> Give plenty of credit to the juniors when they do good work, even if they were reliant on support, with no need to take credit myself
This is one of the most effective ways to lead because it builds goodwill and trust on the team. It also takes almost nothing away from you because as the senior/leader you will get default credit for most everything. It's always odd to me more people don't realize this.
I want to agree but I’ve observed a contrary pattern a few times: when higher levels of management don’t get this principle, and are themselves poor leaders and role models, they can take this at face value and believe that the juniors get all the credit and local leadership is contributing nothing.
Soft skills need to be valued from above in order to be workable strategies in the trenches. And often / usually that’s how it works.. but not always.
Having been there, it’s a lose lose situation, where you will constantly be berated for either not mentoring enough or not contributing enough, and it’s better to move on than play the shifting winds.
Even more so: as a senior, if you don't give extensive credit to the juniors, people will assume that you have some reasons to be insecure. So it's worse for your status.
This is one of the most effective ways to lead because it builds goodwill and trust on the team. It also takes almost nothing away from you because as the senior/leader you will get default credit for most everything. It's always odd to me more people don't realize this.