I interview people for a living. I love interviewing for two reasons. First, the personal interview is always intimate. Second, the personal interview almost 100 percent of the time has at least one singular moment where a story becomes a spotlight in clarity and insight to an important and meaningful gap we need to fill in transforming our lives.

I have been working on the Executive Legacy. The Executive Legacy sounds a little hoity–toity, but trust me, it’s really just doing the hard work of building purposeful and intentional experiences into our daily lives and into the way we show-up in every interaction. How do people describe us? Are there gaps in how we are currently perceived and how we want to be perceived?

I describe the Executive Legacy as an inward journey that helps us find and share outwardly with clarity, consistency, and constancy stories of  (1) who we authentically are, (2) what we value in work and relationships, (3) our vision for future and how our people fit into that vision.

There are four phases to “Executive Legacy.”

1) Executive Legacy Assessment
2) Relationship Strategy
3) Story Building
4) Execution

Executive Legacy Assessment

The Assessment Phase is an intensive gathering of how we want our legacy to feel physically, emotionally, and intellectually.  We do this through a comprehensive interview process and 360 assessment from peers, coworkers, managers, employees, clients and customers. We analyze the data in an extensive assessment report to establish legacy tone and niche. Next, we work with the assessment data in implementing the next 3 Phases of “Executive Legacy.”

Relationship Strategy

In the Relationship Strategy Phase, we work on identifying the relationships who are important to our legacy – our tribe, our mentors, our influencers, any community groups who may affect our legacy in some way. We then build a strategy on how to build and strengthen the important relationships that impact the Executive Legacy.

Story Building

In the Story Building Phase, we build the stories that are important and meaningful to share for our Executive Legacy. We build story through interviews and we focus on the three most important stories that impact our legacy – 1) our creation story; 2) our value story; and, 3) our vision story.


The Execution Phase is the implementing of the first three phases into Legacy Focus areas.  We put together an Executive Legacy calendar of focus areas that involve sharing who we are authentically and our vision or legacy of the future. The Legacy Focus areas may include – speaking and awards, thought leadership niche, physical presence, impromptu story/speech coaching, social or media support, and events or conferences. Every Executive Legacy is unique – so execution looks a lot different for each person.

Do we have time to work on our Executive Legacy? Yes, once we take the time to gain clarity around our legacy – executing really becomes a purposeful, intentional experience we build into our daily lives and into the way we show-up in every interaction.