Courageous Leadership: How to Build Backbone, Boost Performance, and Get Results


Courageous leadership – does your organization have it? Courage is the first virtue of organizational performance because it’s the lifeblood of leadership, entrepreneurship and innovation. But in times of change and uncertainty too many workers become safety-seekers, often to the detriment of their organizations. We have high and often conflicting expectations of leaders. We want leaders to be reasonable but passionate, decisive but inclusive, visionary but explicit, and powerful but humble. On top of all that, also be emotionally intelligent, caring, impartial, people-oriented, and of course, financially astute. The list is so long that it often leaves leaders scratching their heads, thinking: where on earth do I start? The answer is courage. It’s the backbone leaders need to forge the future, face fierce challenges, inspire others, and drive the bottom line. Important organizational concepts like leadership, innovation, change management, sales, and employee engagement all require strong doses of courage.

Join us for Courageous Leadership: How to Build Backbone, Boost Performance, and Get Results, presented by Bill Treasurer. The Courageous Leadership webinar will provide practical strategies for building workforce courage so workers can become opportunity-seekers. A proven approach for using courage to improve performance and counteract the negative impacts of workplace fear will be introduced. When everyone is working with more courage, the entire organization is transformed for the better. Research shows that courageous workers seek out leadership opportunities, step up to challenges, offer innovative ideas, passionately embrace change, and are more productive. In short, courageous workers get work done!

This webinar is based upon research from Courageous Leadership, a training program for HRDQ that gives both newly emerging and experienced leaders and managers the tools and techniques for developing and refining their skills. This learning resource will help your organization retain employees and clients, make better decisions, and improve performance.

Participants Will Learn:

  • Why courage is the premier personal and professional virtue.
  • To be versed in the distinct types of courage (TRY, TRUST, and TELL) and how to differentiate among them.
  • How to empower and engage people by modulating comfort and discomfort.
  • To clearly differentiate between two different leadership dispositions, Fillers (encouragement) and Spillers (discouragement).
  • To understand how to create an environment that supports ongoing courageous behavior.
  • Tips on how to increase your own courage while inspiring more workplace courage.
  • Specific individual actions and commitments to leading, teaming, and interacting with more courage.

Who Should Attend:

  • A training or HR professional who delivers training
  • An independent training consultant
  • A manager who delivers or purchases training as part of their role

Additional Resources: 


blankBill Treasurer

Bill Treasurer is founder and Chief Encouragement Officer at Giant Leap Consulting (GLC), a courage-building company that exists to help people and organizations live more courageously.

Bill is considered the originator of the new organizational development practice of “courage-building.” Bill is the author of the internationally bestselling book, Courage Goes to Work. The book provides practical strategies for inspiring more courageous behavior in workplace settings. In 2009, the book became the 6th bestselling management book … in China.

Bill is also the author of Courageous Leadership: Using Courage to Transform the Workplace. As a comprehensive off-the-shelf training program, the material is designed to help organizational development practitioners and training professionals inspire more courageous behavior in their organizations. The program has been taught to thousands of leaders in 11 countries on 5 continents.

For over two decades Bill has designed and delivered leadership and succession planning programs for experienced and emerging leaders for clients such as NASA, Accenture, CNN, Saks Fifth Avenue, Hugo Boss, UBS Bank, Lenovo, the Pittsburgh Pirates, the CDC, the National Science Foundation, and the U.S. Department of Veterans Affairs. Learn more at


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HRDQ Consulting’s highly experienced consultants can pull your teams together online from remote locations. We deliver experiential, instructor-led training virtually and in the classroom using our tested curriculum of more than 80 half-day classes. We offer custom course creation and product delivery, too!

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Sara Lindmont: Hi everyone. And welcome to today’s webinar, Courageous Leadership:

