I’ve been having the leadership legacy conversation with my coaching clients for years. In most cases, these conversations take the form of an exploration of what the leader wants to be known for and of course, what they want to leave behind after they’ve moved on for one reason or another.
Although this process continues to provide significant value for most leaders I work with, I’ve come to believe that the concept of legacy goes well beyond the realm of leadership. Webster dictionary defines legacy as, “anything handed down from the past, as from an ancestor or predecessor.” For many, leaving a legacy is associated with the end of one’s career and how their contribution has left things better off for the organization and its stakeholders. While this is important, today’s intensely competitive and complex work environment demands a broader view.