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What is Legacy Leadership™?

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The LL model is based on solid theoretical suppositions.  Within the model you will find glimpses of the following ideations and theories.  For example:

  • The relationships between the leader and others is based on openness and trust so that a fairness and equality in leading their subordinates.
  • The mindset and intention of a Legacy Leader is to serve others before self.
  • The approach is to create an environment in which people are motivated because they know they are capable and that the expectation in the work environment is to develop both success and satisfaction.
  • Leaders learn to have a transformational influence in which their people are highly motivated.
  • The model itself is a complete system in which each practice interfaces with other facets of the model. Using the cliché of “the whole is greater than the sum of the parts”, it is a very dynamic model when taken together.

Knowledge Based Background and Theories

As we developed the model, we gathered theoretical approaches that matched our value system and wisdom of what it takes to be a Legacy Leader.  The model was founded on the following theories from professional development sciences.

Leader Member Exchange Theory (Graen and Cashman – 1975)

This theory focuses on the relationship between leader and subordinate (the centerpiece of the theory) and the leader’s need to show trust, respect, openness, autonomy and discretion.  In so doing, “leadership-making” is more likely to occur.  Such leadership making suggests that leaders can create networks of partnerships through the organization, which will benefit the organization’s goals and the leader’s own career progress.  It warns leaders to avoid letting their biases influence their relationships and for leaders to be fair and equal in how they approach each of their subordinates.

Servant Leadership (Greenleaf – early 1970s)

This theory emphasizes that leaders are attentive to the concerns of their followers.  A servant leader focuses on the needs of followers and helps them to become more knowledgeable, more free, more autonomous, more accountable and more like servants themselves.  Followers become the best they can be through the motivation of Servant Leaders, who enrich others by their presence.  A Servant Leader uses less power and control while shifting authority to those who are being led.

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