How to Build Backbone, Boost Performance, and Get Results, hosted by

HRDQ-U, and presented by Bill Treasurer. My name is Sara. And I will
moderate today’s webinar. The webinar will last about an hour. And if
you have any questions, you can go ahead and type them into the chat
area on your GoToWebinar control panel. And then, we’ll either answer
them as they come in, at the end of the session with Bill, if we have
time, or after the session by email, if we’re out of time.
Sara Lindmont: So, our presenter today is Bill Treasurer. Bill is the founder of Giant Leap
Consulting, a courage building company, and the author of the
international best seller, ‘Courage Goes to Work’. He is also the author
of the ‘Courageous Leadership’ training guide, the world’s only off the
shelf facilitator training program. And his courage building workshops
have been taught to thousands of executives in 11 countries, on five
Sara Lindmont: Bill’s newest book is ‘The Leadership Killer: Reclaiming Humility in an
Age of Arrogance’, which he wrote with Captain John Havlik, retired
Navy Seal. Bill’s most important roles are that of husband to his wife,
Shannon, and father to their three beautiful children, Alex, Fina, and Ian.
Welcome, Bill. And thank you for joining us today.
BIll Treasurer: Thank you, Sara. It’s great to be back. I’m really looking forward to the
time that we’re gonna be spending together. And I’m really grateful for
all of the folks who showed up today to this webinar. We have over 800
plus, around 850 folks have registered, from all around the globe,
believe it or not. Showing me that you’re interested in leadership, one.
So it shows me a lot about you. And you’re also interested in this topic
of courage. Sara and I were putting it together today. And we’ve
probably done webinars together for about a decade. At least 10 years.
And I’m always gratified to be able to work with HRDQ. And now, with
HRDQ-U, the University arm of HRDQ.
BIll Treasurer: So, we’re gonna be talking today about a training program called
‘Courageous Leadership’. It’s a training program to build workplace
courage. I’m really lucky. I’m the CEO of a company called Giant Leap
Consulting. And when I say CEO, I mean Chief Encouragement officer.
I’m lucky in that I get to go around the world. And in any culture that I
work in, there is a word that means courage. You can’t find me a culture
where there’s not a word that means courage. And that’s partly because
courage is part of the human condition. It’s an essential element of the
human condition.
BIll Treasurer: With every group that I get to work with, including this group today, you
all attending this webinar, I learn from groups like you. And then, I take
what I learn, and then I go, and I bring them to other groups. So today,
we’re gonna learn from each other around this idea of courage, and
courage building. And I also want to let you know that much of the
material today is going to be extracted from the ‘Courageous
Leadership’ training guide. It is an off the shelf, comprehensive, do it
yourself leadership courage program, so that you can infuse courage
into your own workplace.
BIll Treasurer: And it is represented by HRDQ. So it is, they are one of the exclusive
providers of this material. Just to explain it, there is a trainer’s guide that
has scripts, and agendas for a full day, and a half day courage building
workshop. So you can put courage into your culture, as a cultural value
system. And then, there is a participant workbook, for all of the people
who go through your courage building programs, if you care to facilitate
it as a trainer.
BIll Treasurer: And then, finally, there is a ‘Courageous Leadership’ profile that has 30
questions that you can use right in a training session. And people can
identify how much courage they have, in three different areas, that I’m
going to introduce you to later. It’s a signature program, as I said,
offered by HRDQ.
BIll Treasurer: So this material has been road tested at a bunch of clients. These are
clients that I have worked with in the past, or currently. Many times,
they are doing it as part of a cultural transformation effort, where
courage has bubbled to the surface as a new value that they need to
instill in the company. And then, they’ll go find this material. Sometimes,
they’ll do it themselves, by getting a do it yourself program. The one
that I just talked about. Sometimes, they’ll bring us in, my company, to
introduce people to this material. And then, oftentimes, I’ll work with a
smaller subset from the company to do a train the trainer program. All
of these are available through HRDQ.
BIll Treasurer: So, here’s the first thing I want you to know. I’m gonna share with you
six lessons about courage. As well as three tips, towards the end. And
I’ve got plenty of questions, and ways of interacting with you. We only
have an hour. So I’m gonna introduce you to as much of this material as
I can in an hour. And try to make it engaging, so that you get to really
feel energetic about what we’re doing, in terms of courageous
BIll Treasurer: Here’s the first lesson of the six, that I want to share with you. You
already know a lot about courage. You’re a courageous person. Each
person that is going through life, has courage inside of them. You can’t
go through the human experience without activating your courage.
Having said that, all of us have denied our courage at some point, too.
That moment when we bit our tongue, when we should have been
speaking up. Or doing something that was hard and scary, but we
walked away from it. We’ve denied our courage as human beings. And
we’ve embraced our courage as human beings.
BIll Treasurer: So today, I told you that we’re gonna be learning from each other. I
want to start off by learning from you. And here’s my question to you. If
you were coaching a valued friend, who needed more work courage,
what advice would you offer? So, if you would just chat your answers,
we’ll get to view some of these. And we’ll learn from each other. So, if
you were gonna be giving a valued friend, or colleague, some tips on
how to be more courageous at work, what tips would you offer? Let’s
see what you got. Feel free to go ahead and chat in your answers.
BIll Treasurer: The point of the question is the recognition that you already are
courageous. You have plenty of ways of activating your courage. So, I’m
seeing some answers coming in right now. Great. These are great
answers. So here we go. I’m gonna share a couple with you that I see.
Let’s see.
BIll Treasurer: “Say yes more often.” Terrific.
BIll Treasurer: “Stand up for the right thing.” Right. If you can anchor it to a set of
principles, a set of core values. Then you know what you’re doing the
right thing. It’s easier to do that tough action. Follow your gut. You’ve
