A leader’s true legacy: Cultivating future leaders

Make yourself obsolete

In the modern credit union industry, leadership success isn’t defined by tenure or position—it’s measured by how well you empower others to lead in your absence. As counterintuitive as it sounds, the ultimate goal for any leader is to render themselves unnecessary, enabling their teams to flourish independently. This realization dawned on me during my first day as a leader when I had a transformative conversation with my boss, Allan Grant.

During our initial one-on-one, Allan offered what seemed like a puzzling directive: “Make yourself obsolete.” Fresh from signing my contract, the notion felt unsettling. Was I expected to work myself out of a job? Reading the confusion on my face, Allan elaborated:

“If you do this right, you’ll hire strategically, train effectively, shape culture, establish processes, determine succession, remove obstacles, and empower others. Ultimately, you’ll step back, allowing the team to succeed without you.”

“But what will I do when I’m no longer needed?” I asked, thinking surely I’d be out of a role.

With a knowing smile, Allan replied, “A leader’s job is to create more leaders.”

This principle is especially vital in the credit union industry, where the cooperative model thrives on shared responsibility, member ownership, and community engagement. By making yourself obsolete, you don’t diminish your role—you expand your influence. In your industry, where trust and member service are paramount, empowering future leaders ensures the credit union can continue fulfilling its mission even after your tenure.

5 strategies to create more leaders

1. Empathetic leadership: Lead with compassion

Empathy is a cornerstone of credit union culture, where member relationships are at the heart of everything. Leaders who prioritize empathy within their teams foster trust and a deeper connection, both internally and with the members they serve.

Strategy: Make active listening your default mode. Empathy stems from understanding, and understanding begins with genuine attention to the perspectives and emotions of others. Begin every meeting with a five-minute check-in. Have each team member share a positive update, a challenge, and one area where they need support. Conclude by summarizing key takeaways, acknowledging both the challenges and the emotions shared. This practice builds trust and creates an environment where everyone feels heard and valued, aligning with the cooperative spirit of credit unions.

2. Leadership over management: Inspire, don’t instruct

The credit union movement is driven by a shared sense of purpose—serving members and communities. While it’s essential to manage operations, true leadership goes beyond day-to-day tasks. It’s about inspiring your team to see their role in this larger mission and fostering a sense of ownership.

Strategy: Communicate your vision regularly and connect the daily work of your team to that larger purpose. Host monthly “vision alignment” sessions to review the credit union’s goals and progress. Use this time to remind your team how their efforts contribute to the overarching mission, inspiring ownership and motivation in their work.

3. Collaboration over coercion: Build together

In the cooperative credit union model, collaboration isn’t just a nice-to-have—it’s a necessity. Coercive, top-down leadership can alienate team members and stifle innovation. Instead, fostering a culture of collaboration enables the free flow of ideas and shared problem-solving, which is critical to keeping credit unions agile and member-focused.

Strategy: Create a culture of collaboration by facilitating group problem-solving rather than imposing solutions. Regularly hold brainstorming sessions where every team member’s voice is heard, and ideas are built upon collectively. Rotate leadership roles in these sessions to empower different individuals to take charge. This practice not only sparks creativity but also aligns with credit union industry values such as equality and shared responsibility.

4. Empower future leaders: Nurture the next generation

Great leaders don’t just manage—they develop future leaders. Adopting a “teach-to-replace” mindset ensures you’re continuously preparing others to step into greater responsibility.

Strategy: Delegate leadership opportunities and mentor emerging leaders within your team.

Actionable Tip: Establish a “shadow leadership” program. Allow team members to lead smaller initiatives while you provide guidance from the sidelines. This experience builds their confidence and readies them for larger leadership roles.

5. Cultivate self-awareness: Reflect and evolve

Credit unions are dynamic, evolving organizations that require leaders who can continuously reflect and adapt. Self-awareness is the key to understanding how your leadership affects both your team and the broader credit union ecosystem. Regular reflection ensures you’re growing alongside your team.

Strategy: Actively seek feedback from peers and team members to refine your approach. Implement a quarterly 360-degree feedback process to gather insights from your team. Use this feedback to create an action plan for your development, pairing it with daily reflections to ensure alignment between your actions and leadership goals.

Leadership transcends management

In credit unions, leadership is about serving people—not managing processes. It’s about guiding your team and members to work together toward a shared vision. When you empower others to step into leadership roles, you help create a culture that lives beyond any single person’s influence. This is how you ensure the long-term health and success of your credit union.

Avoiding the dark triad, embracing the light

In any organization, leaders may be tempted to rely on manipulation, coercion, or self-interest—the traits of the “Dark Triad.” But in a cooperative model like credit unions, this behavior is particularly damaging. Leaders who embrace the “Light Triad”—Kantianism (treating people as ends, not means), Humanism (valuing individuals), and Faith in Humanity (trusting in people’s goodness)—build a culture of trust and long-term success.

A leader’s legacy in the credit union industry is not built on the decisions they make alone but on the leaders they develop. Empowering others ensures that the mission of people helping people continues long after you’ve moved on. So ask yourself: What can you do today to start making yourself obsolete? The future of your credit union—and its members—depends on it.

Reflection questions:

• How much control are you still holding onto?
• What would happen if you fully trusted your team to take ownership of their success?
• How can you create more opportunities for collaboration and leadership development within your team?