21 Secrets of Shared Leadership

The following list of 21 secrets, provide insight you can use as you continue to form your leadership core competencies. They are the bullet points you can continually refer to as you perfect the sustainability of the organization and grow the talent required for future success. Share this list with your team. Make sure each individual understands where they fit in the big picture. You will only be as successful as the total talent you bring to bear on the outcomes you desire. With solid understanding by all stakeholders and good talent, you can more effectively share your leadership task.


1. Most everyone must have the “characteristics” of a leader in today’s work environment.

2. You need to bring all the “right skills” together so your team can have impact.

3. Expect “participation from everyone” if you are to fulfill the expectations of the organization.

4. You need every individual to assume the “responsibility” to become a creative individual.

5. You must “create” the social climate (culture) which allows and encourages every stakeholder to contribute.

6. You must “maximize” the unique talents and skills of everyone on your team.

7. Everyone must feel they are responsible for the “destiny” of the organization. Ask and answer the question, what is our collective destiny?

8. Instead of a hierarchy of position, “create and foster a hierarchy of innovation and creativity.”

9. You must “ignite the creativity and innovation” of all the people so they are working at their very best.

10. Leadership is not a role, it’s a task – Leadership is a way of being.”

11. The “climate and soul” of the company should start at the top.

12. Many people will take on a leadership task if they really care about the outcome and have a “passion” about a particular problem, challenge or opportunity.

13. You should take “maximum advantage of coaches” and mentors from both inside and outside the organization.

14. Find the metaphors, stories, and examples from both inside and outside your industry that you can use to help “set the future” of your organization.

15. Make time and space for “periodic reflection” (where are we, where are we going, how do we get there together).

16. To keep pace with what is going on be much more “clear” in what needs to be done rather than simply trying to work faster.

17. Live up to the talk about “intellectual capital.” Knowledge is power.

18. Learning is “real work.” It must be part of your daily experience. Working and learning must be integrated into your daily routine.

19. People need to know their present “strengths” and apply them effectively for their own as well as the organizations future success.

20. You must continually be involved in and “accountable for your own self-development.”

21. The “quality of the organizational human capital” is its competitive edge!


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