got inner wisdom. You’ve got inner council. And sometimes, it makes
sense to follow that.
BIll Treasurer: Let’s see, “You gain a lot more courage by doing bold things.”
BIll Treasurer: “Don’t let yourself be walked over.”
BIll Treasurer: “Have a clear vision of what you’re trying to do.”
BIll Treasurer: “Don’t be afraid to speak up.” Mention to that one. Let’s see.
BIll Treasurer: “Do what feels right. And be confident in your skills.” Great. Gain skills
so that you have confidence in them. Coming through.
BIll Treasurer: “Don’t let yourself be walked all over. It’s okay to say no.” That’s right. It
is. And sometimes, courage is in the yes. And embracing the yes.
Sometimes, courage is a disciplined no. And having a boundary to put in
place. Great.
BIll Treasurer: “Don’t be afraid to go against what’s “Normal””.
BIll Treasurer: “Explain the detailed performance expectations.” Good.
BIll Treasurer: See, you’re just proving my point. I told you you were courageous. You
all have terrific tips on how to be courageous more often. My
encouragement to you is, share those tips. Have those conversations
with the people in your workforce. Start conversations. If you want to
change a culture, a workplace, it starts in conversation. Even talking
about courage starts to instill a value system.
BIll Treasurer: I’m gonna go on to courage lesson number two. Courage is a teachable
virtue. Courage is a teachable virtue. Now, I’m not the first one to say
that. In fact, Aristotle said that courage is a virtue. And he said, it’s the
first virtue. Because it makes all of the other virtues possible. C.S. Lewis,
the great theologian, who wrote ‘The Chronicles of Narnia’. He said that
courage is not just one of the virtues. It’s all of the virtues taken to the
testing point. Outside of work, courage has always been a premiere, if
not the premiere, virtue.
BIll Treasurer: The rationale of my business is, why would it be any different at work?
It’s not any different at all. In fact, courage is the first virtue of
leadership and business. If you think of important elements in business.
For example, if you want people to be innovative, you know where
innovation almost always starts out with? Blasphemy. The current
technology, when you come up with a new disruptive innovative
technology, is going to become obsolete. But the people who are loyal
to that old technology are gonna see you as a blasphemer when you
come in with the new idea.
BIll Treasurer: So, things like innovation. How about being a great salesperson? Or
business developer? Means knocking on hundreds of doors in the face
of rejection, over and over again. And that takes courage. How about
being a leader? Where you have to render bold decisions that some
people are going to disagree with? And give you flack? And you’ve got to
be able to withstand the turbulence of that. That takes leadership. So
innovation in sales, and leadership, and presentation skills, and conflict,
and all of the things that matter at work, always come back, in some
form or fashion, to courage. So courage is the first virtue of business and
BIll Treasurer: My company, Giant Leap Consulting, is trying to advance a new
organizational development practice. We are a courage building
company. You can find out about us at There are
three fundamental premises with the idea of courage building. I know
you’ve heard of the term team building before. We think courage
building is just as important in the workplace.
BIll Treasurer: The first premise is that courage is a skill. It’s teachable. It’s learnable.
You’ve been learning how to be courageous since you were a little kid.
Maybe about six years old, and one of your parents took off your
training wheels on your bicycle. And you took four wobbly pedals
forward, and fell down, and scraped your knees. Maybe cried a little bit.
And then, your parents made you get back up on that bicycle. Persisting
through suffering is something we learn at a young age.
BIll Treasurer: But just because you learn courage at a young age, doesn’t mean you
get a pass from having to learn it, or activate it, later in life. How about
when you were 12 years old? Maybe you had to confront the schoolyard
bully. Are there schoolyard bullies that are still existing in the workplace
later in life, that you have to confront? Sure there are. So, you have
learned how to be courageous since you were a kid. And it doesn’t stop
BIll Treasurer: People perform with higher morale, and engagement, for longer periods
of time, when they’re operating out of confidence, courage, and
conviction, than when they’re operating out of fear and anxiety. And
yet, still many leaders, if not most, use fear and anxiety to provoke
people to get things done, and/or to motivate them. We just know that
there’s a better way.
BIll Treasurer: And then, finally, the entire organization can be transformed for the
better when more people are showing up to work each day with just a
little bit more courage. It can have a transformational impact on the
workplace. Now, I’m an advocate of courage. I’ve been in my business
I’ve had now, this is the 18th year, I believe. I’ve been in organizational
development for about 25 years. And I’m an advocate of courage. I’ve
seen it transform lives. I’ve seen it transform businesses. So I try to
teach it, even to my own kids.
BIll Treasurer: I’ll tell you a quick story. A couple of years ago, around Halloween, I
dared my kids … I’ve got twin 15 year olds, and a 12 year old. They were
a little younger, a couple of years ago, and I dared them to sleep in the
scary shed in the backyard. Now, my kids immediately said, “Dad. It’s
October. It’s like 20 degrees outside. We’re not gonna sleep in the scary
shed, outside.” I said, “No, wait a minute kids. I’m gonna dare you to do
this. I want you to find your courage. And I will give you each $5.” To
which they said, “Dad, $5. Don’t forget, Dad, we have animals that live
near us here. We’ve got bears in Asheville.”
BIll Treasurer: This is our driveway. Here is a bear about 15 feet away from me. Here is
a bear by the scary shed, playing Frisbee. So my kids were like, “Dad,
we’re not gonna be going out to the scary shed, and sleeping overnight.
We have bears.” Here’s a picture of my kids sleeping in the scary shed.
And it only cost me $150. They did it for $50 each, when they wouldn’t
do it for $5 each. So sometimes, it just takes a little incentive to confront
your fear the first time.
BIll Treasurer: Later, it wouldn’t be the same value to them. It diminishes over time.
So, I want to give you that idea, that courage is important. That courage
is teachable. And that people can learn to be courageous, over time.
Even if you have to incent them.
BIll Treasurer: Here’s the third lesson. Courage is found in discomfort. Not comfort.
When I talk about courage, I’m not talking about walking on the moon.
