Managerial Courage
Managerial courage is crucial to a leader’s success. One definition of courage is “the ability to do something that you know is difficult or dangerous” If that’s true then we can assume that it can be acquired through recognition, application, and practice. Face it. Managing people isn’t easy. The promotion often leaves the new managers to learn the job on their own. Organizations hold orientations and workshops that center around missions and policies but rarely address skill-based competencies
Recognizing The Signs: Avoiding Situations
When the boss won’t tackle difficult or dangerous situations it’s a sign that something’s wrong. things begin to fall apart. Productivity drops, relationships degrade the workplace devolves into a hot mess and people start to leave the organization. Failure to recognize what’s happening is a recipe for disaster. Here are some indications that a manager may not be as courageous as they think they are. They:
- Won’t take a firm stance:
- Won’t face or even acknowledge that problems exist
- Avoid work-centered conflict
- Hesitate settling personal conflicts
- Find it difficult to announce hard decisions
- Won’t address things that are not going well
All of these characteristics have a common theme: Avoidance. In short, the manager either can not or will not address issues head-on. Whether it’s the fact that Jeff and Jim can’t get along or the employees are asking about layoff rumors, it is their responsibility to get control of the situation.
The Consequences: Why Courage Matters
If you’ve ever worked for a feckless boss, you know firsthand the trouble it brings. It may begin with the boss blowing off a complaint (i.e., “they didn’t mean it, you’re too sensitive”. It may be they don’t have the skills or knowledge to address the situation (i.e., “I didn’t know how to bring it up”). Often, they may not realize that they have the authority and/or responsibility to take charge of the situation (i.e., I didn’t know it was my job). Regardless of the reason(s), things aren’t addressed, managers must develop the ability to step up and take ownership of their teams and workplace situations. If they don’t (or can’t), they are destined to fail. Once one employee loses faith in leadership, it can spread like wildfire until it affects the entire organization.
The Solution: Gaining Courage
So, what do you do about it? The first step is recognition. If you find it difficult to step up, it’s time to take stock. Ask yourself the following questions:
- Why did I accept the job? If it was because of the money and title, (there’s nothing wrong with that). Be honest, are you earning your paycheck? Your job is to take care of the organization by taking care of your team. If you’re avoiding your responsibilities, you’re not earning your pay.
- What are your core values? If you tell people you’re all about honesty and integrity, your work performance needs to reflect that. The late Maya Angelou is often quoted “When people show you who they are, believe them”. How do you show up in your organization?
- Do you have the skills? None of us are born with the ability to organize, direct, coach, and mentor others, but we learn them as we grow. Some of the skills that can help us become more courageous are:
- Public speaking
- Critical thinking
- Coaching, Mentoring, or Facilitation
Take a hard look at your current skill set and plan to improve them. Improving your skills will improve your value to your team and to the organization.
Resources:
Dulude, C. (2015, June 16). 6 Signs a Manager Lacks Managerial Courage!