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Unlocking Generativity to Shape Future LeadersIn a powerful and thought-provoking conversation with leadership strategist and bestselling author Dan Pontefract, we explored how generativity—the desire to give back and invest in others—can become a cornerstone for developing the next generation of leaders.
Most people in midlife don’t often think about how, where, or even to whom they’ll pass on their Wisdom. In many workplaces, it can feel like your Legacy gets lost—your name and vision slowly diluted over time. But what if there were a way to leave an enduring footprint? One that continues on, long after you’ve left your role?
There is. It’s called generative leadership.
Grounded in Erik Erikson’s psychological theory of development, generativity is the built-in human drive to contribute to others and leave a lasting mark. It’s not simply a product of Aging—it’s a byproduct of purpose. While individuals of all ages can tap into generativity through mentorship, Volunteering, or Philanthropy, it tends to crystallize in midlife—when expertise and bandwidth converge, and you realize:
My experiences matter to someone else’s Growth.
That’s the moment when generativity becomes leadership. By embracing generativity, we pass along our values, knowledge, and lived experience to those rising through the ranks. We don’t just influence projects—we shape people. And those people, in turn, shape the future.
Rather than thinking of a concrete legacy, I often ask individuals to think about how they’d like to shape the future leaders of their organization.”
From Titles to TransformationDan Pontefract emphasizes that leadership too often gets confined to titles and hierarchy—when in reality, the most impactful leaders are those who empower others. True leaders don’t hoard knowledge—they multiply it. They create the space for others to thrive. Leadership needs to be reframed as transformational, not transactional—driven by generosity, not authority. We should be measuring leaders not by the power they hold, but by how many leaders they leave behind.
The Strategic Power of MentorshipI’ve always believed that when organizations prioritize mentorship and generativity, they don’t just build talent—they build ecosystems of belonging, resilience, and Innovation. Mentorship is far more than a relationship—it’s an act of identity formation. It’s how we shape what comes next.
And it works in both directions.
The younger generation brings bold ideas, fresh lenses, and cultural fluency. The older generation brings depth, pattern recognition, and context. When both are respected and connected, the magic happens.
Make Generativity a Strategy, Not a Side ProjectOrganizations have a unique opportunity to formalize mentorship as a strategic tool, not a side initiative. This means intentionally designing systems that enable generativity at all levels—from senior leadership to new hires.
When leaders see mentorship not as an obligation but as a privilege and responsibility, it shifts culture. It prepares the organization for what’s ahead by ensuring knowledge, wisdom, and values are carried forward. Generativity is how we build leaders who don’t just succeed in the moment—but shape the world after they’re gone. Mentorship is how we get there.
For those in midlife wondering how to make their leadership matter—this is your moment. Don’t let your insights retire when you do. Instead, invest them in people. Shape the future by shaping those who will lead it.
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Originally Published on https://deborahheiserphd.substack.com/
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