Or running up a hill with a machine gun in your hand, and charging
against the enemy. Or running into a burning building. I’m talking about
an everyday, more accessible, experience of courage, that’s available to
anyone. In our one day workshop, we’ll often ask people to give us
examples of courage that they’ve seen at work. Or that they’ve been
introduced to at work.
BIll Treasurer: Here’s some things that we hear. How about taking on a new role that
eclipses your current skills? Putting yourself in over your head, on
purpose. That takes courage. How about giving a presentation to your
bosses boss? Public speaking is petrifying for a lot of people. And it
means having to experience and activate their courage just to be able to
do it.
BIll Treasurer: How about giving tough feedback to a peer? Or a boss? We expect
downward feedback. But how about giving it laterally, or upward? That
takes courage. How about soliciting honest feedback about your own
leadership? Asking to go through a 360 degree feedback at work, for
example. What about enforcing new performance standards on tenured
employees, who’ve been around for a while? How about having to lead
people on your team that you are younger than? And they have more
experience than you in the workplace? That takes courage.
BIll Treasurer: So, there are literally and endless list of examples of work situations that
require, necessitate, the need for courage. In any one of those
situations, we tend to exist on a grand continuum that ranges from
safety seeking behavior on the one hand, to opportunity seeking
behavior on the other hand.
BIll Treasurer: Now most of us are willing to go out on that continuum, to some
degree. And then we get to a point at which we hesitate. We call that
our comfort zone. By definition, if you’re not in your comfort zone,
where are you? That’s right. You’re in your discomfort zone. If you’re
not comfortable, you’re uncomfortable. And here’s the thing to
recognize, if you are in a leadership position, you have two
BIll Treasurer: The first is to be, occasionally, up and off whatever high dive platform
you’re asking other people to leap off of. You have to be a role model of
courage. Ask yourself, when’s the last time you did something for the
first time at work? If you’re in a leadership position, and you haven’t
gotten out into your discomfort zone in the last couple of years, maybe
it’s time to. Because you have to be the role model, the standard bearer,
of the ethos of courage.
BIll Treasurer: The second responsibility that you have as a leader, is to make people
uncomfortable. Now, I don’t mean that in a fear stoking, or a fear
provoking, way. ‘Cause I’ve got lots of research that will show you the
diminishing returns of fear on impact and performance. But I do mean it
in a way that nudges people out into their discomfort zone, to help
them grow, progress, and evolve. Because that’s where the learning
happens. We would call that the courage zone. Not so far out into
discomfort that they petrify, or choke. But enough out into discomfort
where they’re growing. And they’re trying new things, and elevating to
higher standards.
BIll Treasurer: I love this quote, by Ginny Rometty, who happens to be the CEO of IBM.
She had a history of taking on jobs that eclipsed her skills, so that when
IBM was looking at a CEO candidate, inside and outside the company,
they said, “You know what? Ginny Rometty has done a lot of hard things
here, and figured out how to be successful. Here she is at the Fortune
Magazine Most Powerful Women’s Summit. She’s got a great quote. It’s
really worth writing down. She says this, “Comfort and growth don’t
coexist.” Comfort and growth don’t coexist. If you want to grow,
progress, evolve, have a thriving career, you’ve got to be willing to go
out on the skinny branches. And do uncomfortable things.
BIll Treasurer: I’m gonna tell you how this worked in my own life. And how I became
interested in the notion of courage. And in order to do that, we’re
gonna take a walk down history lane. And watch me over 40 years ago.
BIll Treasurer: Now, there I am in Larchmont, New York, where I grew up, doing a back
dive when diving became my sport. I’m about 11 years old in those
images. I’m 45 now. And diving became my sport. I wasn’t a great
athlete. But when I found diving, I got pretty good. And I won the
Westchester County diving championships three times. Colleges started
to dangle scholarships in front of me. And they’d eventually all ask the
same question. They’d say, “Bill, you’re a great low board diver. You’re a
great one meter specialist. We also have high board, here at school. Tell
us about your high board list of dives.” And I didn’t have a high board list
of dives. Because I was, and am, petrified of heights.
BIll Treasurer: So now, I had to confront a decision. What am I gonna do? Am I gonna
miss the opportunity to maybe get a scholarship to go to college,
because I’m afraid of heights? Fortunately, I had a coach who took me
down to Iona College, where they had a diving board that was built on a
hydraulic lift. Like when you take your car to get an oil change. And he
was able to take that diving board, and move it up to one and a half
meters. Now, I was scared. My heart was racing. I was going over on my
dives. I didn’t want to go to practice. I was upset with him for asking me
to do this. I was really uncomfortable.
BIll Treasurer: But after about 100 dives, my heart started to simmer down a little bit.
After 200 dives, it became easier. After 300 dives, it got boring.
Boredom is a great clue. If you’ve got people that are working for you,
that are starting to get bored, and complacent, that means it’s time to
turn up the heat a little bit. What do you think that my coach did then?
BIll Treasurer: He moved that diving board to two meters. Now my heart was racing
again. I was going over on my dives. I was upset with him, etc., etc.. 200,
300, 400, it got normal again. He was using this process that we call
modulation of comfort. Modulating between comfort and discomfort,
allowing me to move out into discomfort. Where it was awkward.
Where I was vulnerable. Gave me time to acquire new skills as I gained
confidence. It became time to move me back out into discomfort.
BIll Treasurer: Through this process, the kid who started out with a profound fear of
heights, eventually did this for a living.
Speaker 3: Just one more thing, ladies and gentlemen, before Bill does his high
dive, when he turns around, let’s all get together with a big round of
applause that [inaudible 00:22:14] on the board. Our featured high diver
[inaudible 00:22:16] the ladder, he’s Bill Treasurer. Now everyone,
silence please. Let’s wait for him to come down. And there he is, with a
beautiful three position [inaudible 00:23:00] somersault. [inaudible
