in the workplace.
Ready to Transform Your Leadership Approach?
Here’s the deal: shared leadership is more than a nice idea—it’s a competitive necessity. The business world is moving fast, and no single person can solve every problem. But when you tap into the collective genius of your team, you can handle whatever comes your way.
The question isn’t whether you should embrace shared leadership—it’s whether you can afford not to.
JVM Consultancy specialises in helping organisations transition to more effective leadership models for today's complex business environment. Contact us to learn how shared leadership can transform your team's performance and engagement.