Change is Hard
I recently started coaching a new manager who inherited a team that was used to a lack of accountability and unresolved conflicts. Despite being a seasoned leader in her field with prior management experience, she presented with a significant challenge. The previous supervisor had a very hands-off approach, allowing the staff to make many managerial decisions for themselves, and avoid dealing with performance issues. This left the new manager with the daunting task of setting new boundaries and expectations for a team that had never had any. Although she naturally leaned towards kindness and honesty, her team did not respond to her gentle approach, often ignoring her subtle attempts at change and, in some cases, outright disregarding her authority. This situation required her to find a new leadership style—one that balanced assertiveness with empathy.
Identifying and Cultivating Managerial Courage
When I reflect on the most impactful leaders I’ve had as an employee, or worked with as a Consultant, it isn’t some single tough decision that made them a remarkable leader, but the many times you could count on them to consistently speak the truth, and be human with you that they earned a reputation as a courageous leader. Managerial courage is about more than just making tough decisions; it's about consistently acting with integrity and transparency. Courageous leaders speak with sincerity, act with timely decision-making, and address performance issues directly, when they occur. For the leader I was coaching, this meant stepping out of her comfort zone to set clear expectations and hold her team accountable.
Managerial courage doesn’t come easily – that’s why it’s courageous. One effective strategy is to start small. Practice these new skills by having honest conversations with individual team members about their performance and behavior. Considering one person at a time, prepare for the conversation. Be honest and transparent about your concerns, provide tangible examples of the behaviour or performance. Share your expectations and listen to them about why they may be struggling to meet them. Using this approach allowed this new leader to build confidence and gradually establish a culture of accountability within her new team. Encouraging her to own her strengths and use them to her advantage was also crucial. By recognizing her ability to communicate effectively and empathetically, she could approach difficult conversations with a balance of clarity, firmness, and understanding.
Practical Steps for Building Managerial Courage
For leaders looking to develop their managerial courage, here are some practical steps:
Own Your Strengths: Understand and leverage them. Being a calm and gentle leader doesn’t make you a pushover. It makes you empathetic, and allows you the capacity to learn about, and understand your team as individuals.
Seek Feedback: Feedback is a two-way street. Ask your team to provide feedback for you, which not only allows you to role model appropriate behaviour when receiving constructive criticism, but also your commitment to ongoing growth as a leader.
Address Performance Issues: If you see something, say something. By not addressing known performance or behaviour concerns, they can fester and can infect your entire team. Clear and timely communication about expectations and consequences is key to maintaining a productive team culture. (Reach out to us for the Performance Management Flow Chart to guide your process).
Experiment with New Approaches: Whether it's altering how meetings are conducted or introducing fresh team engagement techniques, embracing innovation can result in improved outcomes. More than one way can be the right way for your team.
Conclusion: The Impact of Courageous Leadership
The journey to finding managerial courage is unique for every leader. For the manager I coached, it meant learning to be more assertive and setting firm boundaries while maintaining her natural empathy. For others, it might involve taking a step back and adopting a gentler approach. The key is to recognize your strengths, pursue ongoing improvement, and have the courage to make difficult decisions when needed. Do this in a way that aligns with your natural leadership style, while also addressing issues transparently and promptly.
In small businesses, where every team member's performance can significantly impact the overall success, managerial courage is indispensable. By fostering a culture of accountability and respect, courageous leaders not only improve team performance but also build a foundation of trust and mutual respect that drives long-term success.
Our organization is dedicated to helping leaders at all levels develop the skills they need to succeed. If you’re looking for support in building your managerial courage, we’re here to help. Contact us to learn more about our Leadership Fundamentals program, starting January 30, 2025, and how we can support you in your journey.
From the LIHR team and lead collaborator, Ellen Brown, CHRP, HR Consultant Ellen@LisaIsaacHR.com
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Lisa Isaac HR Professional Services
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