The second question - “What will be possible?” - encourages you to envision futures beyond your current role and strategize the steps you’ll take to turn them into viable options. Then, think about what you need to do, starting now, to realize this legacy. Talent development: How will you hire and train people to take the organization into the future?ĭistill these into a concise, written personal narrative.Innovation: What will you do to foster creativity and develop new areas for growth?.Organizational transformation: How will you reshape the team and its culture?.Performance outcomes: What are the tangible results - for example, in terms of increased productivity or profitability - you will achieve?.Focus on what you want to be remembered for in your new position and what you want your team and peers to say about your leadership. The first question - “What will be true?” - asks you to outline the legacy you aspire to create and the story you will tell about your achievements. Of course, you may end up staying longer or leaving earlier, but try to make a rough guess about when you will have accomplished enough to be “done.” You’ll want to ask yourself two key questions: “As I wrap up this job, what will be true?” and “What will be possible?” Envisioning Your Leadership Legacy The starting point is to engage in what Dan Ciampa, the noted executive coach, defined as “era planning.” Your era is the anticipated duration of time you think you will be in the new position. In so doing, you can shape your early actions to lay the foundation for long-term success. As Stephen Covey expressed in his best-selling book, The Seven Habits of Highly Effective People, you want to “start with the end in mind.” This means envisioning what you want to accomplish in the new role so you will be ready to move beyond it and then working backward to map out how you will get there. However, it is essential to complement this “now-forward” planning with “future-back” thinking about your desired destination and what it will take to get there. When taking on a new leadership role, it’s natural to focus on the immediate challenges of making a successful transition, including accelerating your learning, building relationship with stakeholders, and securing early wins.
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