00:23:00] our featured high diver, Bill Treasurer.
BIll Treasurer: So, for seven years after getting a full scholarship to West Virginia
University, because of a coach who nudged me out into discomfort, I
was a member of the US High Diving Team. Where I was diving from 100
foot platforms, traveling at speeds in excess of 50 miles an hour, before
hitting a small pool that was only 10 feet deep. This is how I activated
my courage. The kid who started out with a profound fear of heights,
because of a coach who nudged him into discomfort, in a thoughtful,
lengthy way. And a way that took time, and preparation. Eventually, by
nudging me out into discomfort, modulating between comfort and
discomfort, I was able to acquire the high board list of dives. And
eventually, traveled all around the world.
BIll Treasurer: I have experienced first hand the redeeming value of confronting fear.
I’m still a big fraidy cat in a lot of areas of my life. Believe me, you have
more courage than me in many areas of life. But in this area of life, I was
able to activate my courage, and dominate my fears. I’m still afraid of
heights. But I was able to subdue it long enough to do 1500 high dives.
BIll Treasurer: That became the premise of my first book. Which has a picture of me,
on fire, on the cover of the book. That’s me at six flags over Georgia, as
Captain Inferno. And the cover of that book, my first book, was ‘Right
Risk: Ten Powerful Principles for Taking Giant Leaps with Your Life’. I
dedicated the book to that diving coach, Ford Winter. I named my
company Giant Leap Consulting. I’m a Chief Encouragement Officer. And
now, my business is helping you take whatever high dive you’re taking,
or facing. Or your company is facing.
BIll Treasurer: The question becomes, what’s your high dive? What is that platform of
safety you might be standing on for a little bit too long, and you know
you need to get off of? I knew when I wrote that book, I wasn’t done.
Because I was doing a lot of courage building workshops. So I decided to
write a book called ‘Courage Goes to Work’. This book became an
international best seller. It became the sixth best selling management
book in China in 2009, unexpectedly. And it goes into its 10th
anniversary edition, actually comes out in March. With a new forward
that was written by John Ryan, the President and CEO for the Center for
Creative Leadership.
BIll Treasurer: That material, that book, I blew it out into the training program that you
can now take, and do, in your own workforce, to build workplace
courage. This off the shelf, comprehensive, training program,
‘Courageous Leadership’, that HRDQ offers as one of its esteemed
products. And I’m grateful for that. So, all of that. I would have none of
this if it weren’t for a coach who believed in my potential before I
believed in it. And who demanded that I encounter the courage that was
inside of me all along, in the first place.
BIll Treasurer: Now, one of the things that I want to share with you in tip number, sort
of lesson number four, is there are at least three kinds of courage. I’m
gonna introduce you, at a very high level, to the three buckets of
courage that we introduce in the one day courageous leadership
training program. There are three different ways of experiencing
courage. Not all courage is the same. It’s not always about heroics. It’s
about doing uncomfortable things. But in three different distinct ways.
BIll Treasurer: The first is what we call try courage, the courage of initiative. The
second is trust courage, the courage of vulnerability. And tell courage is
the courage of voice, or assertiveness. I’ll explain each one in a little bit
more detail.
BIll Treasurer: Try courage is when you have to do something you’ve never done
before. Something that you are attempting, that other people may have
done. But for you, you’re experiencing your try courage. For example,
I’ve got a 15 year old son at home who’s getting his learners permit. And
he and I have to go to a number of parking lots. And I’ve got to teach
this kid how to drive, you know, multiple thousands of pounds of steel,
that I’ve been doing like I could almost do it in my sleep, the way they
have cars with such technology now. But for him, it’s a petrifying
experience. And I’ve got to admit, I’m a little afraid when I go driving
with him for his first time.
BIll Treasurer: So try courage is doing something for the first time, that you experience.
We call it the courage of first attempts. If at first you don’t succeed, try,
try again. It’s when you have to do something that is out purposely in
your discomfort zone. It could be learning a new skill at work, for
example. Or having to get used to a new technology system, for
example. That’s different. It’s often attached to the courage of action,
doing something.
BIll Treasurer: Which is different than the second bucket of courage. Which sometimes
is the courage of inaction. It’s the courage of vulnerability. Now, if i
asked you if anybody had ever accused you of being, or if you got
honest about it, that you would admit about yourself, being a
controlling person, what would you say? That you find yourself to be
controlling. Well, a lot of people find themselves to be controlling. And
the more controlling you are, the more challenging it is to gain the
experience of experiencing your trust courage. So trust courage is the
courage of vulnerability. It’s the courage of me releasing my need to
control, or my need to be right. It’s hard to do.
BIll Treasurer: Most of us have been betrayed by the time we get to middle life. Maybe
we’ve even betrayed others. And we get a little jaded about trusting.
We put little walls around our heart. And it becomes, for some people,
trusting others is very difficult to do. And yet, you can’t build strong
bonds of interpersonal relationship, which are so necessary between
leaders and followers, without getting to the experience of vulnerability
and exposure that relationships require. And that takes courage. So we
spend a lot of time in the one day courage building class on how to gain
trust between people.
BIll Treasurer: Then the third bucket of courage is what we call tell courage. It’s the
courage of voice, or assertiveness, the courage of the truth teller. The
courage to not bite your tongue, and go along and get along. But the
courage to give people a dose of truth when it might be hard to do so.
We expect people to be truth tellers to their direct reports. But even
that is hard to do. But how about doing, giving lateral feedback? Or
upward feedback? How about stopping the production line? And raising
your hand, and saying, “You know what? There’s and unsafe practice
that I see. I know I haven’t been here as long as some other people, but
let me raise my hand and voice that I’m uncomfortable.”
