Your team has completed something difficult. They published it. You celebrated the accomplishment of the team with the team.
Suppose your name is Jim.
Now you are at a senior management meeting, where your boss says, “Thank you, Jim, for all the hard work.”
You feel good because of this recognition.
And yes, you have supported this team. You made some of their decisions easier. Or maybe you created the environment in which the team could be successful.
Maybe you took the courage to delegate decisions to the team, even though you were nervous about those decisions.
Whatever your role, the team delivered. Now senior management recognizes you.
What are you doing?
Tell senior managers that the team was successful. You say, “Thank you. The team did this. They made these tough decisions, such as
Recognize the team’s accomplishments. Especially in the hierarchy.
When you give credit, you improve your reputation
When you give credit to other people, you look like a star. You increase your reputation when you offer credit to others. Yes, their success reflects on you. Often times, it’s because you’ve created the environment in which they could be successful.
They succeeded, not because whoever was a Developer or manager 10x. Instead, they succeeded because someone – or, more likely – most of the team members took risks and collaborated.
These experiences and their collaboration led to their success. And if you’re a manager, you’ve created the environment in which the team could be successful.
This is why they succeeded. This is how you can explain their success.
When you offer public recognition, the team is more likely to repeat the way they worked. They choose to strengthen their collaboration and teamwork. And the team will be much more loyal to you. Not out of fear, but out of respect.
All because you told others that they had done something right.
What if a person did something exceptional? Give that person credit too.
Give credit to a person
Many years ago, with the knowledge and agreement of my boss, I took on a delicate role of project management. I was supposed to do my technical work and play the part too.
I was successful, mainly because other people realized what my goal was. (It was a primary goal, not a personal goal.)
When senior management told my boss how great a job my boss had done, they explained my role. This meant that when they needed a program manager, I got the role.
All because she offered her evaluation of my work to her bosses.
Definitely a win-win.
Give credit as often as possible.
Practice telling more senior leaders how successful the people you lead and serve are. Senior leaders and the people you lead and serve will thank you all.
Want to know more? See Practical methods of leading and serving (managing) others.
This is part of the series leadership advice.