In the work we do, we come across lots of leaders. Most of us have a story to tell about a leader who inspired us or had a positive impact on our lives in some way.
Some leaders are brilliant, and some of them are struggling.
Some love leading people and see it as the thing they get the most satisfaction from, others have become people leaders out of necessity, or because that’s the only way to progress.
Some are open to learning, or re-learning and see it as a way to get better and improve, others believe they already have all the skills, attitude and knowledge that they need to be brilliant.
As leaders, we all have strengths, weaknesses, fears, frailties, great ideas, crazy ideas. Sometimes we get things right, and sometimes we get things spectacularly wrong.
None of us are perfect. Despite all the lists which are posted about leadership attributes, there really isn’t a blueprint we can all follow to be a perfect leader.
But, one thing I’ve noticed about leaders is that the really good ones are intent on leaving a positive legacy.
Good leaders recognise that leadership is not just about today. It’s also about tomorrow. It’s about the mark you leave, the lives you touch and the change you ignite.
What is leadership legacy?
For some, it could be business growth, for others nurturing talent.
Some will want to transform their industry, others will want to create a great team or company culture.
Most of all, it’s aligning your behaviours and conscious actions with a legacy you want to leave.
And making sure that every day you take steps to move forward in the right direction.
Have you ever considered your leadership legacy?
What do you truly want people remembering your leadership for? What kind of leader do you want to be?
What impact do you want to leave? And do the steps you take every day really align with your desired legacy or are you unwillingly sacrificing lasting impact for the culture of fleeting wins?
Legacy: The Challenges
The challenge: what gets in the way of your leadership legacy?
- Focusing on short-term wins/gains.
- Organisational and personal values clash.
- We don’t give ourselves the gift of self-reflection or time to work out what we stand for.
- The short term of ‘the next move on the career ladder’ proves more tempting than the longer-term selfless/altruistic outcome.
- We compromise on authenticity to satisfy the needs of our bosses.
- Not being clear about where we want to go.
- We emulate how we have seen others lead… good, bad and indifferent.
Getting clear on your desired legacy:
- Ask yourself:
- What kind of leader do I want to be?
- How do I want my team/colleagues to remember me?
- What positive impact do I want to have made?
- Consider the knowledge, skills, attitude and behaviours that legacy requires you to demonstrate.
- Look at leaders you admire and then seek to understand what they stand for and how they behave day in, and day out. Learn from others!
- Ask for feedback from peers, colleagues, direct reports, and your boss either informally or as part of a formal 360 feedback process. This will help you hold up the mirror and see a true reflection.
- Be clear about your own values and your own behaviours. Do you walk the talk?
- Spend time on self-reflection, and honestly evaluate regularly where you are now.
Once you have clarity, remember:
- Legacy isn’t about titles. It’s about impact
- Authenticity is key, align with your core values.
- Start now. Today. This moment.
Take small actions every day to be the leader you want to be… as Gandhi said “Be the change you want to see”.
