Reflections for International Leadership Week

Leadership isn’t just about the position you hold or the goals you achieve – it’s about the lasting impact you leave behind. As we celebrate International Leadership Week (ILW) and explore this year’s theme of “Lasting Legacies,” it’s the perfect opportunity to reflect on the imprint we leave on our organisations, communities, and the people we lead.

Your leadership legacy: More than just a title

When we think about legacy, we often associate it with grand achievements, financial success, or groundbreaking innovations. But true leadership legacy is about something deeper:

• The people you’ve mentored and developed.
• The values you’ve instilled in your organisation.
• The culture you’ve shaped and the way you’ve empowered others.
• The positive changes you’ve championed.

A legacy isn’t something you leave behind when you retire – it’s something you build every day through your words, actions, and the opportunities you create for others.

Organisations are failing to honour leadership legacies

Sadly, many organisations fail to handle the retirement or departure of experienced leaders with the recognition and care they deserve. Too often, leaders who have given years – sometimes decades – of dedication, navigating challenges and driving success, find themselves exiting with little more than a generic farewell email or a small gathering.

This isn’t just an unfortunate oversight; it’s a missed opportunity. When a leader leaves, so does their institutional knowledge, their wisdom, and the trust they’ve built. If handled poorly, it can leave teams feeling unmoored, disengaged, and undervalued, setting back organisational culture rather than strengthening it.

What defines a meaningful leadership legacy?

If you were to step away tomorrow, what would people remember about you? Would they recall your strategic decisions, or would they reflect on how you made them feel, inspired their growth, or created an environment where they could thrive?

1. The leaders you develop

The best leaders don’t just build successful teams; they build future leaders. Your legacy is carried forward by those you’ve mentored and empowered. Ask yourself:

• Who have I helped grow in their career?
• Have I encouraged others to lead with confidence and clarity?

2. The culture you cultivate

A leader’s influence is felt in the culture they create. Whether through fostering inclusion, psychological safety, or a spirit of innovation, the way you shape workplace culture will outlast any single project or initiative.

3. The values you champion

What do you stand for? Integrity, kindness, innovation, resilience? Leaders who leave a meaningful legacy stay true to their values, even when faced with challenges. Your team will remember what you fought for and how you navigated difficult times.

4. The changes you drive

Great leaders don’t just maintain the status quo – they challenge, innovate, and leave things better than they found them. Have you initiated changes that improved your organisation, industry, or community? Have you inspired people to think differently and push boundaries?

How organisations can help leaders leave a lasting legacy

For an organisation, how leaders exit is just as important as how they lead. Companies that handle this well don’t just show appreciation; they ensure the leader’s contributions continue to benefit the organisation for years to come.

Here’s how:

1. Honour their contributions with authentic recognition

Rather than a last-minute goodbye party, organisations should take the time to celebrate a leader’s impact:

• Host a meaningful farewell event that reflects their contributions and values.
• Share testimonials from employees who have been influenced by their leadership.
• Document key milestones they achieved and lessons they imparted.

2. Capture their knowledge before they leave

Long-serving leaders hold a wealth of experience that can be lost overnight if not captured properly. Consider:

• Conducting legacy interviews to document their insights and reflections.
• Encouraging them to mentor rising leaders in their final months.
• Creating a leadership transition plan that ensures continuity.

3. Provide meaningful transition support

Retirement or career transition can be a challenging shift, even for the most accomplished leaders. Organisations can:

• Offer coaching or mentoring opportunities for outgoing leaders.
• Involve them in advisory roles if they are interested in staying connected.
• Support them in reflecting on their next chapter, whether through writing, speaking, or consulting.

4. Strengthen their legacy beyond the organisation

A leader’s impact doesn’t have to end when they leave. Organisations can extend their legacy by:

• Naming initiatives, scholarships, or leadership awards in their honour.
• Inviting them back for guest lectures or special events.
• Encouraging them to document their leadership philosophy for future generations.

How to start building your leadership legacy today

If legacy is built over time, how can you be intentional about shaping yours? Here are three ways to start:

1. Lead with purpose

Clarify what you want your leadership to stand for. Be intentional about the values and impact you want to create.

2. Empower others

Create space for others to step up, contribute, and lead. True leadership isn’t about being indispensable; it’s about making others stronger.

3. Reflect and adapt

Your legacy is shaped by daily actions. Regularly ask yourself, what am I doing today that contributes to the legacy I want to leave?

What will your legacy be?

This International Leadership Week, take a moment to reflect:

• How do you want to be remembered as a leader?
• What changes can you make today to ensure your leadership has a lasting, positive impact?

And if you’re in a position to influence how your organisation supports its leaders, ask yourself:

• Are we honouring the contributions of those who’ve led us?
• How can we ensure our leaders’ legacies continue to inspire and strengthen our organisation?

Leadership is about impact, not tenure. Whether you’re a leader shaping your own legacy or an organisation responsible for honouring others, now is the time to ensure those contributions last.

What do you think? Please share your thoughts and reflections on #LeadershipLegacy and #ILW2025.