“A society grows great when old men plant trees whose shade they know they shall never sit in.”
– Ancient Greek Proverb
Most leaders love the idea of leaving a legacy.
Fewer love the reality: letting go of control.
We like to think legacy is about big wins, bold moves, or a name in the history books. The ego whispers: Make sure they know it was you. Why? Because we crave significance. We fear irrelevance. Recognition feels like proof we’ve mattered.
But real legacy isn’t about being remembered, but what survives without you.
If the work only works because you’re there, you’re not leading, you’re bottlenecking.
Succession is the true test.
It’s leadership’s insurance policy.
Without it, one resignation can send everything into chaos, culture erodes, trust drains, and progress stalls.
And succession isn’t just for CEOs.
It’s for every leader, every mentor, every entrepreneur. A great mentor “successions” their mentee by making them thrive without leaning on them. An entrepreneur succession-plans for the mission to outlive their ownership. Even in families, succession is passing on values, not just assets.
Whatever your context, the question is the same: if you walked away, would what you’ve built endure?
That means:
- Giving away real responsibility, not token tasks
- Sharing your thinking, not just your decisions
- Letting people challenge you without consequence
- Creating systems that outlast your presence
Done well, succession doesn’t replace you, it multiplies you.
Here’s the hard truth: your legacy isn’t what happens while you’re there. It’s what happens when you’re not.
So, wherever you are in your career, first promotion or final year, start now:
- Who could take over tomorrow?
- What would collapse if you stepped away?
- Who needs your investment today to lead in your absence?
Would you rather be remembered for what you achieved, or live on in what you set in motion?
One fades when the spotlight moves.
The other lasts long after the stage is empty.
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