Succession That Sticks. Legacy That Lasts.
Who It's For
Cultivate Workshops are ideal for teams navigating change, stepping into leadership, or needing a practical reset. We work with early-career talent, emerging leaders, and mid-level managers: people ready to show up stronger but unsure where to start. Whether you’re onboarding, restructuring, or investing in internal growth, these sessions provide just enough stretch, structure, and support to move people forward without overwhelming them. If your team needs clearer thinking and better collaboration, start here.
Why It Matters - What It Delivers
Most succession fails because clarity is missing. Legacy mentoring builds the bridge. Through structured sessions, we help executives distill their leadership identity, mentor successors, and prepare teams for change. This isn’t about exit interviews. It’s about intention. With the right support, leaders don’t just wrap up, they pass on what matters. The organisation retains knowledge, strengthens continuity, and shows the next wave of leaders what real influence looks like. This is how culture stays strong during transition.
What To Expect
Each engagement is tailored to the executive’s role, goals, and timeline. We guide structured mentoring sessions, reflection tools, and legacy planning conversations.
- 1:1 sessions with Cultivate mentors + internal mentoring strategy
- Legacy mapping and knowledge transfer planning
- Structured successor mentoring or transition labs
- Team alignment and cultural clarity sessions
- Final impact reporting and leadership reflections
Top 8 FAQs
What’s the difference between executive coaching and legacy mentoring?
Coaching builds future focus. Legacy mentoring captures what’s already there and prepares it to be passed on. It’s about impact that endures.
Who leads these sessions?
Cultivate legacy mentors—experienced in succession, identity coaching, and executive influence. We also train internal leaders to carry it forward.
Is this just for retiring executives?
No. It’s for any senior leader preparing to shift roles, evolve their focus, or transition influence intentionally.
Can this support succession planning company-wide?
Yes. We often align this work with org-wide succession and leadership capability strategies.
What’s included in the legacy process?
Structured reflection, leadership story capture, successor mentoring tools, team alignment activities, and cultural impact tracking.
How is knowledge transferred?
We combine mentoring, documentation, and role-shadowing based on your structure and goals.
What if the leader doesn’t want a formal exit?
This isn’t about leaving. It’s about legacy. Many leaders stay engaged in strategic or mentoring roles through the process.
How long is a typical program?
Usually 3–6 months. We scale based on timing, executive readiness, and transition needs.
Get All The Answers You Need
Let’s explore whether your executive transition is ready to become a legacy. Book a planning session with a Cultivate Program Lead.
Book Your Legacy Mentoring Call
Let us talk you through the options.
Year-End Isn’t the End: Re-entry Planning Starts Now
Why January’s success starts with how you close December. What’s on this page: Introduction For many leaders, December feels like the finish line. But for teams, January is the true test: do they come back energised and clear, or disoriented and already behind? Re-entry planning doesn’t happen in January, it
Legacy in Action: How Leaders Create Culture That Stays
It’s not about grand gestures, it’s the moments that stay with people. What’s on this page: Introduction Culture doesn’t live in strategy documents. It lives in what people remember leaders did, especially in high-pressure moments. Legacy isn’t created by grand gestures, it’s cemented by everyday behaviours that signal values. This