Bryan Williams is a close friend and partner to Talent Plus. As the founder and leader of BW Leadership Academy, Bryan partners with Talent Plus to incorporate The Science of Talent into his customized leadership action plans through his academy. The BW Leadership Academy is a unique experience focused on building mid-managers into future senior leaders. In a recent post, Bryan shares the importance of finding significance in every job.
What is your leadership legacy? How will you define it? How can it have a long-lasting impact?
Many leaders think of their leadership legacy in terms of accomplishments. And, perhaps, how long these accomplishments are remembered or how long these accomplishments — in terms of process implementations or growth of an organization — exist. But is this the best way to determine legacy? Perhaps not. Instead, leaders ought to look at legacy in terms of how many people they develop into leaders or that those who they develop continue to develop others. Perhaps this is the true mark of leadership legacy.
Many companies understand the benefits of development programs, such as executive coaching, leadership training and strength-management training. However, although organizations understand the benefits, they often fail to understand how to quantify the benefits of such programs. They are unable to get the proof in numbers that development programs are worth the time and the money invested.
Nurses, and especially talented nurses, are the heart and soul of the health care system as we know it. Their immense job responsibilities extend beyond the clinical knowledge to care for individuals at every level of trauma. They are expected to manage the emotional health and well-being of families, multitask cases beyond the hours in a day, work on their feet with little rest and be on call 24/7.
Onboarding has traditionally been nothing more than a corporate overview for new employees (and if they’re lucky, it’s in the form of a game) followed by a few hours spent filling out benefits paperwork, signing corporate policy statements and then maybe ending with the new employee meeting their leader for lunch. While these things certainly need to be done, it may be worth considering that an employee’s first day should be focused on what is most important and beneficial for their career, not for Human Resources processes.