The Leadership Legacy That Lives On
All right, let’s do some stock-taking for today.
It was a long, full day—one of those days where your body is tired but your spirit is full.
We just wrapped up a string of major moments: the preparation for soft launch of Every Nation Johor, an intense week of strategy workshops in KL, a packed town hall for our Stellar team, deep coaching conversations with key teammates, and tonight, a moving session at the Global Leadership Summit on the topic of legacy.
I’m writing this at the tail end of the day, and my heart is still processing everything. So here goes—my way of making meaning from the noise: one reflection at a time.
The People Behind the Strategy
The day began with our new HR executive joining us for an hour-long conversation. It wasn’t an interview—it was more like an immersion. I shared our heartbeat:
We’re not just expanding a school. We’re building a culture—one that stretches for high performance and high purpose.
We want to build a workplace that’s deeply people-centric and outcome-driven. Not one or the other. Not balancing both. But stretching both—because the higher the vision, the deeper the roots need to grow.
She listened closely, but I could sense her answering from a place of “what sounds right,” rather than what felt true. So I shared a story—a leadership parable about a captain and his mother. In it, the captain is faced with enforcing a punishment when the guilty party turns out to be his own mother. He orders the punishment… but then steps forward to take it on her behalf.
Why did I share that story? Because great HR isn’t just about policies—it’s about principle and people. It’s about building systems that are both just and human. That’s the kind of leadership culture we want to build—one where leaders don’t hide behind authority but step into empathy, responsibility, and truth.
That’s when I invited her to the town hall.
The Heart Behind the Housing Plan
At the town hall, we unveiled a strategic move: a new housing initiative for our team. Not just lip service—but actual pathways to homeownership, supported by bank partnerships and financial planning sessions.
We also shared updates on our retirement scheme, DRS contributions, and the repository campus. It was a lot. Probably too much. And we’ll need to refine the rollout.
But here’s what felt right: every initiative came from one simple desire—we want to build a home, not just a workplace.
Because when our people grow deep roots, our mission grows tall branches.
Oak Trees Don’t Grow Overnight
After a long day, we closed with the Global Leadership Summit session. The topic was Legacy.
And the key insight that hit me was this:
There are two kinds of death. The first is when your body dies. The second is when your impact disappears.
Which begs the question:
Stop asking, “What is my legacy?” Start asking, “Who is my legacy?”
It’s not about building monuments. It’s about building people.
That’s when they shared the acorn analogy:
One acorn doesn’t just become one tree. It can produce hundreds of trees over generations.
The same goes for people. You don’t just see who they are—you see who they can become, and who they will impact.
Why This Matters to Me Personally
I think part of the reason I’m so passionate about recognizing oak trees… is because I was once an acorn myself.
I was lost. Quiet. Drowning in self-doubt. Never quite sure where I fit.
But someone saw something in me I couldn’t see in myself. My mentor, Dato’ Peter, didn’t just advise me—he pouredinto me. With time, belief, and sacrificial patience. He made deposits I didn’t feel worthy of receiving. And I’ve never forgotten that.
That’s when I made a promise: if I ever grow into anything useful, I’d spend my life doing the same for others.
Because that’s the power of legacy. We don’t just shape futures—we repay faith with fruit.
A Quiet Coaching Conversation
Earlier this week, I had a long ride back from KL with Ryan and Yvonne.
I didn’t plan a coaching session. But in that quiet space, something opened. We spoke about identity, purpose, blind spots. We explored how their strengths might turn into shadows if left unchecked. We looked for the who behind their what.
And I was reminded:
If you want to reach 180 people, you don’t have to manage 180. You just need to pour deeply into the 2 or 3 who will.
That’s multiplication. That’s legacy. That’s oak-tree leadership.
15 Paradigm Shifts for Legacy-Driven Leadership
To close the night, I’ll leave this list here. These are the paradigm shifts I’m leaning into right now. Maybe they’ll spark something in you, too:
- From being liked → to being trusted: Kindness without clarity kills culture.
- From knowing the way → to walking the way: Vision is simple. Execution is messy.
- From having answers → to asking better questions: Smart leaders build smarter rooms.
- From speed → to alignment: Fast in the wrong direction is still lost.
- From control → to co-creation: People resist being changed—but they own what they create.
- From reporting → to resonating: Data explains. Story moves.
- From symptoms → to systems: You don’t grow trees by pulling leaves.
- From defensiveness → to development: Feedback isn’t a threat. It’s a mirror.
- From hustle → to focus: Busy isn’t a badge. Clarity is.
- From pleasing → to prioritizing: Boundaries build trust.
- From stars → to synergy: Talent wins games. Culture wins championships.
- From firefighting → to foresight: If everything is urgent, nothing is important.
- From authority → to authenticity: Titles don’t build trust. Consistency does.
- From blame → to boldness: Innovation dies where fear lives.
- From management → to mentorship: Spreadsheets don’t have potential. People do.
Final Reflection: Legacy Starts with Lens
Some people see acorns. Others see oak trees. But true leaders? They plant forests.
Legacy is not what you build. It’s who you build.
So tonight I ask myself—and maybe you can ask yourself too:
“Who am I building?”
Because when people become your legacy…
You never really die.
And the forest lives on.
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