Give Credit Where It’s Due: Elevating the Team While Leading the Way

This is a topic of great impact and support for the team and those around you as a leader. When asked what is one of the key points a leader can make it is about recognizing the work of others and not about self-promotion, you already have the title, so stop making it about you as the leader. I cannot say it enough,

IT IS NOT ABOUT YOU; IT IS ABOUT THOSE AROUND YOU AND HOW YOU SUPPORT THEM

Leadership is more than guiding a team toward success; it is about inspiring a culture where everyone feels valued. It is about building a foundation of trust, inspiration, and collective strength. A solid principle in this process is giving credit where it’s due.

Great leaders amplify their teams, even when their contributions are significant.

While it may seem intuitive, the simple act of recognizing others can sometimes be overshadowed by the pressure to prove oneself as a leader. The truth is, a leader’s ability to acknowledge the contributions of others often says more about their character than any individual achievement. Giving credit is not a passive act—it is a deliberate choice that reflects your values as a leader. But why is it so important, and how can you implement this practice effectively?

Let’s take a look at this concept through a real-world example of working collaboratively on an executive summary and reflect on how recognition transforms teams and leaders alike.

In a personal situation, I had a direct report working on a performance standard for officer response in high stress situations. This focused on response time to retrieve an AED or fire extinguisher from one location and returning with it in a specified time. The staff member that presented the proposal was great at performing the task, but did not have any experience in preparing a proposal for command staff.

Together we walked through the process and drafted a full executive summary, most of the formatting and structure was based on my knowledge.

When the proposal was presented to command staff and subsequently to HR, risk management, legal and union representatives, it was done given as the direct reports work. As a leader, my involvement was only an administrative support with the formatting, the staff member did all the hard work and deserved the recognition.

Again, as a LEADER it is not about you, it is about how you support others to achieve the EXTRAORDINARY

Why Credit Matters

In any workplace, recognition is more than just a gesture—it is a currency of trust and motivation. Credit is more than a pat on the back—it is an acknowledgment of the effort, skill, and commitment your team brings to the table. It validates their hard work and creates a sense of belonging. Recognition is the spark that fuels motivation, innovation, and loyalty.

When leaders acknowledge the contributions of their team, they create a ripple effect of positivity that impacts everything from morale to performance. But when credit isn’t given, the opposite happens: people feel invisible, and their enthusiasm wanes.

When leaders consistently give credit, they encourage an environment where:

• Creativity Flourishes: People feel safe to propose ideas without fear of being overshadowed.
• Trust is Built: Teams see their leader as someone who values their input and respects their contributions.
• Engagement Soars: Individuals are more invested when they know their efforts won’t go unnoticed.

Take a moment to reflect:

• Do I consistently acknowledge the contributions of my team members?
• Have I noticed any shifts in performance or engagement when recognition was or was not given?

But consider the flipside. When recognition is absent, the resulting disengagement can lead to high turnover, low morale, and a lack of innovation. As a leader, ask yourself:

• Do I acknowledge my team’s contributions as often as I should?
• Am I aware of how recognition—or the lack of it—affects my team’s dynamics?

Action Step:

Think about your next team meeting or project debrief. Plan a specific moment to call out the contributions of at least one team member. Use specific examples of how their work made an impact, ensuring the recognition feels genuine and meaningful.

A Case Study: Collaborating on an Executive Summary

Imagine this scenario: You are tasked with preparing a high-stakes executive summary that will determine the direction of a major organizational initiative. Recognizing the importance of collaboration, you enlist a team member whose expertise complements your own. It is a high-stakes project that could influence the direction of your organization.

The final product is a success. Your fingerprints are undeniably on it, but so are theirs. Now, the moment of truth: how do you present this success?

The final document exceeds expectations. As you prepare to present it, you are faced with a leadership crossroads:

Do you claim the spotlight, do you give it to the peer, or share it?

This is the defining moment of your leadership integrity. While your contributions were vital, so were theirs. By giving credit, you demonstrate that success is not about individual effort—it is about collective achievement.

