Here’s our “ideal” leader: Someone who is confident, infallible, authoritative, always has the right answers and never shows weakness. Now meet our “not-so-typical” leader: Someone who admits to not having all the answers, is willing to show vulnerability,foster a culture of trust and respect, and embraces his humanity instead of projecting invincibility. 

Which one would you be? And, do you have the courage to be what you chose?

Well, doesn’t take a genius to guess that, Brené Brown, the author of “Dare of Lead” argues that true leadership isn’t about pretending to be perfect; it’s about being real. It’s about rumbling with vulnerability, living in our values, “braving trust” and learning to rise. 

Step with us into this journey of leading with courage and heart in any setting and build a thriving, innovative and inclusive environment.

Can you find the common thing in the following scenarios? The first date after a divorce, starting a new business, apologizing to a colleague, getting feedback, and getting fired. Hint? In all these situations, you’re putting yourself out there, showing you don't have all the answers, owning up to something, or taking a risk. Did you get it now? Well, it’s vulnerability – an extremely common feeling, in fact a universal human emotion, where we expose ourselves to others and experience risk or uncertainty. Even though the feeling is common, it is surrounded by damaging myths – the most common one being weakness. To be vulnerable is not to be weak. Don’t believe us? Fair enough! But would you believe in data? Because the weakness myth simply crumbles under the weight of the data – tons of research and real stories of courageous people prove it!Here’s an example: In 2014, Brown was talking to a group of several hundred military special forces on a base in the Midwest. She told them about vulnerability – that feeling of being unsure, scared, and maybe a little exposed. Then she asked them a tough question: "Can you think of a single brave thing a soldier did, for themselves or someone else, that DIDN'T involve feeling vulnerable?"  The room went quiet. Finally, one soldier stood up and spoke, "Nope. After three tours, I can't think of a single act of courage that wasn't scary or risky." In fact, the answer remained consistent with fighter pilots and software engineers, teachers and accountants, CIA agents and CEOs, clergy and professional athletes, artists and activists – there’s NO courage without vulnerability!! How can you think of it as a  weakness, then?So, it’s established – courage is important, and vulnerability is actually an inherent part of it. But that’s not all. Accepting vulnerability is the driving force for creativity and innovation too! Think about it this way: inventing something new is like venturing into unknown territory. There's no guarantee it will work, and there's a good chance you'll run into some dead ends. If you're afraid to be vulnerable, to share your ideas and risk messing up, how can you truly innovate?  A perfect example is the Post-it Note. A scientist at 3M accidentally created a weak adhesive that wouldn't stick properly. Instead of hiding his “mistake,” he embraced the vulnerability of sharing it with colleagues. And guess...

Kenneth Blanchard, author of The One Minute Manager,  once said, “Feedback is the breakfast of champions.” It’s the base from which you forge your path to greatness. You gotta welcome it, learn from it, and adapt based on it. That’s how you grow; that’s how courageous leaders improve.In fact, honest feedback, when delivered constructively, also builds trust. It demonstrates a leader's belief in their team's capabilities and creates a safe space where people feel comfortable taking risks and learning from mistakes. Take Toyota, for example. Toyota Production System aka TPS’s success hinges on "kaizen" philosophy which means continuous improvement. Their system provides constant feedback to workers – both positive and negative. This feedback loop allows workers to identify areas for improvement, make adjustments, refine their processes and ultimately, build better cars.But courageous leaders don't just give feedback, they actively seek it out, too. This is where Brown's concept of "permission slips" comes in. Permission slips are a way for leaders to create a psychologically safe space where team members feel comfortable giving honest feedback, even if it's critical. Like when Brown's team felt her approach wasn't working, they gave her unfiltered feedback. It wasn't easy to hear, but Brown saw it as a gift. True leadership, she realized, isn't about protecting egos, it's about fostering clarity. After all, she knew “clear is kind, unclear is unkind!” The question that rises now is this: Why do we shy away from being clear? Have we been mistaking honesty for harshness? Well, yes! We often think softening criticism is kinder, but unclear instructions lead to frustration later. Imagine giving vague instructions to a coworker, then feeling let down by the results later. Clear communication from the start avoids this blame game! So, you see, honesty, even when it's not easy, is not harshness. It fosters a more productive and positive work environment for everyone involved.And clear communication also makes way for openness. This openness allows space for fresh ideas and fights off "groupthink," where everyone agrees on things just to fit in. Leaders who encourage open feedback get a wider range of thoughts, avoiding the problem of only hearing the same things over and over. Plus, when people feel safe to share different ideas, it creates a comfortable space for creativity and good decisions. Ask your employees – “How do you feel when you make a mistake at work?” Their honest responses could...

