Shared leadership is double the joy - for everyone: the line manager, the team and for the job-sharing duo themselves, who no longer have to choose between career and family. Because both are possible. Laura Mödder and Lara Wölk, Category Development & Pricing Ware full-range, on the importance of communication, similar expectations, trust - and humour.
Laura Mödder and Lara Wölk share responsibility for two teams of 15 employees as Head of Category Development & Pricing for full-range goods. They started in January 2024, first with Category Development and then this March with Pricing. Laura Mödder works 24 hours a week, Lara Wölk 28, spread over a 4-day week so that they overlap on certain days and have time for coordination and joint projects. In addition, each working day is covered by one of them.
one: Laura, Lara: How did the job share come about?
Laura Mödder : We had known each other professionally for a long time, but we became friends in our private lives while we were on parental leave at the same time. We were both senior managers before we had children. I originally managed the Category Development team on my own, but wanted to reduce my hours. Our boss then came up with the idea of job sharing.
one: How did the idea come about for you, Lara?
Lara Wölk: I kept in contact with our boss during my parental leave and heard his thoughts on the matter. We also know each other privately through our children, who are the same age, and we get on very well. I was therefore able to get used to the idea very quickly and shared his opinion that it could work well with both of us.
one: Did you still face any challenges at the beginning?
Lara Wölk : I was new to the team, so everything was new to me at first. Laura had already led the team before and knew the people and topics. Familiarising myself and quickly adding value to the team was certainly my first challenge. I was therefore really happy when I quickly received feedback that everyone appreciated that I was there and that I would bring a new perspective.
Laura Mödder: So far, we have only received good feedback from our team. Everyone appreciates having two senior managers with different perspectives and expertise who nevertheless complement each other well. But of course, there are also challenges. We always have to be very well coordinated if we are not there at the same time on one day and a topic has to be continued by the other on the following day. That's why we have regular jours fixes and ensure an efficient flow of information via a joint one-note.
Lara Wölk
one: How do you divide the work between you?
Laura Mödder : Basically, we manage the team together, we didn't want to split it up, which would certainly also be a possible approach for job sharing.
Lara Wölk : We work together as much as is necessary and sensible - and as little as possible so that we don't do everything twice. Each of us has key areas where the other can't cover 100 per cent. During the holiday period, we try not to overlap. If it does happen, it's not the end of the world. After all, teams with just one senior manager are still able to function when they are on holiday or sick..
one: More presence is therefore a plus point for job sharing. What other advantages are there?
Laura Mödder : Both our team and our boss benefit from our "dual expertise". And the advantage for both of us is obvious: a part-time management role would be difficult with the demanding topics. But with job sharing, we can be senior managers without having to make a decision: Career or family.
one: Do you know why it works so well in your tandem?
Lara Wölk : We didn't have to do much to make it work. In terms of our management style, we have a similar mindset, similar values and approaches. That's why it's easy for us to represent each other. If I have to make a decision in Laura's absence, I know that she will go along with it.
Laura Mödder: We also have a similar private situation with young children. It goes without saying that we have each other's backs. It's important in case there are misunderstandings: Be open and transparent, talk to each other quickly, put expectations and ideas on the table. I have a great sparring partner in Lara. We discuss a lot of things and I benefit greatly from the way she deals with some things.
Lara Wölk: Exactly, communication is very important. Before a challenging situation, we talk about it and then we give each other feedback. Laura is my coach at eye level. And trust plays a big role. We also get feedback from the team that we work harmoniously. That makes us happy.
Laura Mödder
one: What do you appreciate about each other?
Lara Wölk : I value Laura's professional expertise, I've learnt a lot from her. I can trust her implicitly. And I appreciate her empathy.
Laura Mödder: I can confirm all of that with Lara as well. Her expertise and personality make her a great asset to our team. And I appreciate Lara's sense of humour. We laugh a lot together. That makes everyday working life easier, even in challenging moments.
one: Finally, your tips for colleagues who are interested in a job-sharing model:
Laura Mödder : It's essential to compare expectations and attitudes in advance, whether in terms of personnel management or personal career plans. You should respect each other professionally and like each other as people because you work together closely and a lot. And listen to each other.
Lara Wölk: It's also important to know: Job sharing is always a bit more than an FTE or full-time position. We both work 52 hours a week together, because we work on some topics together and need time for coordination. Therefore, more than one full-time position must be available when considering a similar job-sharing model.
Laura Mödder: In the context of work-life balance, job sharing is definitely a model worth considering from our point of view.