Leadership isn’t about standing out – it’s about lifting others up and making sure no one’s contribution goes unseen.
As a vice president of an environmental consulting firm, I’ve overseen countless projects – each with its own set of challenges, deadlines, and breakthroughs. We’ve celebrated hard-won victories and enjoyed smoother-than-expected successes. But one lesson that’s stuck with me, learned more often through missteps than triumphs, is this: success is never a solo achievement. It’s the product of collaboration – between the client, the consulting team, and every stakeholder involved.
Throughout my 16 year career, I’ve noticed recognition disproportionately focused on the team leader or project manager – sometimes by the client, sometimes by our own organization, and, admittedly, sometimes by me. The quieter, though equally vital contributions often went unrecognized and, as I’ve grown in my career, so has my understanding that celebrating every individual contributor is not just nice, it’s essential. It builds trust, boosts morale, and strengthens a team’s sense of purpose.
One project crystallized this for me. We were working on a high-stakes deliverable for a key client. While I held senior oversight, our project manager was the one in the trenches – juggling timelines, managing client expectations, and delivering polished updates with composure and clarity. This person made leadership look effortless.
But behind the scenes was a team of unsung heroes. One team member stayed up night after night analyzing complex data. Another transformed that data into strategy, directly shaping our recommendations. A quieter teammate – often overlooked – kept morale high with well-timed humor and unwavering support. When the client sent a glowing note of thanks and mentioned only the project manager by name, I missed the moment to publicly acknowledge the rest of the team. I regret that deeply but embrace it now as a significant learning moment.
That experience became a turning point in my career. It reminded me of Maya Angelou’s words: “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” When we fail to recognize someone’s contributions, we risk making them feel invisible. And no one should feel that way when they’ve helped make something great happen.
The data backs this up. A Harvard Business Review study (Tsedal Neeley, 2015) found that recognition is a stronger driver of employee engagement than even compensation. As leaders, we help shape the workplace culture. If we want high performing, connected teams, we must start by truly seeing and acknowledging the value each person brings.
I’ll admit, I’ve sometimes defaulted to a generic, “Great job, team!” in the rush of back-to-back deadlines. But that’s not enough. A specific, sincere acknowledgment (“Your late-night data crunching saved us” or “Your timely reporting helped us nail the client presentation”) carries far more weight. I’ve seen how much it matters. When someone hears that their work made a difference, you can see it in their posture, in their eyes. It’s not about praise for praise’s sake. It’s about truth and respect.
This gets more nuanced when it comes to project managers. They often function as “the face” on behalf of the team to the client. I’ve been in that position earlier in my career, and I remember the pressure to deliver. It’s tempting to accept praise and move on. But it takes humility and awareness to say, “Thank you, but I couldn’t have done it without Joe, Jim, and Sally. ”
Looking back, I wish I had embraced that mindset sooner. There were times when hierarchy shaped who got credit, and times I assumed people knew their value without me saying it. I was wrong. Now, I make it a habit to pause and reflect: Did I acknowledge everyone? Did I say it out loud? How can I celebrate each contributor so that they feel seen?
It’s a small shift, but it’s changed everything. When people feel valued, the whole team performs better – and the wins that much more meaningful.
My advice to fellow leaders: Call out the contributions of your field techs, analysts, advisors, and support staff. Name names. Be specific. Say it in the moment and say it out loud among their peers and senior management. Ultimately, leadership isn’t about standing out, it’s about lifting others up and making sure no one’s contribution goes unseen.
Somshekhar (Som) Kundral, PE, BCEE, is vice president and project director at SCS Engineers. Contact him at skundral@scsengineers.com.