BIll Treasurer: So, tell courage is the courage of the truth teller. We say we want it. It’s
the number one thing we look for in a leader, is honesty. And yet, we
also experience it as disrespect sometimes, when somebody doses us
with a dose of truth telling. I’m gonna pause here, and I’m gonna ask
Sara to do two things. We’re gonna show two polls. I had asked earlier,
I’d mentioned this idea of doing uncomfortable things. So I want to get a
gauge on how often you all do uncomfortable things. And then, I want
to get a gauge on which one of these buckets is most challenging to you.
So we’re gonna do two quick poll questions. And I’m gonna let Sara take
the reins for this.
Sara Lindmont: Okay. So our first poll question is coming up now. And if you want to talk
through that, Bill, while people can click on those radio buttons and
BIll Treasurer: Great. Sure. So we’re gonna ask you a question here. And that is just to
choose one, which one best describes you right now? I’m planning on
taking a bold move at work. So, in other words, you’re contemplating it.
That’s A, choice A. Choice B is, you know what? I’m currently taking a
bold move at work. I’m actually in the midst of doing that bold move at
work. Then choose B. And if you’re taking a break from bold moves at
work right now, choose C. So we’re collecting some responses. We’re
seeing the averages move back and forth here. So again, A is I’m
planning on taking a bold move at work. B is I’m actually taking a bold
move at work. And C is I’m taking a break from bold moves at work right
BIll Treasurer: And we’ll see where we land, as the responses come in. And you might
remember, I said you have two jobs as a leader. Doing uncomfortable
things. And asking others to do uncomfortable things. So we’re gonna
gauge on that first one. What uncomfortable things? How often are you
doing it? Great.
Sara Lindmont: Okay. I’m gonna go ahead and close this out. Looks like we’ve got
everybody’s responses. And you can see those results.
BIll Treasurer: Great. So, 32% of you are in the planning stage. You know you’ve got a
big, bold move at work to be getting ready for. And you’re
contemplating it. You’re actually planning for it. 47%, the highest
percentage, are actually in the midst of taking a bold move at work.
You’re in this transition, whatever that thing is. Usually, it’s hard. And it’s
uncomfortable. And then, 21% of you are like, you know what? I need a
little break from bold moves. I’m actually taking a break from bold
moves right now. All of them are legitimate answers.
BIll Treasurer: The only thing I want to reinforce is that, as a leader, you’ve got to be
occasionally doing some tough stuff yourself. Because it signifies to the
people around you, that you’re leading, that you’re out in your
discomfort zone. And that is how you grow, progress, and evolve. And
that that sets and expectation that the people you’re leading should do
so too. So you’re role modeling courage. Good for you.
BIll Treasurer: Let’s go on to the second question. So I’ve just introduced try, trust, and
tell, the three buckets of courage. And what I want to get a gauge on
this time, is which of those buckets is most difficult for you? Try, trust,
or tell. So when you think about trying, is it all about initiative, doing
hard things you’ve not done before? Trust is about vulnerability and
exposure. And that’s B. And then, tell courage is about voice, or
assertiveness, being the truth teller. And we’ll see where we land on
these three. So A is try. B is trust. And C is tell.
BIll Treasurer: What’s interesting, is that sometimes this question has some level
consciousness. I get different answers when I do it with upper level,
senior executives, than when I do it with say, folks that are out in the
field in the job. So it’ll be interesting to see where we land, as training
professionals. And we’ll give it a minute here for the scores to solidify.
Try, trust, or tell. It’s one of the major concepts that we teach in the one
day courageous leadership program.
Sara Lindmont: Bill, did you see the comment that came in from Ann?
BIll Treasurer: No. What was that? What was the comment?
Sara Lindmont: She says, “Great trust courage, Bill, in letting Sara take the reins on the
polling. And great try courage, Sara.”
BIll Treasurer: Good. Thank you for the reinforcement, Ann. Very perceptive. And
you’re learning the three buckets of courage very well. And it’s one that
we actually spend a good deal of time with that in the one day class.
How to differentiate, and discern, between which buckets. ‘Cause there
is some overlap. It’s true. So right now, what we’re looking at. And
you’re welcome to show the results there. We’ve got 16% of you find try
courage to be most difficult. The vast majority of you, 49%, find trust
courage to be the more challenging item. And then, 35% of you find tell
courage to be more difficult.
BIll Treasurer: I mention that there is a level consciousness to this. When I work with
upper levels, often I find that the trust courage bucket is the highest
bucket. So it’s often when I work with senior executive groups, senior
project managers, vice presidents, executive vice presidents, and C-level
executives, almost always, the trust bucket is the hardest one.
BIll Treasurer: The lower you go into an organization, often …
Sara Lindmont: Bill, are you there? Can you hear me? ‘Cause it looks like we may have
lost your audio. Okay. Yep. Thank you everybody. I can hear. I can see
that everybody else is … okay, good. You can hear me. But you cannot
hear Bill. Oh, technology. Isn’t it fun when it works great? Let me reach
out to Bill, and see if we can grab him back. Thank you, Bruce.
Sara Lindmont: So, I’ve messaged him. And we’ll see if we can get his audio back.
BIll Treasurer: Okay. Can you hear me?
Sara Lindmont: Bill?
BIll Treasurer: Yep. I’m here. You’ve got me?
Sara Lindmont: I can hear you.
BIll Treasurer: Good. I literally just asked the question, if I was still connected? ‘Cause I
don’t know if my web must be … I’m getting a note from this webinar
platform that my connection needed to be re-established. But it is. So
that’s good.
Sara Lindmont: Yep. You’re good. Okay.
BIll Treasurer: Great. So fear-based leadership discourages courage. Fear gets in the
way of courage. I want you to think about a leader you least admire at
work. Somebody you’ve actually experienced. What are some things
that those leaders that you least admire do that causes you to
potentially lose courage? Like the question right there. Think about
leaders that you least admire, that you’ve actually worked with, not
people on the world stage. What do they do that causes you to either
lose courage, or things they do you wish they wouldn’t?
BIll Treasurer: So, go ahead and chat in your responses. Put them in the … Go ahead
