It was a gray Tuesday in December. Jacques, the CEO of a telecommunications company, had just received a damning report on the toxic behavior of his sales director, Thomas. Harassment, intimidation, manipulation: the file was explosive. Jacques’ reaction? Deafening silence. Instead of confronting the problem, he filed the report away in a drawer, hoping the issue would magically disappear. Spoiler: it didn’t.
This scene, as mundane as it may be, perfectly illustrates the lack of managerial courage that plagues too many organizations. Other situations you may have experienced can evoke the same issue:
📌 A manager who systematically avoids conflicts and difficult discussions, letting problems fester. “Oh, it’s not that bad, it will sort itself out,” they think, as the ship slowly sinks.
📌 A leader who hesitates to make crucial decisions, thereby paralyzing the team and delaying projects. “Maybe if I close my eyes, the decision will make itself?”
📌 A team leader who hides important information to avoid negative reactions, creating an atmosphere of mistrust. “The less they know, the better,” they think, ignoring their colleagues’ suspicious glances.
Over my 30-year career as a manager in various companies, large and small, I have learned that managerial courage is a fundamental pillar of leadership. I have seen managers who, through their courage, have transformed struggling teams into high-performing ones. I have also observed the negative impact of a lack of courage, which can lead to decreased motivation, increased turnover, and lost productivity.
Managerial courage is not just about making tough decisions or confronting conflicts. It also involves defending your values, supporting your team, and taking calculated risks for the good of the organization. I have learned that courageous managers are those who dare to speak the truth, even when it is uncomfortable, who are willing to take responsibility for their actions and accept the consequences. At all times and in all circumstances.
It is a quality that inspires trust and respect within the team—one could speak of exemplarity—and allows navigation through complex situations with integrity and resilience. 😊
If managerial courage is primarily a matter of mindset, certain skills contribute to it:
✅ Communication: The ability to actively listen to others and clearly express your ideas. Imagine a manager who says: “I understand it’s difficult, but we need to talk about it.”
✅ Empathy: Understanding and feeling the emotions of team members to better support them. “I know you’re frustrated, let’s talk about it.”
✅ Integrity: Acting in accordance with your values and principles, even under pressure. “I cannot accept this, it is not right.”
✅ Decision-Making: The ability to evaluate options and make informed decisions. “We need to choose a direction, and I think this is the best option.”
✅ Stress Management: Knowing how to handle pressure and stay calm in tense situations. “Let’s take a deep breath and analyze the situation calmly.”
✅ Resilience: The ability to bounce back from failures and persevere despite obstacles. “We failed, but we will get back up and try again.”
In conclusion, managerial courage is an essential quality for any leader who wishes to inspire and guide their team successfully. By developing this skill, managers can create a healthier, more productive, and more fulfilling work environment for everyone. So, dear managers, dare to be courageous, even if it sometimes means stepping out of your comfort zone. After all, as the proverb says: “Courage is not the absence of fear, but the ability to conquer what causes fear.” 🙏