You're a gladiator stepping into the arena. The roar of the crowd is deafening, the sunlight is blinding, and every move is scrutinized by a chorus of critics. This “in the arena” feeling is  straight out of our book and it perfectly illustrates the challenges faced by daring leaders.Just like a gladiator, leaders can easily become overwhelmed in the face of constant pressure and criticism. The "arena effect" can lead to decisions driven by fear leading to a disconnect from the core values that got them into leadership roles in the first place.So, how to counter this “arena effect?” The answer may be unexpected to some but it’s your core values. These core values act as your personal North Star, guiding you through the chaos of the arena, chaos of life. Your core values keep you focused on why you started, even when things get messy.But how do you identify your true North Star? Brené suggests a prioritization process. Instead of a lengthy list of "shoulds" and "oughts," focus on just one or two core values. Why just two? It's simple – less is more when it comes to guiding principles. A laundry list of values might look impressive, but it's hard to truly embody dozens of ideals. By zeroing in on your top two, you create a powerful, actionable compass for your leadership journey. These focused values become your true North Star, influencing your decisions and actions in meaningful ways.Consider the example of Melinda Gates, who shares some of her daring leadership experiences. She writes about how values help in decision-making at the Gates Foundation. Their guiding principle is equity. When faced with conflicts or disagreements about tactics, they always return to how each approach aligns with their core value of equity. This focus on values leads to more productive conversations and a sense of satisfaction, even when the final decision isn't what someone initially suggested. It provides a framework for questioning assumptions and understanding different perspectives, all through the lens of their core value.Like equity for Gates, you too can choose your core values to reinforce at work, thereby allowing you to become a courageous leader. If you can’t decide, try jotting down a list of values you want to incorporate in yourself - accountability, balance, compassion, diversity, ethics, and on and on and on! But don’t limit yourself to the list. If you’ve a core value that’s...

“Trust Me!” How many times have you heard it before? A lot, definitely, we’re guessing! But did you trust when the person asked you to? Most probably not! It’s because we don’t earn trust by simply demanding it. The reason trust can be challenging is because it goes beyond simply having a good feeling about someone. True trust is built through consistent actions. True trust is earned when you say, in Brown’s words, “I’ve been thinking a lot about what you asked, and I want to dig in deeper and figure this out with you.” True trust is earned when you’ve built a sturdy foundation of trust. Building trust with your team is like building a sturdy treehouse - it all starts with a strong foundation!Brown identified seven key behaviors that act as building blocks for trust, summarized in the form of the acronym BRAVING. Let's break this acronym down:B is for Boundaries: Respecting your own boundaries and those of others is the key. Like, asking a colleague if it's okay to contact them after work hours.R is for Reliability: Do what you say you'll do. Like a sturdy ladder, reliability will help your team climb to new heights. That means, for instance, meeting deadlines consistently and communicating proactively if there are delays.A is for Accountability: We all mess up sometimes. But owning your mistakes and making amends shows your team you're human and willing to learn. Another work place example for this would be admitting to an error in a report and offering to correct it immediately.V is for Vault: People share confidential things with you. Be their vault – keep their secrets safe!I is for Integrity: Integrity is about doing what’s right, even when it's tough. Just like high-quality wood ensures a sturdy treehouse, acting with integrity builds trust that lasts. You gotta choose courage over comfort, especially in difficult situations. You find something unethical? SPEAK!N is for Non-Judgment: Your team members should feel comfortable sharing ideas without fear of being ridiculed. This creates a safe space for creativity to blossom, just like a comfy hammock strung up in your treehouse – a place to relax, recharge, and dream big.G is for Generosity: Always assume the best in others. Give people your most generous interpretation. Perhaps, that late colleague had a legitimate reason rather than being irresponsible. This positive outlook fosters a collaborative spirit.By consistently demonstrating these BRAVING...

