Name the intended legacy
Describe the conditions, capabilities, relationships, systems, and commitments that should endure—not the credit you hope to receive.
CHAPTER 10 - PROTOCOL 6
Legacy Audit
TIME75-90 minutes
OWNERPrincipal with trusted team, coach, or successor-facing partners
ARTIFACTLegacy audit + one continuity commitment
- The audit distinguishes personal reputation from durable organizational capacity.
- Claims about legacy are supported by evidence of continuation and ownership.
- Dependencies, inequities, unfinished work, and transition risks are named.
- One continuity commitment includes ownership, evidence, and a return date.
Audit what can continue
Examine distributed leadership, routines, knowledge, decision rights, culture, evidence loops, and resilience under absence or transition.
Surface fragility and unfinished work
Identify what remains personality-dependent, undocumented, inequitable, underdeveloped, or vulnerable to drift.
Make the continuity commitment
Choose one handoff, system-strengthening, capacity-building, repair, or release action and schedule review.
WORKING ORGANIZER
Run the protocol.
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REFLECTION PROMPTS
- Am I measuring legacy by remembrance or by capacity?
- Whose leadership must grow for the work to endure?
- What should the next leader be free to change?
EQUITY GUARDRAILS
- Legacy planning must not preserve harmful practices or restrict future leaders’ judgment.
- Credit contributions across roles and communities accurately.
- Protect confidential information and avoid identifying a successor without transparent authority and process.