LEADERSHIP LEGACY 2

Leadership Legacy

Leadership legacy includes all the positive changes that one leaves behind as a result of
application of their passions and talents. Even though the term “leadership legacy” suggests
that only certain types of people can leave leadership legacy in an organization, anyone can
leave leadership legacy. Employees without any leadership position in an organization can
leave a leadership legacy just as much as an organization’s top management.
There is also no specific type of leadership legacy that one ought to leave. People leave
legacies based on their passions, skills, and talents. Since these qualities are unique to
individuals, leadership legacy is generally unique and personal. Personally, I believe that the
kind of leadership legacy that is important to leave behind after retiring or leaving a workplace
is one that helps other employees become better as professionals and as individuals while at
the same time creating lasting positive change to the organization. Examples of such
leadership legacies include training new talent, transferring knowledge and expertise to juniors
or younger employees, and mentoring.
This type of legacy is important because, in addition to providing the person leaving it
with satisfaction, it also helps the organization to have highly knowledgeable and skilled
employees to help it achieve its long-term goals. As for the employees who benefit from such
legacy, even if they leave the organization, they will remain highly valued employees
wherever they will be employed.
Thus, for employees that are about to retire or leave an organization, the best
leadership legacy that they can leave behind is one that involves empowering others, such as
starting a mentorship program for employees to acquire valuable leadership skills. Such a
program, if successful, allows an employee to leave positive change in organization.