1. Be an Authentic Leader: Authentic leaders go beyond gathering employees and delegating tasks towards achieving the organizations common vision or cause. They’re humans first. They are relational, humble and transparent. They seek to grow and develop individual strengths and talents while challenging focused growth in areas of improvement.
2. Align your legacy to purpose: A leader seeking to develop legacy must understand that at the core of human existence is emotion and purpose. This is the what drives people to wake up every day and show up. To shape and sustain organizational culture, leaders must connect with the emotional side of their employees, creating a shared sense of purpose and motivation. People like to know they are valued, that they are more than just a number at work, and that their presence adds value to the organization. Furthermore, leaders need to foster a leadership culture where employees feel that the company cares for and is vested in them, as they vest their time, energy, and efforts into the company
3. Tie your goals to your mortality: As morbid it may sound, when goals are tied to death, it causes people deeply ponder on how they want to be remembered. This is mostly true of leaders who desire to leave a legacy. It creates for a more meaningful thought process and intentional decision making because such leaders strive to have an impact beyond the physical existence. Research has also shown that tying goals to our mortality results in people making better long term leadership decisions that benefit future generations.
4. Transparency is a two- way street: Many leaders expect to gain the trust and openness of their team. However, they withhold vital, non-confidential information about the organization, its goals and future plans. Transparency is a two-way street, and often times, when leaders are honest and vulnerable, it creates an atmosphere of trust and allows the employees and other leaders in the organization to do same. It also helps people see that the leaders are walking the walk, not just talking.
5. Be intentional about leaving a legacy: Ever so often, leaders get caught up in the minutiae of running an organization and lose sight of the big picture. In order to prevent this prevent this, leaders must be intentional in their goals of leaving a legacy. This requires introspective and reflective thinking, meditation and journaling. It also calls for openness to engage in dialogue about progress. Doing a weekly journal of goals is imperative. It is also imperative to have a quarterly goal which can be reviewed with other leaders to hold each other accountable. Lastly, a person is not a true leader if he does not develop and pull others along the way. Thus, mentoring is critical to leaving a legacy. A leader who desires to leave a legacy must take active steps to attract, develop and impact the lives of others in a meaningful and positive way. This in turn brings about fulfillment.
In summary, the quintessence of leadership is a great legacy that precedes your existence in the organization and life in general. It is how we are remembered. People may forget your title, but people will never forget that you helped them grow and develop into a better version of themselves.