If you’re married, you know the drill: You represent one family – and the legacy of generations before you. Meanwhile, your spouse represents a different family – and the heritage of people you never knew. Any couple who has successfully navigated this clash of “that’s-not-the-way-our-family-does-it” conversations knows the answer lies in these important steps:
1) Taking the best of both families…
2) …identifying the qualities and characteristics that allow your current family to be the greatest expression of itself…
3) …so the past is honored by delivering a legendary future.
Organizations face the same test as they work with legacy-this and legacy-that:
1) Legacy gets in the way when it brands an (old) group of people who represent only one way of thinking and doing. Legacy becomes legendary when we seek to identify and honor the inherent greatness within anyone, thereby setting a foundation for a greater future.
2) Legacy slows us down when one group is pitted against another legacy faction. (Hey, we’re married – aren’t we supposed to be creating a new legacy?) Legacy becomes legendary when we act as one team.
3) Legacy corrupts our leadership thinking when we no longer see people, but beliefs and paradigms. Legacy becomes legendary when our paradigms consistently evolve, allowing us to realize and release the potential within every person and team.
It’s worth asking your team: How are we using the term ‘legacy’? (What are the implications of that use?) And what is necessary to ensure any ‘group’ within our company has the ability to become legendary?