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Episode 39 - The Secret to Jobshare Success - Clear Rules, Shared Trust.
In the latest episode of the podcast, We spoke with Monique Kent and Simon Oliver, who job share the Head of Communications role at Imperial War Museums.
Together they lead a major national organisation across five sites, manage a large team, and handle everything from long-term strategy to crisis communications.
This partnership came together following Monique’s return from parental leave with Simon having covered the role full time during this period and then suggesting this set up during the handover on her return. Having shared on a traditional 3+3 basis for a significant period of time, they now operate a 3+5 model with Simon flexing up to work on strategic priorities on 2 of the days.
A few key takeaways from the conversation:
🔹 Clarity is essential – job sharing only works when there’s a clear system that everyone understands
🔹 Trust is non-negotiable – backing each other’s decisions is fundamental
🔹 Boundaries matter – knowing when to step back is just as important as knowing when to step in
🔹 Different strengths are an advantage – complementary skills can create better outcomes than a single “all-rounder”
🔹 Job sharing builds resilience – for individuals and organisations
Their story is a powerful reminder that flexibility at senior levels isn’t about lowering the bar, it’s about designing roles in a way that keeps great people, improves decision-making, and supports sustainable careers.
If you’re curious about job sharing, returning to work after parental leave, or rethinking how leadership roles are structured, this episode is well worth a listen.
If you want to find out about how jobsharing can benefit your organisation, please visit
www.TheJobshareRevolution.co.uk
or find us on LinkedIn or Instagram @TheJobshareRevolution
View all episodes
By The Jobshare Revolution LtdIn the latest episode of the podcast, We spoke with Monique Kent and Simon Oliver, who job share the Head of Communications role at Imperial War Museums.
Together they lead a major national organisation across five sites, manage a large team, and handle everything from long-term strategy to crisis communications.
This partnership came together following Monique’s return from parental leave with Simon having covered the role full time during this period and then suggesting this set up during the handover on her return. Having shared on a traditional 3+3 basis for a significant period of time, they now operate a 3+5 model with Simon flexing up to work on strategic priorities on 2 of the days.
A few key takeaways from the conversation:
🔹 Clarity is essential – job sharing only works when there’s a clear system that everyone understands
🔹 Trust is non-negotiable – backing each other’s decisions is fundamental
🔹 Boundaries matter – knowing when to step back is just as important as knowing when to step in
🔹 Different strengths are an advantage – complementary skills can create better outcomes than a single “all-rounder”
🔹 Job sharing builds resilience – for individuals and organisations
Their story is a powerful reminder that flexibility at senior levels isn’t about lowering the bar, it’s about designing roles in a way that keeps great people, improves decision-making, and supports sustainable careers.
If you’re curious about job sharing, returning to work after parental leave, or rethinking how leadership roles are structured, this episode is well worth a listen.
If you want to find out about how jobsharing can benefit your organisation, please visit
www.TheJobshareRevolution.co.uk
or find us on LinkedIn or Instagram @TheJobshareRevolution