Ten years ago, I had an inspiring conversation with the CEO of a company. He has an impressive track record at major global companies, but he made the decision to quit. Then he took up a position as a leader in a small, lowly prestigious company. I asked him the reason why he came to that big decision. He said that it was not an easy process for him. It took him several months to come to a final decision. He looked for the best reason for himself to accept the job. During that time, he often visited the company. One day, he saw how the employees of this company worked in a careless manner. The majority of its employees are young people with only elementary education. After several conversations with the employee, he discovered the reason why they had a negative work attitude. It's because they feel trapped to live in misfortune and a miserable life. He suddenly realized that he had found his mission in this company; to cultivate a better soul from these young people, not only the spirit to work but also the spirit to see life as a blessing.
After he joins the company, he always spends his time on the first day of employee training
new. He spends the whole day talking to young people and encouraging them to see life as a blessing. Currently, the company has the largest market share in its industry. Its services are considered to be the best in the country. The company is also expanding into other businesses, but he always chooses an industry that can open up opportunities for young people with a minimum level of education to work. This is a greater opportunity for him to touch the lives of poor young people and plant good seeds in their lives.
The search for leadership inheritance becomes a big struggle for leaders. This implies that the size
Leadership success is not only on the organization's current outputs but also on significant future outcomes. It is not measured but after their tenure. It doesn't just talk about the output but also about the impact. It is not thinking about how to pamper the shareholders or whoever they are responsible for but also thinking about how to fulfill the people they lead to their fullness. How to see that developing people is not only a process to increase the value of an organization's human assets but also as a journey of their personal growth which will make them satisfied with their life. Leaving a leadership legacy is a matter of trying to make a lasting impact.
Leaving a legacy is a long process that requires a high commitment. Commitment is based on causes and not on plans (Kouzes & Posner). That's the reason why a good leader must start by finding their true calling. Bill George, an advocate of Authentic Leadership, defines this process as finding our true purpose. Authenticity plays a very important role in leadership focused on creating impact and leaving a legacy. Now, the question is what is the authentic calling of our leadership? What legacy of leadership do we want? I believe the CEO at the beginning of my story has discovered and established his leadership legacy. How about us?
Ten years ago, I had an inspiring conversation with the CEO of a company. He has an impressive track record at major global companies, but he made the decision to quit. Then he took up a position as a leader in a small, lowly prestigious company. I asked him the reason why he came to that big decision. He said that it was not an easy process for him. It took him several months to come to a final decision. He looked for the best reason for himself to accept the job. During that time, he often visited the company. One day, he saw how the employees of this company worked in a careless manner. The majority of its employees are young people with only elementary education. After several conversations with the employee, he discovered the reason why they had a negative work attitude. It's because they feel trapped to live in misfortune and a miserable life. He suddenly realized that he had found his mission in this company; to cultivate a better soul from these young people, not only the spirit to work but also the spirit to see life as a blessing.
After he joins the company, he always spends his time on the first day of employee training
new. He spends the whole day talking to young people and encouraging them to see life as a blessing. Currently, the company has the largest market share in its industry. Its services are considered to be the best in the country. The company is also expanding into other businesses, but he always chooses an industry that can open up opportunities for young people with a minimum level of education to work. This is a greater opportunity for him to touch the lives of poor young people and plant good seeds in their lives.
The search for leadership inheritance becomes a big struggle for leaders. This implies that the size
Leadership success is not only on the organization's current outputs but also on significant future outcomes. It is not measured but after their tenure. It doesn't just talk about the output but also about the impact. It is not thinking about how to pamper the shareholders or whoever they are responsible for but also thinking about how to fulfill the people they lead to their fullness. How to see that developing people is not only a process to increase the value of an organization's human assets but also as a journey of their personal growth which will make them satisfied with their life. Leaving a leadership legacy is a matter of trying to make a lasting impact.
Leaving a legacy is a long process that requires a high commitment. Commitment is based on causes and not on plans (Kouzes & Posner). That's the reason why a good leader must start by finding their true calling. Bill George, an advocate of Authentic Leadership, defines this process as finding our true purpose. Authenticity plays a very important role in leadership focused on creating impact and leaving a legacy. Now, the question is what is the authentic calling of our leadership? What legacy of leadership do we want? I believe the CEO at the beginning of my story has discovered and established his leadership legacy. How about us?
