Are you being honest with your people?

As kids, we saw our parents wear confidence like armor—solving problems in silence, never showing cracks. Strength meant never admitting struggle.

But today? Courage has a new face. It's not about hiding the hard stuff—it’s about owning it. True leadership now means showing vulnerability, sharing challenges, and inviting others in. That’s the kind of bravery that builds trust and drives teams forward.

Disengagement thrives in workplaces where employees fear failure, don’t feel safe speaking up, or believe their contributions don’t matter. Courageous leadership changes that.

Employees need the courage to take risks, challenge ideas, and bring their best selves to work, however the willingness to do that is dependent on the leaders modeling this first. Managers must model courage by leading with vulnerability, empowering decision-making, and fostering a culture of curiosity.

A disengaged workforce is expensive, but a courageous, committed one? That’s an investment that pays dividends.

Courage – The Leadership Multiplier You Can’t Afford to Miss

If Clarity sets the course, and Cohesion gets the team moving, Courage is what keeps the engine running—especially when the road gets bumpy.

Disengagement thrives in environments where fear rules the day. When employees feel like speaking up, making mistakes, or taking risks will be punished, they don’t lean in—they check out. And when that happens, you don’t just lose creativity—you lose momentum, morale, and money.

The Fear Factor: What It’s Costing You

According to Gallup, fewer than 3 in 10 employees strongly agree they can take risks at work without fear of negative consequences. That’s not just a psychological safety issue—it’s a performance issue. Without courage, innovation stalls, engagement flatlines, and trust in leadership erodes.

Courage Starts at the Top

Courage isn’t a soft skill—it’s a leadership discipline. It shows up when a leader admits a mistake, opens space for feedback, or empowers someone else to take the lead. When leaders model courage, it becomes contagious. When they don’t, fear sets in.

In our SKOR Assessment, we measure Courage as one of the 3 C’s of workplace culture. One of the questions we ask:

“In my team, it’s safe to challenge ideas, ask questions, and take risks.”

If your people don’t feel safe to speak up, your culture is quietly taxing your results.

Courage in Action: What It Looks Like

• Create Psychological Safety: Encourage respectful dissent and feedback without punishment.

• Normalize Risk and Failure: Innovation demands mistakes. Reward learning and progress, not just outcomes.

• Lead with Vulnerability: When leaders admit they don’t have all the answers, trust grows and empowers others to step up.

• Empower Decision-Making: Equip your team to act autonomously.

Courageous Cultures Win

Disengaged teams cost you. Courageous teams pay you back—in innovation, ownership, and long-term retention. So the real question is: are you building a culture of fear, or a culture of courage?

Want to see how courage shows up in your workplace? Start with the SKOR Preview.

Next week, we wrap up the series with the final word on your Disengagement Tax refund—and how to get it.