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types of managerial courage the courage of truth,
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the courage to collaborate,
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and the courage to innovate.
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In this video we will explore the 4th type of courage,
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the courage to be assertive.
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Then we will look at how organizations can foster courage at
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work so that it prevails over natural barriers and fears.
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as Mandela said,
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courage is not the absence of fear,
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but the ability to overcome it.
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the courage to be assertive,
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The moment we assert ourselves,
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we also expose ourselves.
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It's much easier to say yes,
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even when we are thinking no.
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It's much easier to repeat,
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to do what we've always done
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than to do otherwise.
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To assert oneself is to differ and to have to stand up for your ideas.
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even your hierarchy dared to say no.
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I see things differently.
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I would like to propose this strategy instead.
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It's knowing how to reframe when our colleagues or collaborator fails to
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meet an agreed upon objective or violates one of the company's values.
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you're a week behind on this project.
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What's going on?
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your discriminatory comments about younger generations are not acceptable.
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Address the issue immediately.
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Remind them of the objectives,
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and mission as soon as they slip up.
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Don't just let people say or do things.
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Don't pretend you didn't see or hear.
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And in order to reframe,
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you have to accept that you may become unpopular
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and let go of the desire to be loved as a manager.
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Except that you reframing may raise dissatisfaction.
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Your clear assertion will foster respect and loyalty in the team.
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You will always win.
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being assertive,
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is about making decisions,
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It is easy to understand that without decisions there can be no movement.
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Making decisions together if possible with all those who are on deck,
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sometimes making decisions by yourself because it is up to you to decide.
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Decisions when a collaborator brings to our attention a problem
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that goes beyond their sphere of knowledge and responsibility.
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Making decisions to start a project,
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making decisions to allocate a budget,
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making decisions to exceed a budget,
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making decision to stop a project.
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It's all the more difficult when we're navigating in uncertainty
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in a speed of change never experienced before.
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There is no courage without fear,
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without overcoming fear.
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To develop these four types of courage,
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we must understand and recognize our fears,
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have good reasons to overcome these fears.
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What are you afraid of?
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If you don't know,
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you will be manipulated by these fears and rationalize your lack of courage.
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I refuse this innovation because I don't believe in it,
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when in fact you are afraid of failure.
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You will say I don't delegate to this employee because he doesn't have the potential
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when in fact you're afraid he will make mistakes
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and don't want to invest in his training.
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I don't challenge my superior's opinions because he won't listen to me
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when in fact you are afraid of his reaction.
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Every time you refuse to do something because
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we've already tested it,
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it's not the right time,
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it's not a good idea,
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we can't afford it.
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Take a closer look.
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Isn't it fear that is holding you back?
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When you become conscious of the yeses and no's,
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you say out of fear,
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you have regained much of your freedom.
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You can consciously decide or not,
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not to let your fear decide for you.
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Now you can recognize it.
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You have good reasons to disregard this fear,
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to take your four courages with both hands and get out of your comfort zone.
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I believe that there are 3 pillars that can
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overcome fear and make us embrace our courage.
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a strong conviction.
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another fear greater than the first,
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when the company reaches a crisis point where everyone realizes if we don't change,
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we will hit the wall.
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Or you realize if I don't dare,
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I will get fired.
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it's less risky to jump than to continue as before.
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greater than fear will give us the courage we lack,
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a commitment that compels us to dare what we wouldn't have otherwise done.
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I have to call that customer even if he is unhappy and it might go poorly.
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I will call him because it's my job.
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Jacques Brell used to vomit at every concert before going on stage.
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Fear plagued his body,
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but he was driven by a desire stronger than his fear.
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Conviction is the most positive and rewarding force of courage.
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I do it because I believe in it because I want to do it,
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because it feeds my values,
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because I see it as a personal mission.
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what a powerful driving force.
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Without conviction,
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we don't have enough momentum to deploy courage beyond our fears.
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Does your company help you deploy courage,
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help you take risks?
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Because you're afraid of not measuring up and being penalized for it,
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because it gives you some sense of duty,
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objectives of roadmap that compels you to dare,
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or because it cultivates in you a strong conviction
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and enthusiasm to move forward with values and mission
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that are meaningful to you.
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There are organizations that are more or
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less supportive of the expression of courage.
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Some organizations promote courage through fear,
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others through trust.
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It is difficult to show courage in an autocratic or bureaucratic organization
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with its refusal to move forward inflexibility,
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cumbersome procedures,
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even sometimes power games.
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Some organizations are built on fear,
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fear of speaking up and especially contradicting our superior,
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fear of making proposals and being told it's a bad idea,
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fear of being blamed for things or even punished for any failed risk taking,
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belts and suspenders approach,
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I bowed on quietly.
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It's actually easier to express courage in an organization that values courage.
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So how can a company foster courage?
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Value diversity and opposition.
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Let everyone dare to be different,
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to express a different opinion.
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Give your employees the development of their
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autonomy and initiative as personal goals,
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rely on cohesion and train all employees so they
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know how to give constructive feedback to each other.
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It is easier to show courage when the dialogue is open and tolerant.
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Encourage participative management and management
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by trust with delegation and autonomy
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and train managers to empower.
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Clearly display values that promote courage,
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as is increasingly the case with values such as transparency,
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the right to make mistakes,
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propose clear projects and a purpose
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so that employees are convinced,
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and know that they can take risks
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and innovate within the clearly defined direction.
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Reward initiative,
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even when it leads to failure,
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why not bonuses,
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I'm sure you have some other ideas on the subject,
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so dare to share them with your organization.
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We have come to the end of the 2 video series on managerial courage.
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We have described the four main types of managerial courage,
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the courage of truth,
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the courage to collaborate,
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the courage to innovate,
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and the courage to be assertive.
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We then saw how to overcome our fears and natural
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barriers and how our organizations can foster the culture of courage
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that is so necessary to face this ua,
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and ambiguous environment.
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