In this industry, we often define success by portfolio size, transaction volume, or total assets under management. These are tangible, impressive benchmarks—and rightfully earned through strategic thinking, discipline, and persistence. But over time, I’ve come to realize that while a portfolio can define your career, it’s your legacy that defines your life. 

A portfolio is transactional. Legacy is transformational. 

It’s easy to get caught up in the race—scaling businesses, managing debt, optimizing capital stacks. I’ve spent decades doing just that. But somewhere along the journey, I started asking different questions: What am I really building? What impact will last long after the deals are closed? Who have I empowered along the way? 

That mindset shift wasn’t born in a boardroom. It started at home. 

As many of you know, I’m a father of four. The idea for my recent book, Hey Dad…, grew out of late-night calls and real-life questions from my kids—things like, “How do I budget?” or “What’s the right move in a tricky situation?” That book was never meant to be a business strategy guide, but in many ways, it’s become the most important thing I’ve ever published—because it’s about building a legacy through leadership, guidance, and presence. 

We don’t build legacies just through capital. We build them through character. 

Whether you’re leading a team, growing a firm, raising kids, or mentoring a rising professional, your legacy is being written every day. And it’s shaped less by the highs of your career than by how you show up when things are hard. In my own journey, I’ve seen a few defining themes that consistently shape meaningful legacies: 

1. Leadership with Integrity 

Legacy isn’t what people say about you in the good times. It’s how they describe your actions when the pressure was high. Did you make the ethical decision, even when it cost you? Did you stand by your team, even when the outcome was uncertain? These moments of integrity aren’t always visible in the moment—but they last. They’re remembered. 

2. Mentorship and Opportunity 

I believe one of the greatest privileges in leadership is the chance to create opportunities for others. That could mean hiring someone who just needs a shot, advocating for someone’s growth, or taking the time to teach what you’ve learned. When someone else succeeds because you invested in them, that’s legacy. That’s leverage that lasts. 

In Hey Dad…, I talk about the transition from being a “teacher” to being a “guide”—a shift that happens in both parenting and leadership. Our job isn’t just to give people answers. It’s to help them think, decide, and lead for themselves. 

3. Resilience in Action 

Markets rise and fall. So do businesses. What doesn’t fade is how you adapt and push forward. Resilience doesn’t mean never feeling fear or stress—it means continuing forward with purpose anyway. In a leadership role, your resilience sets the emotional tone for your entire organization or family. 

When interest rates spike or a key deal falls through, your response is watched closely. Likewise, when your child fails or questions their next step, how you react teaches them how to process setbacks and keep going. In both scenarios, legacy is shaped by resilience. 

4. The Power of Presence 

Legacy isn’t always about big, flashy moves. Sometimes, it’s about being fully present. I’ve learned that being there, at a meeting, at a game, or on the phone matters. Especially when time is tight and demands are high, being fully engaged signals what you value. 

This applies to employees and children alike. When people feel seen and supported, they perform better, trust deeper, and grow faster. You can’t outsource presence—and it’s one of the most powerful tools you have as a leader. 

5. Data-Driven Decisions with Human Purpose 

In CRE, we rely on data to make smart choices. KPIs, OKRs, interest rate curves—all of it informs our strategies. But data doesn’t build legacies. People do. And people are motivated not by metrics, but by mission. 

In Beyond the Building, I talk about the intersection of analytics and human intelligence. Use the data. Use the tech. But never lose sight of the people behind the numbers. Build systems that support not just better business outcomes, but better human outcomes. That’s when the work becomes transformational. 

So what are you building? 

A successful firm, a thriving team, a rock-solid portfolio? That’s fantastic. But take it a step further. Ask: What will people say about the way I led, the values I championed, and the opportunities I created? 

That’s legacy. That’s what lasts. 

We don’t have to choose between results and relationships, between success and significance. The best leaders I know do both. They deliver outcomes, and they elevate others in the process. 

If you haven’t already, I invite you to read Hey Dad: Everything You Should Have Learned About Life (But Didn’t)—even if you’re not a parent. It’s a book about life skills, leadership, and the real moments that shape who we become. And if you’ve already read it, I’d love to hear which story resonated most with you.