Redefining Leadership: The Case for Flexible Work Models
Leadership expectations have skyrocketed. Politicians, for instance, once dealt with just a handful of constituent queries weekly. Today, that number can exceed 2,000 daily. Yet, our work structures—especially at leadership levels—haven’t adapted to this new reality. Flexible work models like job sharing offer a practical, inclusive, and transformative path forward.
As Bronwen Bock, a seasoned board director and job-sharing political candidate alongside Lucy, put it during a recent discussion:
“Parliament should be like any other workplace where there are options for flexible work and job sharing. These approaches should start at the top, creating conversations that make it easier for others across the private and public sectors.”
The Problem with Traditional Leadership Structures
Traditional work setups, especially in leadership, rely on outdated expectations that don’t reflect modern life. Leaders are often required to be “always on,” leading to burnout, limited career options, and inequities in representation.
For example, women make up over 50% of part-time workers but hold just 7% of part-time management roles. Lucy Bradlow, Australia-first job sharing federal political candidate and strategic communications expert, noted this imbalance during the conversation:
“If you’re working part-time, there is a huge block in terms of people’s career progression. It’s really important to Bronwen and me that we create more options for people so they can continue thriving in their careers in whatever way of working suits them.”
Beyond gender, there are also generational challenges. Many older workers who could mentor the next generation leave the workforce entirely due to a lack of flexible options. Vic Stuart, Co-CEO of Beamible highlighted this issue:
“We have big cohorts nearing retirement who could continue contributing in fractional roles. Rethinking work structures to accommodate this is better for individuals and the economy.”
Flexible Work Models: Offering Alternative Approaches to Leadership Improves Retention, Diversity and Inclusion.
Flexible work models, such as job sharing, hybrid roles, and part-time leadership, allow people to meet professional and personal demands without sacrificing career progression.
Examples of Success
- In Politics: Lucy and Bronwen pioneered Australia’s first job-sharing political candidacy, showing how leadership roles can be reimagined.
- In the Private Sector: Catherine van der Veen and Lucy Foster, from AllianzRetire, and Australian financial executives, successfully shared C-suite roles, including as co-CEOs at Generation Life.
- Globally: In the UK, two senior agents share a high-stakes counterterrorism deputy director role, demonstrating the viability of job sharing even in critical positions.
Stephanie Reuss, Co-CEO of Beamible, captured the power of this innovation:
“When you provide flexible options, you don’t just retain talent—you attract the best. People will vote with their feet if rigid structures prevent them from thriving.”
Why Flexible Leadership Works
Flexible models aren’t just employee-friendly—they deliver measurable benefits to organisations.
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Enhanced Productivity
Job sharing often leads to higher output as partners bring complementary skills and fresh energy. As Bel pointed out:
“Research shows job-share pairs are more productive than individuals. They bring different networks, skills, and ideas to problems and opportunities, creating better results.” -
Stronger Talent Retention
Flexible roles keep skilled professionals engaged, particularly parents, caregivers, and older workers. Lucy shared:
“We have 58% of our workforce working part-time or in casual roles, but only 7% of management roles are part-time. That’s not valuing their skills fully.” -
Economic Value
Flexible work models unlock workforce potential. Vic underscored the importance of this shift:
“The workplace is the fifth leading cause of death in the US. Rethinking how we structure work is better for individuals, their mental health, and the economy.”
Overcoming Barriers to Flexibility
Despite the benefits, flexible work still faces skepticism. Common concerns include:
- Perception of Commitment: Flexible workers are often viewed as less dedicated. Lucy countered this:
“At the beginning of my part-time role, I set boundaries that I would absolutely not work on my days off. They respect me more because I deliver results within those limits.” - The Gender Stigma: Flexible work is often seen as a “women’s issue.” Bronwen challenged this stereotype:
“There’s a misconception that women are the only ones who benefit from flexible work. But we’ve spoken to so many men who feel the same push and pull with intense workplace cultures.”
To overcome these hurdles, organisations must implement clear structures and systems. Belinda Morgan, a Flexible Work Advisor, advised:
“Think about what objections might come up and have solutions ready—like sharing one email address for seamless handovers and allocating responsibilities clearly.”
A Vision for the Future
Leadership is not about being everywhere all the time—it’s about creating conditions for success. Flexible models redefine leadership by making it inclusive and sustainable.
As Lucy said:
“We need to stop thinking of flexibility as a niche idea. It’s an economic imperative to value all workers for their skills and ensure they can thrive in leadership roles.”
What You Can Do
Whether you’re a professional, an organisation, or part of a larger system, here’s how to drive change:
- Advocate for Flexibility: Start conversations about job sharing and flexible roles.
- Pilot Flexible Models: Test these approaches and measure their impact.
- Share Success Stories: Highlight examples of flexible leadership to inspire adoption.
Flexible work is not just a practical solution—it’s a redefinition of leadership itself. By embracing it, we build workplaces where talent thrives, representation broadens, and innovation flourishes.
As Steph summed it up:
“Providing flexible options isn’t just about meeting expectations; it’s about shaping the future of work for the better.”
Empowering Flexible Work with Beamible
Flexible models like job sharing succeed when supported by the right tools. Beamible simplifies the process by:
- Mapping Roles Clearly: Define tasks and responsibilities to avoid overlap and confusion.
- Simplifying Handoffs: Centralise workflows for seamless transitions between job sharers.
- Tracking Success: Measure outcomes and refine shared roles for optimal performance.
Beamible provides organisations with the framework to implement flexibility while maintaining productivity and alignment.
Want to see how Beamible can help you reimagine your workplace? Explore Beamible and start building a more inclusive, sustainable future for your team.
