Leaving a Legacy
Because what people leave behind is shaped long before they leave.
Every team and every leader leaves a legacy.
The only question is whether it is intentional or accidental.
Legacy is not just about milestones or outcomes.
It lives in how people were treated, what was made possible, and what continues after roles change or chapters close.
Leaving a Legacy is designed to help individuals and teams pause, reflect, and consciously shape the impact they want to have on people, culture, and the organisation over time.
When Organisations Call Us
Organisations typically explore Leaving a Legacy when:
- Senior leaders or founders are preparing for transitions
- Long-standing teams are closing a chapter or redefining their role
- Leaders want to reflect on impact beyond performance metrics
- Teams want to honour the past while looking ahead
- There is a desire to reconnect work with purpose and meaning
Often, the moment is not about change alone.
It is about reflection and continuity.
Why Leaving a Legacy Is Different
Innovation Mining is not a brainstorming session.
Leaving a legacy is not a retirement conversation or a farewell ritual.
It is an exploration of identity, values, and influence.
Because legacy is shaped by:
- Everyday choices and behaviours
- How people feel enabled or constrained
- What is modelled, tolerated, and encouraged
- What continues when authority or presence is gone
This work creates space for individuals and teams to articulate what they stand for and how they want that to live on through others.
Our Lens on Legacy Work
Our approach to legacy work is grounded in a few core beliefs:
Legacy is relational, not individual
Impact is remembered through experience, not intent
Reflection deepens responsibility for the future
Meaning strengthens commitment and continuity
Closure done well creates momentum, not endings
We do not define legacy for people.
We help them examine the impact they are already creating and choose what they want to strengthen or pass on.
How a Legacy Journey Typically Unfolds
Each legacy journey is tailored, but often follows a reflective arc:
Reflecting on experiences, choices, and patterns that have shaped the journey so far.
Exploring how individuals and teams have influenced people, culture, and outcomes.
Identifying what has truly guided decisions and behaviour over time.
Clarifying what participants want to preserve, let go of, or intentionally pass forward.
Translating reflection into commitments that live on through actions, relationships, and systems.
Legacy work is not about the past alone.
It is about shaping the future with intention.
What This Enables Over Time
When legacy work is held meaningfully, organisations begin to see:
- Deeper connection between purpose and action
- Greater ownership for culture and continuity
- Healthier transitions during leadership or team changes
- Stronger sense of meaning and contribution
- Teams that carry forward what matters most
Most importantly, people feel their work and presence truly mattered.
Where Legacy Work Is Most Valuable
Leaving a Legacy is especially powerful:
- For senior leaders and founders
- During leadership transitions or succession moments
- When long-standing teams are closing or redefining chapters
- In organisations with strong values and history
- When reflection is needed to strengthen future direction
How We Hold The Work
Our Culture & OD engagements are guided by a simple principle:
creating SPACE for teams to think, speak, and choose together.
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S
Safety
Creating a safe space to speak honestly even when conversations are difficult
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P
Presence
Staying attentive to what is happening in the room, both spoken and unspoken
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A
Authentic Dialogue
Encouraging open conversations that surface real perspectives and tensions
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C
Choice
Allowing direction to emerge through shared sensemaking & not prescription
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E
Enabling Tools
Using methods & tools only when they serve the moment and the context
Stories of Meaning and Continuity
Across organisations, Leaving a Legacy has helped:
- Leaders articulate the impact they want to leave behind
- Teams honour what has shaped them while looking ahead
- Strengthen continuity during transitions
- Reconnect work with purpose and values
Frequently asked questions
Don’t see an answer to your question?
Drop us an email and we will get back
No. While it is powerful during transitions, legacy work is relevant at any stage. It helps individuals and teams reflect on their impact and act more intentionally in the present, not just at the end of a career or role.
This work goes beyond sharing stories. It focuses on meaning, values, and responsibility, helping participants translate reflection into conscious choices about how they show up and what they want to pass on.
Yes. OD work is defined by depth and intent, not duration. A well-held one-day experience can create powerful shifts in awareness, alignment, and commitment when designed thoughtfully and facilitated with care.
The participants depend on the context. This may include senior leaders, intact teams, founders, or groups navigating transition. The group is identified based on who needs to reflect together and carry the learning forward.
The impact shows up in how people choose to act afterward. Indicators include greater intentionality, clearer values-based decisions, stronger role modelling, and a shared sense of responsibility for what continues beyond individual roles. Legacy is not what we say about ourselves. It is what others carry forward.
Let’s Begin with a
Conversation
If your organisation or leadership team is at a moment of reflection, transition, or renewal,
it may be time to pause and consider the legacy being shaped today.
Let’s explore what truly matters and what you want to leave behind.