Start Strong, Finish Stronger: 5 Steps to Transform Your New Role into a Legacy

With the new promotions announcements, the rush to complete the first 90 days in a new role is in full swing. The 90-day plan is widely regarded as a critical framework for new leaders. It offers a structured approach to making a positive first impression, establishing key relationships, and securing early wins. This period is crucial because it sets the tone for the rest of your tenure and provides a clear roadmap for your initial efforts.

The First 90 Days: Framework and Drawbacks

However, while the 90-day plan is valuable, it often places too much emphasis on immediate, short-term achievements. This can lead to a reactive rather than proactive approach, where leaders focus on quick wins instead of long-term strategies. The pressure to show results quickly might cause leaders to overlook deeper, systemic issues that require more time to address. Additionally, a narrow focus on short-term goals can lead to burnout and a lack of sustainability in your initiatives. Instead, viewing each new leadership role as an opportunity to build a lasting legacy can yield more meaningful and enduring results.

Think Leadership Legacy

When stepping into a new role, our initial focus often centers on immediate tasks: understanding the business, building relationships, and securing early wins. However, true long-term success and influence emerge from a more profound impact. Consider this: when asked “Who was the best boss you ever worked for?” most clients mention someone who engaged with them, brought out the best in their team, and had a clear vision for the future—that kind of leader has left a legacy.

What is Leadership Legacy?

Leadership legacy refers to the positive impact a leader leaves on their organization, team, and followers. It encompasses not only tangible achievements during their tenure but also the intangible influence that extends well beyond their time in the leadership position. A legacy is more than a list of accomplishments; it shapes the people led and the organization as a whole.

For Yourself: A legacy provides fulfillment and purpose, knowing that your contributions have made a lasting difference.
For Your Team: It fosters an environment where team members thrive, grow, and carry forward the values and practices instilled by their leader.
For the Organization: A legacy contributes to sustained success, resilience, and a positive culture that endures even after the leader has moved on.

Why is it Important?

Leaders who aspire to make a meaningful impact recognize the importance of leaving a strong legacy. By creating something lasting, they maximize their influence and contribute to the organization’s long-term success.

Moreover, defining a legacy serves as a guiding North Star for future leaders. It establishes a standard of behaviors, values, and achievements that align decision-making with the organization’s overarching goals.

“You can run a company, you can manage and organization, but you can lead only people.”

— Simon Sinek

How to Build Your Leadership Legacy

Building a legacy involves more than just focusing on metrics and outcomes. It requires a commitment to personal development, continuous learning, and a dedication to mentoring and developing others. Leaders who prioritize legacy leave behind teams that are not only high-performing but also capable of adapting and thriving in future challenges. This approach ensures that the impact of your leadership is felt long after your tenure ends, contributing to the long-term success and stability of the organization.

5 Steps to Build Your Leadership Legacy

1. Engage in ‘Era Planning’

As you take on your new job, think about what you hope to accomplish by the end of your tenure. For example, what will be true when I finish this job, or what will be possible after achieving my goals?

2. Envision Your Leadership Legacy

Next, outline the legacy you aspire to create by focusing on key areas. Performance outcomes, what are tangible results that will increase productivity and profitability for your organization? Culture, how will you foster creativity and growth in your organization? Organizational transformation, what kind of culture do you want to create, and how will you accomplish it? Lastly, determine how your organization will develop people who will lead the organization in the future by strategizing on the capabilities it will require.

3. Create Future Possibilities

Identify potential future paths as a leader by looking beyond your current role. What are your future possibilities? Brainstorm and develop action steps to accomplish them. Identify your own skills gaps and determine where and how you can develop them to achieve your future goals. You can build bridges between your current and future roles by connecting with others, expanding your knowledge or experimenting with new situations.

4. Develop a Plan

Formulate a strategy and take action to close your skill gap. Build the bridges necessary to make your future possibilities or dreams a reality. Set specific goals, and hold yourself accountable.

5. Balance "Now-Forward" with "Future-Back" Planning”

While focusing on immediate tasks, keep your long-term vision in mind. This balance will help you make decisions that accelerate your transition, create a lasting impact, and support your continued career growth.

Integrate Legacy-Building into Your Strategy

By integrating legacy-building into your leadership and career strategy, you can achieve a balance between immediate successes and long-term impact, ensuring that your time in the role is both effective and meaningful. This balance helps create a leadership style that is both visionary and grounded, leading to a lasting positive influence on your team and organization.

Final Thoughts

By taking these steps, you could enhance your leadership role and leave a legacy while adding additional layers of meaning. The best way to predict the future is to create it, as Peter Drucker said. Working with a coach as a thinking partner can help you make sense of these demanding executive roles and find the outcomes you desire for your organization, the business, and your legacy. While the demands of different stakeholders may pull you in different directions, having a safe space to breathe and think can be your sanctuary for delivering in your role.

What will be your legacy?

For more information on leadership legacy, onboarding, and leadership branding, reach out to Karin Wellbrock (karin.wellbrock@kaygroup-asia.com).