How do you create a lasting leadership legacy?
Based on the conversations I’ve had with some great leaders, they are very mindful and intentional about this. They understand that while financial results define where a company has been, leadership is a key indicator of a company’s future.
You see, the quality of leadership—at every level—has a huge impact on everyday operations, and it determines every employee’s level of engagement. That’s why the best leaders invest in their own development. They:
- Practice self-awareness. Understand your impact, limits, and challenge yourself to grow.
- Balance here/now with there/future. Know what got you here. Be fully present.
- Put people first. Practice compassion and encourage and equip others to succeed.
- Listen more than they speak. Practice humility: seek to understand, rather than to be understood.
5-Step Model to Create a Lasting Leadership Legacy
Leaders who are well on their way to create a lasting legacy understand how managers grow. They know that training alone is not the key to development; it is job experiences, coupled with coaching, feedback, and mentoring. Here is a simple five-step model you can adapt for your organization, regardless of size:
- Review your methods (and criteria) to identify leadership talent.
- Identify pathways to leadership: sequences of responsibilities that build capabilities and meet daily operational needs.
- Recognize each future leader in ways that highlights their strengths, personality, and contributions.
- Track and assess results, provide feedback and coaching, and when necessary, adjust for changes.
- Provide future leaders with opportunities to build relationships. When applicable, introduce future leaders to board members.
As I wrote in a previous post, here, line/department/business unit managers should be an integral part of the process. Clear assignment, roles, and responsibilities are key to success. However, it’s not unusual for managers to feel uneasy with the emotional and personal involvement effective talent development requires. Being a good coach or mentor requires knowing and discussing people’s talents and potential in ways that may seem intrusive. A qualified coach can help.
Great leaders exist in every generation. It’s just a matter of finding—and keeping—them. Preparation is the key to filling the leadership pipeline and creating a lasting legacy.
What do you think? What steps are you taking to create a lasting leadership legacy? I’d love to hear from you. I can be reached here, on LinkedIn, or give me a call: 561-582-6060.
