INTHEBLACK April 2025 - Magazine - Page 52
WORK SMART
A LASTING IMPRESSION
According to Prina Shah, workplace
transformation consultant and author of
Make work meaningful: How to create a culture
that leaves a legacy, legacy-building is about
much more than simply “leaving your mark”.
“It’s not about ego,” she says. “It’s about
the contribution you make to enable others
to thrive and succeed.”
Shah has listened to a broad range
of legacy aspirations. She says some people
seek to cultivate psychologically safe
workplaces, while others mentor future leaders
to ensure the next generation is more capable
and diverse.
“Some want to redefine what leadership
looks like in their industry,” she adds. “Others
focus on creating a sustainable organisational
culture that supports wellbeing and inclusion.”
Here are four steps to building a legacy
that lasts.
says Fenwick. “You might want to support new
recruits coming into the organisation within
their first six or 12 months, or emerging leaders
might be your focus.”
Networking events and social media
platforms can also provide forums for
wisdom-sharing, which Shah believes
is one of the most generous ways to build
a legacy. She sees mentoring as a great way
to guide others, “not by giving them the
answers, but by helping them find their own”.
Similarly, being a trusted sounding board
can leave a powerful legacy. “Make yourself
available as a reliable confidant for others,”
suggests Shah. “Provide honest and
constructive feedback.”
3. DEFINE WHAT SUCCESS LOOKS LIKE
The first step towards establishing a workplace
legacy requires people to reflect on the impact
they want to have.
“Ask yourself, ‘What will people say about
my contribution when I’m gone?’” advises Shah.
One way to articulate this is by undertaking
a “tombstone coaching” exercise, which
Fenwick uses with clients, where they imagine
they are in the last days of their life. “On that
last day, are you going to look back on your life
and feel a level of fulfillment?” he asks. “Were
you true to your word? Did you live by your
values and achieve what you said you would?
Was that the thing you really wanted to do?”
As with any goal, when planning a legacy,
Fenwick recommends defining what success
looks like.
“Once you’re clear about your destination,
identify potential roadblocks and the people
who need to be part of the journey.”
Setting a basic timeline can also be helpful.
“For example, if you have five years left in your
career, what are the key things you want
to impact along the way?” asks Fenwick.
“In essence, you’re creating a checklist of
the things you want to achieve.”
In addition, he encourages people to reflect
on their chosen legacy and why it is important.
“There will always be times when it feels too
hard or you don’t have the time,” he says.
“But if you’re connected to your ‘why’, that’s
your internal motivator and the fuel that’s
going to push you forward.”
2. IDENTIFY HABITS AND BEHAVIOURS
4. GET STARTED BUILDING A LEGACY
Fenwick then asks clients to use these insights
to identify what they could do better in their
current life, as well as the habits or behaviours
they would need to implement to bring their
legacy to fruition.
This might mean becoming the person
that is always present and gives people their
undivided attention during meetings,
for example, or acknowledges a team
member’s achievements every week.
It could mean finding opportunities to share
wisdom. “If you’re wanting to impact a wide
group of people, you might suggest doing
informative lunch-and-learn-type sessions,”
The best time to think about legacy is always
now. “It’s not something to leave until you’re
about to retire or move on,” Shah says.
She recommends starting with small,
consistent actions: aligning behaviour
with values, prioritising relationships,
celebrating wins and failures, and
challenging the status quo.
“Remember, your legacy isn’t built in
a single action or initiative,” says Shah.
“It’s the sum of consistent, intentional
behaviours over time. Every decision,
conversation and interaction contribute
to what you’ll ultimately leave behind.” ■
1. REFLECT ON IMPACT
52 INTHEBLACK April 2025
READ
an article about
why SMEs need
a documented
succession plan
LISTEN
to a podcast
episode on team
building and
coaching in the
workplace
