Every leadership role comes with expectations. But some come with a shadow.
The shadow of the person who came before you.
Sometimes it’s the glow of their success , record profits, a celebrated culture, industry recognition.
Sometimes it’s the weight of their failures , missed targets, broken trust, a demoralised team.
Either way, you inherit more than just a job description. You inherit a narrative.
And in those first weeks, you’re measured against it , whether you like it or not.
If the predecessor was admired, the unspoken question is: Can you live up to them? If they left under strain, it becomes: Can you turn this around?
Here’s what experience taught me about leading in that shadow:
1. Acknowledge the legacy , don’t imitate it: Pay respect to what worked, learn from what didn’t, but resist the urge to “be” your predecessor. Your leadership must be authentic to you.
2. Reset the frame quickly: If you allow the conversation to revolve around who came before, you’ll always be a sequel. Define your own priorities and language early.
3. Balance change with stability: Too much change too fast can trigger resistance. Too little, and you’re seen as drifting. Adjust at a pace the organisation can absorb.
The truth is, every leader inherits something , good or bad. Your role is to turn that inheritance into momentum.
Because eventually, the shadow fades. And what people remember isn’t the comparison. It’s the chapter you wrote.
Before you go, ask yourself:
Am I trying to lead, or am I trying to match?
What part of the legacy deserves protection?
What part needs to end , and when?