When you lead a team, courage isn't a movie scene where you save the company at the last second. It's a training ground: daily choices, made consistently, when something important is at stake. Culture and results are formed there.
Here you'll find six forms of "trainable" courage, with examples from the field and micro-practices you can implement into your company immediately.
1) moral courage: choosing principles, even when it costs
what is it
Acting according to your values when it would be easier to look the other way.
example from the field
An SME receives a major order from a client known for unfair supplier practices. The deal would solve a difficult quarter. The entrepreneur abandons the deal and looks for alternatives: it loses revenue today, gains credibility tomorrow.
how to train him from tomorrow
- Clear values: write down 3 non-negotiables and translate them into observable behaviors.
- pre-agreements about what is acceptable and what is not: “if a job requires transparency towards customers, we reject it.”
- Quarterly debrief: What decisions challenged your values? What would you do again?
reflection for you: Could your employees state, in two sentences, your company's "non-negotiables"?
2) Social courage: speaking up when everyone is silent
what is it
Standing up to defend a person, an inconvenient idea, or a correct procedure, even if it risks being unpopular.
example from the field
In a meeting, a senior member of staff silences a new colleague. The HR manager stops the discussion: "New voices are an asset here, not a nuisance." In 10 seconds, the atmosphere in the room changes.
how to train him from tomorrow
- he names the risk: “it might not be liked, but it must be said…”.
- contrarian chair: in rotation, someone actively looks for blind spots.
- rewards well-argued dissent, even when you don't adopt it.
reflection for you: How many well-motivated “no’s” have you rewarded in the last month?
3) Emotional courage: staying present in difficult emotions
what is it
Name what you (and your team) feel without passing it on to others, and take responsibility for the message.
example from the field
A COO announces a downsizing: he speaks, explains mistakes and decisions, and stays for questions. He doesn't anesthetize, he doesn't delegate, he doesn't run away. It's painful, but credible.
how to train him from tomorrow
- truthful statement: “this decision is difficult and the responsibility is mine.”
- 3-2-1 rule: three breaths, two clear sentences, a pause before responding.
- no to floodlighting: don't turn the meeting into your outlet.
reflection for you: When you communicate an uncomfortable choice, do you create clarity or just agitation?
4) intellectual courage: questioning one's own ideas
what is it
Demonstrate that changing your mind, with new data, is an act of leadership.
example from the field
A Product Manager reviews the strategy along historical lines: "I was convinced of X, but the insights say Y. Let's start from the facts." The team follows her because they see method and humility.
how to train him from tomorrow
- pre-mortem: “If we fail in 6 months, why?”
- Decision logbook: assumptions, data, rejected alternatives.
- Celebrate “I Was Wrong”: A monthly column on what we’ve learned.
reflection for you: How many reversible decisions are you treating as irreversible?
5) Creative courage: Propose and test non-obvious ideas
what is it
Imagine the possible and reduce risk with rapid experiments.
example from the field
A consumer company proposes zero-waste packaging: a pilot project on one channel, clear metrics, and a 30-day test. Not a one-size-fits-all revolution, but a learning curve.
how to train him from tomorrow
- Experimental budgets: small amounts, limited time, stopping criteria.
- 10 Minutes of Misconceptions: Unlock, then filter what deserves a test.
- Learning KPIs: What will I know after the test that I don't know today?
reflection for you: How much real room is there to try without being punished if it doesn't work?
6) Physical courage: being there where it counts, not just via email
what is it
Show concrete support to those working on the front lines, even when it's uncomfortable.
example from the field
The CEO visits the operational headquarters during a critical period: he listens, observes, and makes decisions based on facts, not hypotheses. His presence increases the quality of information and trust.
how to train him from tomorrow
- proximity as a policy: 1 hour in the field every week, without an agenda.
- Listening shifts: line, customer service, warehouse. Question: "What am I ignoring?"
- logbooks: upon return, “what I saw” and “what I changed immediately”.
reflection for you: What's the last problem you solved because you saw it with your own eyes?
weekly courage checklist
(5 minutes, Friday)
- a choice consistent with values, even if it was the most difficult path.
- a dissent listened to and protected.
- a clearly named emotion.
- a hypothesis revised in light of new data.
- a quick test started or closed with discretion.
- an hour spent close to real work.
conclusion
Daily courage doesn't make noise, but builds reputation, trust, and results. There's no need to wait for the big break: practice it in small choices, every day.
call to action: Choose just one practice for this week and tell me in the comments how it went.
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