What to Do, How to Start, Learn to Let Go
So, what does shared leadership look like? Leadership isn’t about holding all the reins but knowing when to hand some of them over.
If you're a Board Chair or Executive Director, the power to shape a healthier, more dynamic organization starts with you. Shared leadership isn’t a sign of weakness or indecision—it’s a bold step toward sustainability, innovation, and greater impact.
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Distributing leadership unleashes potential.
Your job isn't to be the smartest person in the room—it’s to fill the room with smart people and enable them to act. When you share leadership, you invite collaboration, increase resilience, and make room for new ideas. Boards that expect their Executive Directors to carry everything risk burnout and stagnation. Instead, create a culture where leadership is distributed thoughtfully across levels and roles.
Focus on external leadership and hire a strong deputy or associate.
As an Executive Director (and Chair), your first step might be as simple—and profound—as naming a deputy, with authority and decision-making power. This not just your backup in emergencies; they are your partner in driving the mission forward. For boards, supporting this position signals trust in leadership and an investment in continuity.
You can't be everywhere. Your time is best spent building relationships, raising funds, shaping strategy, and serving as the face of the organization. A deputy can take on day-to-day operations, staff supervision, and systems management. Hiring a strong, values-aligned second frees you to lead externally—and do it better. Boards should prioritize funding for this role, understanding that internal stability drives external success.
Build your team.
If you're fortunate enough to have a leadership team, use it. Don’t silo decisions at the top—collaborate with your program and operational leads. Encourage cross-functional leadership, shared accountability, and transparency. The board’s role is to understand how this team functions and support its cohesion through policies and professional development investments.
Hire and keep top talent.
Top talent stays where they feel seen, trusted, and influential. When you delegate authority, not just tasks, you retain stronger staff and attract better candidates. Give your senior team space to lead initiatives, manage budgets, and represent the organization externally. Let your board know that distributing leadership isn't just a staffing tactic; it’s a long-term strategy for resilience and growth.
Nurture leaders in your network.
Leadership doesn't stop at your payroll. Look within your coalition, your partners, and your community. Emerging leaders may be ready to grow into bigger roles with your encouragement. Invest in mentorship, create advisory roles, and invite diverse voices to planning tables.
Boards and Executive Directors alike should think about the broader ecosystem of leadership and how to strengthen it for the future.
Shared leadership is more than a trend—it’s a necessity for success. For Executive Directors, it means stepping back so others can step up. For boards, it means recognizing and reinforcing the structures that support collaborative leadership for both the ED and the board itself. The path isn't always easy, but the reward is a more agile, inclusive, and prepared agency.
To go far, go together.
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This Week’s Additional Resources
Support for Executive Directors.
Productivity for Executive Directors.
All about productivity, calendars, and the nuts and bolts of being an ED.
Thriving in Your Role as Executive Director.
Leading Change.
How to steer an organization through change -- a step-by-step guide with lots of examples. Leading Change that Matters.
12 Month Budget Sample (Blank).
Sample Executive Director Reports.
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