Bringing strong results is a big part of being a leader. As you get to know your people and your organization better, driving good results becomes easier as time goes on. However, if you want to be a great leader you need to help the organization be prepared to keep performance at a maximum even when you are gone. One way to achieve this level of performance is through the use of professional executive coaching, and the methods that they bring The best leaders in history didn’t just make an impact on the people they lead; they left a lasting legacy with their leadership. By setting new norms in your organization and being highly prepared with your succession planning, you can leave behind a significant impact that will stay with the organization long after you leave.

Creating New Leadership Norms

Leadership is as unique as the individuals who embody it. Every leader navigates their role with a unique style and approach that is tailored to both their personal strengths and the distinct needs of their teams. This individuality ensures that no two leadership landscapes within organizations are identical. To get a picture of what the current leadership landscape looks like, tools like assessments and surveys prove invaluable. They paint a vivid picture of the strengths, weaknesses, and opportunities within an organization’s leadership paradigm.

However, understanding the current leadership landscape is just the starting point. As a leader, you must envision the leadership style that would best serve the organization’s future. This involves introspection: identifying the gap between the current state and the desired future. And bridging this gap requires more than just surface changes. It demands a deep dive into the core values that will shape this new leadership identity. For instance, if transparency is a chosen core value, it’s imperative to lead by example. Being consistently open, authentic, and accountable sets a precedent for the entire team.

Yet, the journey to sculpting the ideal leadership landscape is not always linear. It’s not merely about tweaking techniques or modifying actions. It requires a foundational shift in mindset and a radical rethinking of established norms. Such transformative shifts are rarely instantaneous. They demand patience, persistence, and unyielding commitment. However, the rewards are unparalleled. Successfully navigating this transition doesn’t just uplift leadership standards but also catalyzes a positive metamorphosis in the overarching company culture. In this manner, leaders don’t just influence; they inspire lasting change.

Strong Succession Planning

Succession planning is about more than just preparing replacements for retirees or soon-to-be-vacant roles. In the unpredictable world of corporate life, surprises are a given. Leaders might depart abruptly, or unforeseen circumstances might mandate swift structural changes. In such scenarios, a strong succession plan acts as an anchor, ensuring that the ship doesn’t go adrift.

In sculpting these strategies, you must be discerning. It’s not about finding replacements, but identifying future torchbearers. High-potential employees, brimming with promise and drive, are the perfect candidates for succession mentorship. These individuals, given their intrinsic motivation and capability, are likely to be deeply engaged in the learning process, viewing it not just as a training exercise but as a reward and opportunity for growth and contribution. Leaders who invest in their people with the use of professional executive coaching often have a higher retention rate in their employees, because they each see and appreciate the value in themselves and their top talent.

Another important aspect to look for when building your succession planning strategy is mindset. Choosing a leader to replace your position after retirement can be a challenging process. Looking for alignment in mindsets and ways of thinking is a good place to start. By actively building a strong leadership framework and educating your successor through mentoring, you can ensure that the leadership framework will be built on as a lasting legacy.

To summarize, leadership isn’t just about the tenure; it’s about the impact that outlives the tenure. By meticulously crafting a leadership framework that brings in new ways of thinking, and bringing a strong succession planning strategy, leaders can ensure all the change they helped create transcends them. Their leadership legacy will live on in the organization long after they are gone.