Paraphrasing Maya Angelou, people may not remember what you said, but they’ll remember how you made them feel. This sentiment encapsulates the essence of a leader’s legacy.
In the early days of my career, I had the privilege of working under a leader who made a significant impact on me. This leader invested a lot of time in helping me understand the culture of our organization and the expectations of my role. Thanks to their guidance and support, I quickly climbed the ranks. Their confidence in me and support of my growth helped me deliver work that was highly valued by the leadership team.
A few years later, I encountered a very different type of leader, when the manager who had hired me left the company. Unlike my previous mentor, the new leader was a micromanager. They were abrupt, inflexible, and dismissive of any viewpoint other than their own. They spent no time trying to understand how their team members wanted to be managed or supported. They made demands and expected them to be fulfilled with minimal interaction. Any success I achieved during this period was in spite of this leader, rather than with their help.
Both leaders left a lasting impression, but for entirely different reasons.
The first leader’s legacy is one of encouragement and growth. I remember their ability to inspire and foster a positive work environment, helping team members reach their full potential and providing opportunities to grow. Their positive influence created a ripple effect, and the behaviors of the motivated employees who followed in their footsteps contributed to the culture in meaningful ways.
While the work itself is important, an organization’s success hinges on leaders who create an environment that enables people to do their best work.
On the other hand, I remember the second leader for the stifling atmosphere they created. Their legacy was one of command and control, requiring things to be done their way in support of their success alone. Their inflexible approach hindered creativity and dragged down morale. Subsequently this area of the company experienced a downward turn and many exited because they became disengaged and disheartened, feeling boxed in and underappreciated by this leader.
The differences in their approaches showed me the profound impact leadership style can have on an organization and its people. While the work itself is important, an organization’s success hinges on leaders who create an environment that enables people to do their best work.
So how do you accomplish that? As I often tell my coaching clients, effective leadership requires trust, candor, humility, and grace. To put these qualities into practice and start building a legacy of positive leadership, consider these recommendations:
Cultivate Authentic Connections
Leadership is rooted in relationships. To leave a lasting legacy, leaders must cultivate authentic connections rooted in trust. This means taking the time to understand and appreciate each individual’s unique contributions and aspirations. It also means keeping their confidence and finding ways to connect with them. When people feel seen and valued, they are more likely to remember the leader who made them feel this way.
Inspire and Empower
Great leaders inspire and empower those around them. By sharing your vision and encouraging others to contribute their ideas, you create a sense of ownership and pride in the collective mission. Empowering your team to take initiative and make decisions builds their confidence and ensures that your influence continues through the actions of others.
Foster Growth and Development
Investing in the growth and development of your team is a surefire way to leave a lasting impact. Provide or create opportunities for learning and professional development and offer constructive feedback to help individuals reach their full potential. When people grow under your leadership, they carry forward the lessons learned and gratitude for your guidance.
Lead with Empathy
Empathy is a cornerstone of effective and high EQ leadership. By putting yourself in others’ shoes, you demonstrate genuine concern for their well-being. Empathetic leaders help team members feel supported and understood, particularly when they are experiencing tough times at work or personally. People will remember how you treated them long after you’ve moved on.
Operating with transparency and a willingness to grow not only enhances your credibility but also fosters an environment where everyone feels safe to try, ensuring a legacy of continuous improvement.
Model Integrity and Humility
Integrity and humility are hallmarks of respected leaders. Leaders who remain true to their values (even when faced with challenges), and who acknowledge there is always more to learn, set a powerful example for others to follow.
Celebrate Achievements
Recognizing and celebrating achievements shows your team members that you see and acknowledge their hard work and accomplishments. That feels good. Team members who experience positive feedback and recognition tend to pass it along to others, creating a chain reaction that results from effective leadership.
Champion Innovation
Leaders who are open to change and innovation leave a dynamic and forward-thinking legacy. Encourage your team to explore new ideas and challenge the status quo. By fostering a culture of creativity and adaptability, you ensure team members build their “what if?” muscles and gain confidence. Then, ideally, the next big idea won’t need to come from you.
Embrace Accountability
Owning actions and decisions, admitting mistakes, and learning from them all create a culture of responsibility. By holding yourself accountable, you set a standard for your team to follow. This transparency and willingness to grow not only enhances your credibility but also fosters an environment where everyone feels safe to try, ensuring a legacy of continuous improvement and a willingness to take smart risks.
Making a Lasting Impact
The way we make people feel is a powerful component of our legacy as leaders. In the end, it’s not just about what we want to achieve, but also about how we help others rise to meet their potential. This creates a culture that makes work meaningful and engaging.
When faced with the stresses of organizational leadership, it’s important to take the long view rather than focusing solely on immediate challenges. Consider these guiding questions:
- How do you want people to remember you?
- What thoughts do you want your interactions to inspire?
- How do you hope someone will finish this sentence? “When I was part of their team, I felt…”
Reflecting on these questions can guide you in crafting a legacy that lingers for the right reasons, shaping a positive and impactful environment for all team members.