and put your questions in. And we’ll see where we land on this
particular question. Let’s see. I’m trying to scroll down. Great.
BIll Treasurer: “Having no backbone, and not standing up for you.”
BIll Treasurer: “Harshly judging others in the office.” Right. These are good answers.
Let’s see. Coming down.
BIll Treasurer: “He’s insincere.” Right, insincerity gets in the way. Let’s see. Scrolling
down to some more. Great.
BIll Treasurer: So, sometimes I’ll hear people talk about micromanagement, “when I’ve
got a boss that micromanaged me.”
BIll Treasurer: “A boss that takes credit for the work that I do.”
BIll Treasurer: “Somebody that’s always negative.”
BIll Treasurer: “Somebody who dismisses me.” Sometimes we’ll hear that from lower
level employees, or younger employees in the workforce. That their
ideas don’t seem to matter to their boss.
BIll Treasurer: So, most of us, by this stage in our career, have worked with a lousy
leader here is an actual example. “My boss gave the first employee of
the month award to himself.” Yes. That’s kind of an arrogant, fear-based
BIll Treasurer: Here’s another one, this is a real life example. “My boss,” this actually is
a very famous person. But I won’t reveal the person’s name. It’s
somebody who founded, basically, the bond trading industry. And this
person said, “My boss gave people communication demerits if people
made eye contact with him. And the demerits were tracked, and
impacted bonuses.” Just because they looked at this guy. That’s fearbased leadership.
BIll Treasurer: I have a new book out right now. It’s called ‘The Leadership Killer:
Reclaiming Humility in an Age of Arrogance’, which I wrote with a Navy
Seal officer, that’s a buddy of mine from college. He’s this big guy
standing next to me and the little guy. I’m the dumpy guy in the maroon
sweater. The guy in the middle is the President of West Virginia
University, who’s also been the President of Ohio State, twice. He’s been
the President of Vanderbilt. He’s been the President of Brown
University. And he’s been the President of Colorado, University of
Colorado. And now, West Virginia University, two times as well.
Standing next to John Havlik, my co-author. Navy Seal officer and
BIll Treasurer: John and I got, we knew each other from 25 years ago, when we were
members at West Virginia University, University swim team. And then,
we had lost touch for 25 years. And when we reconnected about five
years ago at an alumni event, we started sending stories and messages
to each other about leaders, and leadership. We’re both very interested
in the topic. And over time, we started noticing that the stories we were
communicating with one another, were about leadership fails. People
doing things that were putting their whole reputations at stake. And
really, all of those leadership fail stories almost always came down to
BIll Treasurer: It just seems like right now, there’s a lot of arrogant leaders in the
world. Here’s just a couple of examples. Travis Kalanick is now the
former CEO and founder of Uber. He really had a huge ego. He created a
bro culture. Hey, Bro. A bro culture at Uber. They had all sorts of sexual
harassment lawsuits. He had a viral video of him chewing out an Uber
driver, who was simply asking for better treatment. And ultimately, his
own board of directors, of the company that he founded, kicked him out
of the company. Because of his own arrogance.
BIll Treasurer: Here’s Elizabeth Holmes, the founder and CEO of Theranos. That was a
Wall Street darling. Theranos became a unicorn, a billion dollar valuated
company. Actually, over time it got up to $9 billion in valuation. But it
turned out that she was a great salesperson. But she was also engaged
in massive fraud. Ultimately, the SEC banned her from any director role
in a public company for life. She has been indicted by the FBI. In her
deposition, she says, “I don’t know. I don’t know. I don’t know.” Over
600 times. This is arrogance. And this kind of leadership does a lot of
BIll Treasurer: Fear-based leadership drives out courage. When people are afraid of
you, they’re not gonna do courageous things. They’re gonna shut down.
And that’s dangerous for innovation in the company, and performance
in a company. I had the good fortune, a few years back, of doing some
work with the Pittsburgh Pirates. That big giant standing behind me is
Clint Hurdle. And here’s what he says in working with athletes, about
the damage that fear can do. “Fear, whether it’s of pain, failure or
rejection, is a toxic emotion that creates monsters in our mind that
consume self-confidence. And intimidates us from doing our best, or
sometimes from trying at all.”
BIll Treasurer: In the one day workshop, we spend a lot of time looking at the research
on fear, how fear works. And providing strategies for managing and
mitigating fear. But let me just sum it up like this. Your job as a leader is
to do what Edwards Deming said, “Drive out fear.” That means putting
courage inside of people. Not fear inside of them. Which brings us to the
next lesson.
BIll Treasurer: Great leaders encourage courage. You gotta be putting courage inside of
people. A moment ago, I asked you to think of a leader that you least
admired at work, and their impact on you. Now I want you to think of a
leader who made an impact on you. What did they do that actually
encouraged your courage? I’d love to see you drop in some answers in
the chat box, so we can see the leaders that did leave you a positive
impression on you. That made you better. Leaders who drew stuff out of
you that you didn’t even know was there. What are the things that
those leaders do that caused you to have more courage?
BIll Treasurer: So I’m seeing here. Have to scroll through. Let’s see. Boy, I’ve got a lot of
the other answers came through to the bad leaders. Now we’re looking
for the good ones. Let’s see.
BIll Treasurer: “They believe in you.” Let’s see. It’s still coming in. Getting some … Hey,
Sara, it’s hard for me to read these. I’m wondering if you might read
some out loud, if you wouldn’t mind, as they come in? We’ll just take a
sample of five of them.
Sara Lindmont: Absolutely. Yeah. We have great participation today. So, I’m sure your
feed is filled. The first two answers came in back to back. Was, “They
BIll Treasurer: Yes. That’s great, right? ‘Cause for one, it shows humility on their part,
that they even listened to you. And it shows you that you’re valued.
Good. What’s the second one?
Sara Lindmont: “Celebrated mistakes.”
BIll Treasurer: Right. They celebrate forward falling mistakes. Not habitual mistakes.
But smart mistakes, that come out with the wrong answer. That
anybody would’ve made. They don’t chop your head off when you make
a mistake. Good.
Sara Lindmont: We have several who are saying along the lines of faith, they trusted in
