Legacy Leaders Care About Who gets Credit

Jay Newman, PhD, Founding Partner Culture By Choice

I’ve heard leaders say that they don’t care who gets credit as long as important things get done and they get done well. This seems like a great idea and it is admirable that they are willing to not take all the credit for an organization’s success, but, they are missing some golden opportunities. By recognizing everyone who contributed to a successful endeavor, the Legacy Leader builds confidence in followers, systems, and processes. The Legacy Leader also shows support for the efforts people have made towards key goals, what we call Big Target Goals. This can also encourage those who were not involved to make sure they are involved when the time is right and the situation is appropriate to be involved.

Sometimes leaders will do things because they want to look good in the eyes of their followers. Although these actions might be the right choice, if the motivation is wrong, followers will catch on to those errant motives. So recognizing the work done by others because it will help the image of the leader will be seen for what it is, manipulative and shallow. Giving credit where credit is due must always be done with the utmost sincerity. Anything less is disingenuous and lacks integrity. This is why this article is titled “Legacy Leaders Care About Who gets Credit.” That word in the middle is the key; CARE!

Caring is a critical attribute of the Legacy Leader. According to the Cambridge English Dictionary, the word care means: “the process of protecting someone or something and providing what that person or thing needs…. ” The people who follow you, as a Legacy Leader, have been placed under your care. It’s your responsibility to see after their needs. Legacy Leaders do this willingly and with purpose and compassion. There is nothing contrived or artificial about this act. It is the essence of caring that exemplifies every action of the Legacy Leader.

I also say this is done with purpose. Every organization has a purpose; it’s controlling idea. The actions of the Legacy Leader are always focused on that purpose. If some followers are not aligned with that purpose they are in the wrong place. The Legacy Leader still cares about these people but understands that they can never be satisfied or fully engaged in an organization that is not aligned to their own values and principles and purpose. The Legacy Leader will want those followers to find a better path and a better fit for what they want. Keeping someone around that is not a good fit for the organization is harmful to both the person and the organization. Even if the person is very talented, because the Legacy Leader cares so much, the change will have to be made.

This ethos of caring is critical to the success of any organization. When leaders don’t care, the culture becomes toxic. Toxic cultures are far less productive and profitable than are healthy cultures and our experience tells us that Legacy Cultures are the most productive and profitable of all. Legacy Cultures are hallmarked by credit sharing. Everyone who contributes to success on each Big Target Goal gets recognition and rewards. And the rewards are not a one size fits all reward. Because Legacy Leaders care about their people, they know that some will want material rewards Lbut others may want more opportunities for learning or opportunities to volunteer or perhaps some type of improvement in their workspace. The Legacy Leader is tuned in to the people.

Saying it doesn’t matter who gets credit may seem like a good idea but that idea ignores what people really want. Everyone wants recognition. Some may want public recognition while others may want private recognition but everyone wants to be appreciated for a job well done. That’s why is does matter who gets credit. Legacy Leaders get it. Legacy Leaders want their people to know they really care.

Practical Leadership

This e-book has 51 chapters/articles which focus on various aspects of leadership. It's a great read from chapter 1 through chapter 51 or you can use it as reference guide for specific leadership tools and actions. I hope you enjoy this book.

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