Over the past couple of weeks I’ve written about how successful leaders build thriving teams, along with what necessary steps we need to take to not only encourage organizational growth in the months and years ahead, but how we can help our employees to adapt to changes we need to make to ensure we achieve our shared purpose.
As is often the case when we write about leadership, the focus tends to be on what we can do today to improve how our organization operates going forward and hopefully, achieve the kind of success we envisioned when we first took on this leadership role.
And yet, a common theme running through the past couple of pieces I’ve written here on my blog also lend themselves to the idea of looking beyond our time serving as leader and to what we’ll leave behind as the legacy of our time serving as the steward for our organization’s vision and shared purpose.
When I announced to my Governing Board team my decision to resign as chairman a few months back, the news was met with some disappointment and sadness, followed by an impromptu round of applause when I revealed my plans to run in the upcoming school board elections for school board chairman. In the time since making this announcement, there’s been a feeling of assurance among my team members about the future, with a few of them telling me that they know that the team will be fine without me.
While it might sting at first to hear that those you lead are confident that they can move along without you, it’s probably the biggest compliment we can get as leaders when the time comes for us to hand over the helm to someone else.
When we see that those we lead meet our impending departure not with trepidation or concern, but with sadness and appreciation, we know that we’ve Click here to continue reading »”What Will Your Leadership Legacy Be?”