The Legacy Series: Leadership Lessons That Endure

When Abraham Lincoln became President in 1861, the country was bitterly divided, and even his own political party was fractured. His rivals had mocked him, underestimated him, and publicly challenged his intelligence.

So what did Lincoln do after winning the presidency?

He invited his fiercest rivals to join his Cabinet.

William H. Seward, who had called Lincoln “a backwoods politician,” became Secretary of State. Salmon P. Chase, who believed he should have been President, became Secretary of the Treasury. Edward Bates, another competitor, was named Attorney General.

Lincoln knew that bringing them together wouldn’t be easy—but he didn’t care about comfort. He cared about capability. He understood something few leaders ever master: you don’t need to be the smartest person in the room—you need to bring together the smartest people and make them work as one.

Throughout the Civil War, Lincoln deflected credit to his generals, Cabinet, and Congress—even when the victories were clearly his. When things went wrong, he took responsibility. When they went right, he lifted others.

That humility earned him something far greater than admiration—it earned him loyalty. His Cabinet eventually called him “the best of us,” not because he commanded power, but because he shared it.

The Leadership Lesson

Lincoln’s genius wasn’t just his intellect—it was his emotional intelligence.

He believed in surrounding himself with strong, independent thinkers, even those who challenged him. He listened, he learned, and he gave people room to shine.

Great leaders don’t need to hoard credit or control. They build teams so capable and trusted that success becomes collective.

Selfless leadership creates a culture of mutual respect, ownership, and trust. When leaders give credit, employees feel valued. When employees feel valued, they take pride in their work. And when pride spreads across a company, it transforms everything—morale, performance, and reputation. People will work harder for a leader who shares success than for one who steals it.

My Perspective: Leadership Is About Lifting Others

I first learned this lesson from being on the other side of it.

Early in my career, I worked for a startup SaaS company. I was a whirlwind of youth and enthusiasm—full of ideas, eager to help build something great. I started in customer service but quickly moved into product management. My ideas helped launch three of the company’s four revenue centers.

After my first idea took off, I went to my manager with another. I poured my heart into it—research, business plan, market comps, projections—the works. When we finally presented it to leadership, my manager introduced it as his idea. Right there. In front of me and the team that helped build it.

That moment stung. But as the project succeeded, I found peace in the result. The idea came to life, and in the end, that mattered most. Still, the damage was done. The team saw what happened and a quiet distrust settled in. It created a crack in the foundation that never fully healed.

That experience changed me for the better. It became one of the most valuable leadership lessons of my career: always lift others.

Since then, I’ve led high-performing organizations across multiple industries—technology, healthcare, SaaS—and no matter the business, the best results always come from the same place: shared success and humble leadership.

If you’re a manager, remember this: your job isn’t to take ownership. Your role is to make your people successful, not to claim their success as your own. You’re at your best when your employees do amazing things.

I tell every one of my employees: “My only job is to make you successful.”

Leaders who give credit build trust. They build appreciation. They build loyalty. They make people feel proud and pride drives performance. When employees know their contributions matter, they’ll do extraordinary things.

I make it a personal priority to highlight others’ achievements. Whether it’s an engineer solving a complex problem or a customer service rep turning around a frustrated client, I want everyone to know who made it happen. Even when an idea starts with me, someone else always adds the spark, energy, or execution that turns it into reality.

And when something doesn’t go right? That’s on me. That’s the job: credit down and accountability up. It’s simple but it takes confidence and humility. It creates a culture where people feel safe to lead, innovate, and own their work.

When you lift your team, they’ll lift your company higher than you ever could alone.

How to Practice Selfless Leadership in Your Business

1. Share the Spotlight.

When things go well, highlight the people who made it happen. Do it publicly, authentically, and often.

2. Build a “Team of Rivals.”

Don’t fear strong voices—recruit them. Surround yourself with people who challenge your thinking and make the company stronger. People that challenge you help you produce more well-rounded results.

3. Take Responsibility.

When things go wrong, take ownership as the leader. Accountability builds respect.

4. Encourage Cross-Team Collaboration.

Invite people from different departments to problem-solve together. Diversity of thought drives better solutions.

5. Recognize Effort, Not Just Results.

Sometimes the win is in the work itself—the persistence, the creativity, the teamwork. Reward those moments.

6. Lead with Empathy.

Ask questions. Listen deeply. Show your employees that you value their perspectives and their humanity.

The EQ Factor: The Confidence to Share Credit

Selfless leadership requires strong emotional intelligence (EQ). It takes confidence to give others credit, and humility to let them shine.

High-EQ leaders know that recognition doesn’t diminish them—it multiplies their influence.

By creating a culture where success is shared, you unlock deeper engagement, stronger relationships, and a company that genuinely feels like a team.

Why It Works

Harvard Business Review found that humble leaders outperform others because their teams experience higher trust, collaboration, and creativity¹⁸. Gallup’s research shows that employees who feel recognized are 4.6 times more likely to feel engaged and 12 times more likely to go above and beyond¹⁹. And Jim Collins, in Good to Great, called leaders like Lincoln “Level 5 Leaders”—those who blend professional will with personal humility²⁰.

When leaders step aside to let others stand tall, they don’t lose authority—they gain admiration.

Final Thought

Lincoln once said, “I claim not to have controlled events, but confess plainly that events have controlled me.” He understood that leadership wasn’t about power—it was about service. It was about guiding people through hard times with humility, empathy, and faith in their potential.

The best leaders today do the same. They give credit freely, take responsibility quietly, and measure success not by personal achievement—but by the growth and pride of their teams. Because in the end, leadership isn’t about who gets the credit.

It’s about what you build together when everyone feels like they matter.

Be the Leader Who Lifts Others Higher

Great leadership isn’t just about vision—it’s about taking care of people. The most successful companies don’t just hire talent; they invest in their teams’ well-being.

Studies show that:

• Companies with strong benefits programs see 56% lower turnover and 50% higher engagement (Gallup).

• Organizations that prioritize employee well-being experience 21% greater profitability and 17% higher productivity (Harvard Business Review).

• Employees who feel valued and supported are 4x more likely to recommend their company as a great place to work (SHRM).

That’s the power of care—it fuels loyalty, focus, and a culture people are proud to be part of.

At Benefit Airship, we believe every business deserves that advantage. We built the only employee benefits program that costs employers $0—yet delivers medical, dental, vision, mental health, and prescription benefits to every worker: full-time, part-time, or contract.

Our mission is simple: Help businesses grow by helping people thrive. Because great leaders don’t just build companies—they build communities. And when your people rise, your business soars.

Sources

¹⁸ Harvard Business Review – The Case for Humble Leadership

¹⁹ Gallup – The Relationship Between Recognition and Engagement

²⁰ Jim Collins – Good to Great: Level 5 Leadership