Leaving a Leadership Legacy
Author
Lisa Stevens
Director of Executive Development
LIMRA and LOMA
Figure 1.
Figure 2.
| Just Getting Started | Dusting Off My Legacy | Tools/Resources | |
|---|---|---|---|
| Reflect | What does having a leadership legacy mean to me? | How purposeful is my existing legacy? What changes are needed? | Personal reflection Conversations (Leader/Mentors/HR Partner) |
| How do I want to be remembered? | Personal reflection ("audit your leadership purpose, beliefs and values") | ||
| What level of commitment will I make to establishing my legacy? | |||
| Revisit | How do I show up to others? Do my actions align with my desired legacy? What would others say if asked about how I show up? How will decisions I make today shape the future of the organization/industry? |
Leadership assessments (e.g., 360, DiSC, Hogan, MBTI, StrengthsFinder, etc.) Performance and development plans Employee engagement data Other feedback and unconscious behaviors Conversations (Leader/Mentors/HR Partner/Team/Peers) Personal reflection |
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| Reach | Who can help me shape my legacy? How can they specifically provide guidance? | Personal Reflection Establish my "personal board of directors" for guidance | |
| Reaffirm | How and when will I revisit my legacy? How will I hold myself accountable? How will I assess how my defined legacy aligns with how others currently view me? |
Intentional personal commitment Support of my personal board of directors |
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