Successful individuals receive endless mentorship requests. Instead of helping everyone or no one, they should focus their limited time on 'multipliers'—people whose position or potential allows them to influence and develop many others. This strategy scales a leader's wisdom and impact.

Veteran high-achievers often become desensitized to success, feeling anxiety about the next goal rather than satisfaction. True fulfillment can be rediscovered by mentoring junior colleagues and vicariously experiencing the elation of their 'first win,' which can reignite a leader's own passion.

While acknowledging the benefit of having mentors, Herb Wagner has found that the process of being a mentor is even more educational. Teaching and guiding others forces a deeper understanding of one's own principles and provides fresh perspectives from the next generation, offering greater personal and professional growth.

Ultimate career success for a leader is not measured by profits or personal accolades but by the growth and achievements of the team members they've coached and empowered. By focusing on building up others, a leader creates a cascading effect of success throughout the organization, which is the most meaningful and lasting impact.

Steve Garrity's battle with cancer instilled a profound sense of empathy. He applies this to leadership by focusing on developing his team for their own success, even if it means they eventually leave. This "paying it forward" mindset is a direct result of the support he received during his illness, turning personal adversity into a professional strength.

Effective leadership prioritizes people development ('who you impact') over task completion ('what you do'). This philosophy frames a leader's primary role as a mentor and coach who empowers their team to grow. This focus on human impact is more fulfilling and ultimately drives superior business outcomes through a confident, motivated team.

Citing composer Stephen Sondheim, Bierut suggests a creative's legacy shifts from personal creation to mentorship. Sondheim's impact in his final years came not from new musicals, but from writing encouraging letters that gave the next generation courage, modeling a shift from creator to cultivator.

The ultimate proof of leadership isn't a team's success under your watch, but its sustained success after you're gone. A leader who leaves a vacuum has failed to develop other leaders, making their impact temporary. True legacy is building an organization that continues to grow, proving you made the system, not just yourself, successful.

The initial goal of building a company that endures can be misplaced. A more meaningful and lasting legacy is created through the people you train and empower. The corporate entity may fade, but the skills and values instilled in your team will ripple outwards for decades through their own ventures and leadership.