Have you ever heard the story of Icarus? In Greek mythology, he was a young man who defied gravity with wings crafted from feathers and wax. Daring and ambitious, he soared ever closer to the sun. But as the myth goes, he flew too high, the wax melted, and he met a tragic end.This cautionary tale often gets applied to leadership – a warning against recklessness. But what if there's another lesson to be learned from Icarus's fall?  What if it’s teaching us to be aware? Imagine an aware Icarus – understanding his wax wings' limitations and the sun's heat. Foresight could have shown him a watery landing spot below. Of course, this is a hypothetical scenario but the gist remains clear – importance of a safety net – to get skills that can act to cushion the impact of failure. What’s more important is to provide this cushion timely. If late, the workforce may burn and meet the end like Icarus.  Failures, after all, are inevitable. And crucial – for true growth. The key isn't to avoid the fall, to avoid the failures; it's to learn how to fly again, maybe even a little higher this time. But how will this learning be possible when, often, leaders and executive coaches gather people together and try to teach not to fail at all? They will burn! And with millennials making up a large proportion of the labor workforce, 35% in America alone, it has been more important than ever to teach how to embrace failure as a learning opportunity.So, how to do it? By employing proactive resilience training – aka the safety net. Equipping the leaders, the workforce with the tools to navigate setbacks early on builds confidence.  For young adults - the future leaders, start by bringing them out of overprotection or underprotection. Instead of preparing the child for the path, overprotective parents prepare the path for the child. That has to stop. Stop constantly intervening, fixing, or helping. Let them face challenges and learn from them. Or there are young adults who have been on a steady stream of monthly active shooter drills at school. That's another extreme. You gotta provide more support and protection, while also teaching resilience skills. Either of those extremes emotionally paralyzes them and they enter the workforce without grounded confidence. Next, share with the experiences that can broaden their perspective - that can...

Who doesn’t love thinking about a vacation? So, let’s take you on one – imaginary, of course! You're on vacation, ready to conquer your fear of heights. You stand at the edge of the pool, heart hammering, picturing a graceful swan dive. But then, the voice in your head whispers, "What if you belly flop? Everyone will stare!"  Suddenly, the crystal-clear water looks suspiciously like concrete.

Sound familiar? We’re often told perfectionism is a form of self-improvement – striving to be the "perfect" leader. But we’re going to throw cold water on that myth. Perfectionism has nothing to do with achieving excellence; it’s just a facade for winning approval.

Think back to your childhood. Did you receive endless praise for straight A's and winning soccer games?  Brown suggests this sets a dangerous trap. Perfectionists, wired for external validation, anchor their self-worth on accomplishments, leading to a constant need to prove themselves. This fear of falling short translates to leadership as an exhausting cycle of people-pleasing and performance anxiety.

Instead, leaders with a healthy drive for success are intrinsically motivated. Their mantra? "How can I improve today?" They focus on personal growth, not the potential judgment of others.

Research also links perfectionism with anxiety, depression, and even addiction. Perfectionists, crippled by fear of failure, often miss opportunities and shy away from challenges – the very experiences that forge great leaders.

Remember, as Brené Brown says, "Vulnerability is the birthplace of love, belonging and joy." Give up that perfectionism armor and live through the richness of varied experiences. That’s how leaders live and lead with courage!

Leaders who embrace vulnerability unlock a powerful toolkit: courage to tackle challenges, creativity to find solutions, and the emotional intelligence to navigate difficult conversations. Let go of perfectionism and step into the arena of daring leadership.