Do You Have the Courage to Lead Well?
Aug 10, 2025
I recently read a powerful Forbes article that struck a nerve—and I haven’t been able to stop thinking about it.
The author called it what it is: a courage crisis in leadership.
From boardrooms to back offices, many leaders are doing their best to avoid conflict, sidestep dysfunction, and quietly hope that strategy, culture, and performance somehow work themselves out. But here’s the hard truth: avoiding hard things doesn’t make them disappear—it just gives them space to grow.
And when leaders lack courage, it trickles down fast. Negativity festers. Confusion sets in. Trust erodes. Talent walks.
As the article reminded me, there’s a big difference between being in charge and truly showing up as a leader. One is granted by a job title. The other requires guts. In today’s world, that kind of leadership is non-negotiable.
So how can leaders strengthen their courage muscles?
5 Ways to Lead with Courage (When It’s Hardest to Do So)
1. Say "I don't know"—and mean it.
Great leaders aren’t the ones with all the answers. They’re the ones willing to ask better questions. Saying “I need to learn this” creates psychological safety, models growth, and builds trust. Pretending to know? That only protects ego.
2. Name the elephant in the room.
Whether it’s a toxic team dynamic or a dysfunctional exec committee, call it what it is. As the article put it, “Culture is shaped by the worst behavior leaders are willing to tolerate.” Don’t let silence become complicity.
3. Make strategy more than a spreadsheet.
Too often, “strategy” is just a fancy word for budgeting. Real strategy requires tough choices, honest reflection, and the courage to say “no” more than “yes.” Carve out space for long-term thinking—even when short-term demands are loud.
4. Invite dissent, not just agreement.
Surround yourself with truth-tellers, not yes-people. Welcome challenge, create space for honest debate, and model what it looks like to disagree respectfully. It’s the friction that forges clarity.
5. Reward courageous behavior, not just outcomes.
If your team sees that only results matter—not how they were achieved—you’ll breed fear, not innovation. Recognize those who speak up, take risks, admit mistakes, and lean into growth. That’s the kind of culture people want to follow.
Final Thought
Leadership isn’t about having all the answers. It’s about having the courage to face the questions others avoid.
The Forbes article ended with a reminder that leadership is a practice, not a position. If we want stronger, more resilient organizations, it starts with cultivating courage at the top—and showing our teams that vulnerability isn’t a weakness; it’s the way forward.
I’ll leave you with a question, where could a little more courage make a big difference in your leadership today?