Getting recognized for good work isn't about self-promotion - it's about intelligent visibility inside leadership systems.

In complex organizations, great contributions don’t automatically surface. They get filtered, missed, or misattributed unless leaders and contributors are deliberate about designing visibility into the system.

For CEOs, founders, and ambitious leaders navigating growing orgs, recognition must be treated as a system dynamic - not a personality game.

In this Forbes feature, I shared a tactical insight on how to position excellence without undermining relational trust.

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"The reason taking credit gives us bad vibes is because we don’t normalize it. The perception is we celebrate in circles and reward the elite. Build a culture by being a role model. Willingly share credit. Give it freely. Find co-conspirators. The more comfortable everyone gets, you can own it when it’s just yours for the taking, too."

~ Kinga Vajda, Agile Group Leader, Q3 & Q4 Best New Group – Forbes Coaches Council

In this Forbes panel, we tackled why recognition culture often feels off. When credit-taking isn’t normalized, it becomes exclusionary.

Read the Full Article on Forbes

Build trust by modeling open, generous acknowledgment - especially when it’s earned.

🛡️ This quote was originally published by Forbes as part of a Forbes Coaches Council Expert Panel. Reprinted here with permission in accordance with member guidelines.