Ask yourself:

• How do I handle situations where I’ve worked collaboratively but played a leading role?
• Do I create enough opportunities for my team to take the spotlight in their areas of expertise?
• Am I more inclined to emphasize my contributions or theirs? Why?
• How might my team member feel if their efforts are not fully acknowledged?   

Here’s how to create a culture of shared success:

1. Public Recognition: Mention their contributions in emails, meetings, or presentations. For instance, “This summary was a collaborative effort, and [Name]’s ability to synthesize complex data was invaluable.”                            
2. Document the Success: When submitting the summary, ensure your team member’s name is included in acknowledgments or credits.
3. Private Validation: Take the time to personally thank them. Share how their efforts directly contributed to the success of the project.
4. Empower Them: Give them a platform to present their work or ideas in future projects, helping them build confidence and visibility.

Action Step:

Think back to a recent collaborative project. Did you publicly and privately recognize the contributions of your teammates? If not, take the time to do so now. Send a quick email or schedule a one-on-one meeting to express your gratitude.

The Leadership Mindset: Shared Success, Shared Growth

Leadership isn’t about being in the spotlight; it’s about guiding the team to shine. When you elevate your team, you elevate your own leadership. Shared success creates a foundation of trust, loyalty, and mutual respect that’s far more enduring than individual accolades.

Leaders often feel the pull to showcase their individual contributions, especially when stakes are high. Yet the best leaders understand that their success is magnified when they elevate others. Sharing credit is not about diminishing your role but about reinforcing the collective strength of the team.

But great leaders understand that:

• Recognition Reflects Strength: It shows confidence in your role and a commitment to team success.
• Shared Credit Strengthens Teams: When people feel valued, they invest more in their work and each other.
• Empowered Teams Build Leaders: The growth of your team members reflects directly on your ability to lead effectively.

Self-reflection prompts:

• Do I feel comfortable sharing credit, or do I sometimes feel the need to emphasize my role? Why?
• What steps can I take to ensure my team feels empowered and recognized regularly?
• Do I view sharing credit as a threat to my leadership or as a way to enhance it?
• How often do I provide opportunities for team members to take the lead or gain visibility?

By generously sharing recognition:

• You Build Loyalty: Teams are more likely to rally behind a leader who values their contributions.
• You Enhance Team Reputation: The success of your team reflects positively on your leadership.
• You Foster Ownership: When team members feel recognized, they take greater responsibility for their work and outcomes.

Action Step:

Challenge yourself to create a new habit: every time you review a project or success story, identify and articulate at least three team contributions. Share these openly and make it a part of your leadership routine.

Start a weekly practice of noting down team achievements—big or small—and finding ways to highlight them. This could be as simple as a shoutout in a meeting or a thoughtful email to the entire team.

The Ripple Effect of Giving Credit

Recognition is not a one-time action; it is an ongoing commitment that shapes your team’s culture. Leaders who consistently give credit cultivate an environment where innovation thrives, collaboration is seamless, and loyalty runs deep. Recognition is contagious—it inspires others to look for and celebrate success in those around them. Over time, this creates an environment where collaboration, innovation, and trust become the norm.

Think about the long-term impact of recognition:

• What kind of culture am I creating through my approach to recognition?
• How can I make recognition a more intentional and visible part of my leadership style?
• How does my approach to credit influence the culture of my team?
• What legacy do I want to leave as a leader?

By making recognition a priority, you will not only see stronger performance but also retain talent, strengthen trust, and inspire others to give their best. Recognition doesn’t just impact the present—it shapes the future. The leaders you cultivate today will carry these lessons forward, impacting teams and organizations for years to come. Ask yourself:

• How will I be remembered as a leader?
• How can I use recognition to inspire extraordinary results in my team?
• What steps can I take today to inspire and elevate my team?

Final Call to Action

Start today. Send an email, make a public acknowledgment, or schedule time for a conversation that highlights a team member’s contributions. Your words could be the catalyst for their next big idea—or even the turning point in their career.

 Reach out to Me: I’d love to hear your thoughts. Share them in the comments or message me to explore how you can align your day with this approach to leadership.

Start leading your life the way you lead your team—with clarity, intention, and heart.

Inspirational Leadership Support | Doizaki on Leadership LLC