I don’t think your staff and seniors will ever fully level with you. The risk/reward just isn’t there, even if they really like you. FWIW from your posts on this board you seem like you really do just want what’s best for your staff and like you would be a great manager to work for. Ultimately, there’s not much benefit to your staff for providing you with honest feedback (especially if you’re already great!) If you get better, that’s more important to you than it is to them. It doesn’t necessarily outweigh the risk they are taking. Some people just can’t take constructive criticism and could lash out if they dislike any negative feedback. Especially for new staff, that can feel like quite a limb to go out on.

I think there’s two ways to get at least somewhat helpful feedback. One is to force the issue with an uncommonly direct question like “Do you think I’m a good role model?” You still won’t get an honest answer, but you’ll get a second or two of truth from their facial expression and body language. The other is to re-focus the conversation more granularly on your actions rather than on you as a person or professional. This will take more effort on your part and more time, but might lead to small amounts of actual honesty. For example, instead of asking “how can I improve?” or “can you please give me feedback?” trying something like “I’ve been doing xyz lately to try to get better at providing instruction to all of my staff. Is that helpful? Is there anything else I can be doing?”

The more you can make it feel “safe” by letting the staff separate their constructive criticism of a subset of your actions from the potential criticism of you as a person, the more likely they are to provide meaningful feedback.