You may know us at Ginibee® for our Job share expertise and our mission to make successful Job sharing more accessible. Since we set up our mission in 2013, just ahead of the right to request flexible working legislation update, we have focused exclusively on Job-sharing and have analysed, supported, trained and matched a variety of successful Job-share partnerships.
During this process, we’ve gleaned a lot of knowledge and insight about specific interventions which can help or hinder success as a Job share. We have built this into our platform, to make the process of accessing or retaining talent in successful Job share partnerships easier and more accessible to employers and candidates.
In our experience, one of the most common barriers we continually come across is a misunderstanding of the term Job share, often caused by an assumed understanding of what one is and which inevitably leads to questions like:
“How can it work in more senior roles?”
“How do you find someone just for half the week?”
Or worse, leading to limiting beliefs and assumptions that it can’t be done at a more senior level.
This makes us wonder whether the term itself is limiting the adoption of a successful approach and this is the reason why we would like to suggest a more suitable term.
The limits of our language
In a previous blog post, we have talked about the difference between part-time and Jobshare but when we look at the approach taken by successful models, the word “Job share” is entirely misleading. Why? because professionals in successful partnerships don’t choose the approach because they want to “share" a "job”, instead they choose to commit to a full-time partnership in order to access the career progression and time for life this approach offers; a subtle but fundamental difference, especially when it comes to senior level roles.
Using the term Job share implies to some, that the model is simply about covering the logistics of a specific job, as opposed to empowering talented professionals to deliver full-time continuity. It's a subtle but crucial difference, especially in mindset. The former approach often leads to the incorrect assumption that two people working different hours with the same role title are a Job share. If there is not continuous delivery on a full-time basis, then the role is part-time.
Success in Job sharing is about expecting full-time continuity and empowering talent to deliver it. We feel that a more suitable word to describe the mindset behind successful approaches to this type of flexible career strategy is a “Talent Partnership” mindset.
What Is a Talent Partnership?
A Talent Partnership is when two people partner up for a period of their career to deliver their role as a full-time partnership. A Talent Partnership will always have a handover, communication protocol and are accountable together for the continuous delivery of the full-time duties; this can be part of a flexible career or a talent development programme.
A successful approach is to seek like-minded talent and commit to forming a partnership together in order to access or retain a full-time career. As such we believe this the term "Talent Partnership" more accurately portrays the mindset required to achieve success as a Job share.
What is different about a Talent Partnership?
A Talent Partnership is proactive, motivated and ambitious. They often emerge naturally as opposed to being forced or imposed and although it’s not necessary to know your Talent Partner before starting a new role together, it is crucial to approach the set up correctly.
A Talent Partnership could last for as short as 6-months just to get you back into full-time employment after having a baby, or having a longer period off work. Or, like Charlotte Cherry and Alix Ainsley who have successfully changed employers and climbed the career ladder as a partnership, your Talent Partnership could last for your entire career.
What do you think about our term "Talent Partnerships"?, please share your thoughts.
Sara is the founder and CEO of Ginibee and a proud mum of two legends. Absolutely passionate about making successful Job sharing accessible, Sara set Ginibee up with the sole mission of "making successful Job sharing accessible" and has specialised in optimising and similifying the process to create successful Job shares since 2013 and in doing so has created a unique into a purpose-built platform, to accelerate the creation of Talent Partnerships.