In an interview with Co-Managing Director and co-owner Anna Hug of HUG AG, we take a look at topsharing in practice. Since 2020, she has shared executive management with her uncle Andreas – cross-generational, collaborative and successful. How does this leadership model work in day-to-day operations? What opportunities and challenges does it bring? And what advice does Anna Hug have for other companies considering topsharing? Answers to these questions and many other insights can be found in the following article.
Topsharing at HUG AG – a practical experience
Interview with Anna Hug, Co-Managing Director of HUG AG.
Since when have you been working with this "topsharing" model?
Anna Hug: Since January 2020 we have been working with the topsharing model, together with my uncle Andreas. He represents the 4th generation and I the 5th.
What was the decisive reason for you (and the company HUG) to choose this model?
As part of the succession planning, we came to the idea of a co-leadership model through a longer process. For me, this model allows part-time work and enough time for my family life alongside work. For my co-leader Andreas, who had managed the company for many years, it offered a perspective of working part-time and gradually handing over responsibility.
Did you have any role models in doing so?
No, I didn’t.
What has your experience been like? What are the advantages?
We’ve had very good experiences with the co-leadership model. The advantage for the company is that we complement each other very well and bring a broader perspective together. In addition, we can ensure representation at all times – which proved especially valuable during the pandemic.
What challenges have you had to deal with? Were there any internal resistances?
The co-leadership was very well accepted internally, also thanks to a strong management team that was very open to this solution. One challenge is certainly the need for good communication and coordination between us.
What are the key factors for successfully introducing topsharing?
From a personnel perspective, it requires team orientation, openness to different approaches, and a high level of trust. If someone is power-sensitive and prefers to have their own turf, it won’t work. There must also be clearly defined responsibilities. We clarified these before starting: I lead the Markets area, my uncle is responsible for Operations including production, logistics, HR and more.
Does the understanding of leadership need to change first before topsharing can be successfully introduced?
Even before introducing the co-leadership model, the HUG family already practised a contemporary leadership culture. We call it the “Sorry Culture”: we encourage our employees to make decisions independently and to take personal responsibility. As co-leaders, we ourselves make relatively few decisions.
Would you recommend other companies to consider the topsharing model? If yes, why?
The topsharing model alone does not guarantee success, as it also requires the right strategy and a capable team. In any case, we can recommend the co-leadership model. We were also surprised by the positive response we received in our network as a result of the co-leadership model. It has positively influenced our image as an attractive employer.
What approach would you recommend to a company that is interested in this model?
Seek out exchanges with people already working in a co-leadership model – for example, on platforms like WeShare. It is essential to carefully consider which rules will apply within the co-leadership.
Thank you very much for the insightful interview!
Brief profile: Anna Hug and the company HUG AG
Anna Hug manages HUG AG as Co-Managing Director together with her uncle Andreas Hug. Anna represents the fifth generation of management, is a co-owner, and has been working in the company for over 10 years. Together, the duo leads the company based on three core values: warmth, entrepreneurship and conscientiousness – that’s HUG.
HUG AG, with its three brands HUG, Wernli and DAR-VIDA, as well as a high-quality gastronomy range, employs around 380 people across its three locations in Malters, Willisau and Trimbach. HUG was founded in 1877 as a bakery in Lucerne and is still family-owned in the fifth generation. ChatGPT fragen