Do you lead from a position of fear or courage?
A recent article I read, reported that the key skill needed for leaders moving forward through these uncertain times is Courage.
This opinion was based on a survey of hundreds of top global leaders
Courage to take risks, make necessary changes through risk evaluation and have the strength of character to challenge the status quo and lead their teams through times of uncertainty
When digging deeper into what courage really meant to these leaders, the following were highlighted
Being willing to face Uncertainty
Ability to calculate the Risk
Accepting an element of Emotional Vulnerability
Aptitude for Resilience or Bounce back
I question how many leaders would accept that you need an element of vulnerability to be truly courageous?
Being vulnerable with others, showing some human flaws, showing you are not perfect, you don’t have all the answers and can make mistakes is very hard for any leader. After all, the macho image of a true leader is strength and someone who has all the answers? Is it not?
So, are there any advantages to showing some human vulnerability as a leader?
My thoughts are that Courage can mean both strength and vulnerability as this leads to authenticity, which is a quality so valued in anyone and how can you be authentic without showing at least some human flaws?
However, most leaders find it hard to show any level of human vulnerability due to Fear.
Fear of being exposed!
Fear of what people think of us!
Fear that maybe we don’t have all the answers!
Fear of being wrong!
Fear of seeming weak and not in control!
Fear of people realising we are flawed!
I recall being asked to expose my vulnerabilities through a leadership coaching exercise and through 360 Feedback. I was particularly sceptical about it for many reasons, but mainly because I was neither consulted nor engaged in the decision at the time. It ended up being a really interesting and rewarding experience, mainly due to the expertise of the Professional Coach doing the exercise who both challenged and supported me through it. Through his coaching skills eventually, trust was established with me, which of course is essential in this process. However, I most definitely felt vulnerable as an experienced manager and I must admit, I initially faced it with scepticism and some defensiveness.
One of the exercises included facing up to a person with whom the relationship at work needed to improve, with the Coach as a third-party observer!
I recall opening up and exposing my flaws in the relationship only to be faced with a brick wall. The other person, who was in a senior position to me, was clearly not prepared to show any vulnerability to move forward. I could see the fear behind the brick wall which was built up around this person’s insecurities. The status quo was not allowed to be challenged and no progress or change was made in the relationship. A clear missed opportunity.
I now think of a quote I have since read.
“When you shut down vulnerability you shut down opportunity”
And this was a clear example of that!
My initial emotion was frustration that I was asked to reveal my flaws and vulnerability to progress but the more senior person in the room was not. However, once I reflected on the scenario, I understood the person just felt too exposed in the position as a leader and was not capable of the courage that it would have taken. I tried to understand this other person’s perspective, but to me it blocked progress as it was based on the other person’s fears and insecurities, leaving me no choice but to accept the situation.
This experience did however lead me to understand the connection between vulnerability, change, and courage and I wondered what other blockages to progress this fear of vulnerability could create in the business
Could it stop you from taking risks?
Could it stop you from making changes?
Could it stop you from progressing as a Leader?
Could it stop you from listening?
As a Leader, I would think we all Lead at some time from a position of both courage and fear, as we are human and of course, flawed, but how do we recognise this and how do we move from Leading through Fear to Leading through Courage?
I would suggest considering the following:
Awareness
Recognition
Observance
Practice
Awareness – Become aware of your Leadership style and question where your actions and decisions come from - Fear or Courage. Maybe take a conscious note at the end of the day or week.
Recognition – Recognise the situations when you are in a state of Fear or Courage to understand what triggers your fear response. Is it a certain person, place, or type of decision?
Observance – Observe other Leaders and evaluate from where their decisions seem to be deriving from Fear or Courage. We all learn from others, the good and the bad.
Practice – Once you have increased your Awareness and Recognition, then Practice and train yourself how to Lead from Courage rather than Fear. Discuss with a Colleague, Mentor, or Coach to regularly evaluate and check your progress
I Love this quote from Nelson Mandela on Courage and Fear:
“I learned that courage was not the absence of fear, but the triumph over it. The brave man is not he who does not feel afraid, but he who conquers that fear.
So, as a Leader, do you lead from a position of Courage or Fear?
Challenge yourself today, or better still ask someone to work with you on this, allow yourself to be vulnerable and learn how to be the best Leader you can be!