Ghosts generally aren’t welcome in most places, and “organizational ghosts” are no different. They’re the admired former leaders who come to embody the very spirit of the organization and have a significant influence long after they’ve left the organization. It’s a concept explored in recent research from Brigham Young University.

“Organizational ghosts can manifest themselves in a number of different ways,” the researchers explain. “It could be in the form of someone asking themself if a former leader would be proud of what they’re doing, or they might imagine how a former leader would approach a certain task before attempting it themselves.”

Beyond the physical

The research explains that these leaders often transcend the physical, and become instead immortalized in their organization. They live on through legend, perpetuated practices, and collective memory. While these legends can help to protect the organization from risky decisions, they can also devalue new leaders or indeed other organizations.

“People in meetings were always talking about how they should try to do things the way Sam would have,” the researchers explain. “It fascinated me the impact and influence a leader could have on an organization even after they’re gone.”

The research found that it’s not just the organization’s founder who can leave a lasting impact. Any leader who strongly embodies an organization’s values can create a legacy that continues after their time in charge.

Clear reminders

When people remember these leaders and their influence on the organization, it often leads to physical reminders like planted trees, named parking spaces, offices, or rooms dedicated to them. These reminders can influence how members of the organization think and make decisions, drawing from the example of these influential figures.

But you don’t need to be a researcher to think about these lasting influences. Everyone should be aware of the people who’ve shaped their lives and how their actions continue to affect them.

“Which ghosts are most influential in your life? And how do they impact the way you think, feel, and behave?” the authors conclude. “For us, one of the most important leadership lessons from this study was the importance of being aware of the historical dynamics that are always operating in the background in organizations. New leaders need to be especially conscious of those that have gone before them as they are making decisions that affect others in organizations.”