BIll Treasurer: Yeah. Which is almost the opposite of micro-management. That they
give you a task, they give you direction, they tell you that they’re there
to support you, and then, they let you on your way. And have faith that
you will do the right thing. Good. These are good answers. Go ahead.
One more.
Sara Lindmont: And then, the other theme that’s coming out is the opportunities for
trial and error, or pushing towards growth, or allowing for initiatives for
their own ideas to be initiated.
BIll Treasurer: These are great answers. So, you’ve all worked with leaders who put
courage inside of you. You know what it’s like. And the impact that it
had on you. And sure, they’re tough on you sometimes. They need to
be. And we expect that that comes along with leadership. But they
believe in us. And they’re tough on us because they care about us. Not
just to be bigger than us, or something like that.
BIll Treasurer: Here’s a leader that I’ve gotten to work with on a number of occasions.
Sara Blakely, the founder of Spanx. I actually worked with her four
times. And she wrote the foreword to the book ‘Courage Goes to Work’.
The book that became the sixth best selling management book in China
in 2009. Ultimately, the book that led to all of this stuff that we’re
talking about today. She wrote the foreword to that book.
BIll Treasurer: And Sara says that when she was a little kid, her dad used to sit her and
her brother down at the dinner table, in Tampa, where she grew up,
before she ended up in Atlanta. And at the end of every week, he’d ask
them the same question. He’s say, “All right, kids. What have you failed
at this week?” What have you failed at this week? Not what did you do
when you were successful at this week. He wanted to know where did
you try, where things didn’t work out?
BIll Treasurer: She learned at an early age, that sometimes you gotta be making some
mistakes. You’ve gotta try some things, knowing that they’re not gonna
work out. And doing that, you learn a lot about yourself. And what
you’re able to achieve. Here’s what she said at Fortune Magazine’s Most
Powerful Women Summit. And I love this quote, “When somebody
makes a mistake at Spanx, especially when those mistakes key us in
onto a new insight, I’m never disappointed. In fact, I go up to them, and
I give them a big high five.” What do you think that does for their
appetite, to try new things, and extend themselves?
BIll Treasurer: Somebody said it even in the chat. That they don’t take your head off
when you make a mistake. I call the difference between these two
leaders. The leader who puts fear inside of us, I call a spiller. Because it
spills out our courage. It discourages us. The courage goes away from
us. A spiller leader.
BIll Treasurer: Versus a leader like Sara, that I call a filler. Because instead of putting
fear and anxiety in us, they put courage and confidence in us. They fill us
with courage. And we spent a lot of time on the courage dispositions.
Those two leader dispositions, fillers and spillers, that we talk about in
the one day courageous leadership program.
BIll Treasurer: Now, I want to end with a couple of three tips. And then, we’ll open it
up, hopefully we’ve got a coupled of minutes, for questions. So, I’m
gonna cook through these.
BIll Treasurer: So, the first tip is, you’ve gotta commit to courage. This is like the tip
before the tip. You gotta make the commitment. You’ve gotta be able to
say, “You know what? Going forward, I’m gonna be a leader or manager,
or just a person in the workforce, that is committed to being, and acting,
and behaving in a courageous way.” So it starts with commitment.
BIll Treasurer: But here’s tip number one. You gotta remember that first law of
leadership. When you’re in a leadership role, it’s not about you. It’s
about the people that you’re leading. Leadership’s not about the leader.
It’s about the people being led. And when you direct your courage to
outcomes that serve and benefit them, you’re gonna do a lot better.
BIll Treasurer: The second tip. Deputized an ego checker. I already shared with you the
damage that fear-based leadership can do. And arrogance can do. So
you need to have a check. You need to have somebody who can call you
on your own BS. Who can let you know when you’ve got spinach stuck in
your teeth after lunch. The person who can be a truth teller to you. Not
to make you feel small. But to make you be better. Every leader needs
to surround themself with at least one person, hopefully more than
that, that have permission, and are in fact deputized to tell the truth to
BIll Treasurer: And then, thirdly, if you want people to extend themselves, to try new
things, to innovate, to speak up, to trust others, to try things, you’ve got
to create psychological safety. You’ve got to make it safe for them to
make, sometimes, mistakes. Smart mistakes, not habitual mistakes. Not
dunder-headed mistakes. But even occasionally, if they do those things,
how you react to the mistakes will say a lot about how much courage
you’re gonna get out of them in the future. Do you turn it into a
teachable moment? Or do you use it as a way to hold it over their
careers forever?
BIll Treasurer: The good news is that we actually have some time for questions. So I’m
gonna open it up right now. And Sara, feel free to share with me a few
questions that came from them. I can’t wait to engage with the folks
that are attending. This is where a lot of the learning comes, in the Q&A
Sara Lindmont: Absolutely. So, we don’t have questions that have come in yet. But
we’ve got a really participating audience. So I’m sure they are thinking
through those. Oh, here is the first one. This is from Fred. Is it possible
to have too much courage? And if so, what does that look like?
BIll Treasurer: Oh man. That’s a great question, Fred. I appreciate it. And I don’t want
to give anybody the impression that I’m expecting people to be full
courage all the time. In fact, I think it would be exhausting. It would
probably be bad for your health. Courage is a really powerful mojo. And
I wouldn’t expect anybody to have to tap into that mojo all the time. Is it
possible to have too much? I think that it can be possible to have too
much bravado. It can be … You can have the inappropriate display, or
use, of courage.
BIll Treasurer: So, for example, Fred, a kid at 17 years old, who steals a car to go for a
joy ride, is being courageous, inappropriately. Stupidly courageous. So
you can have the misapplication of courage, pointed in the wrong
directions, or for the wrong reasons. I’ve known plenty of people who
had a lot of tell courage, who were very bold. And would take pride in
that. “I’m just brutally honest. If you can’t handle it … ” Honesty and
brutality, honesty as a form of violence. I don’t go for that.
BIll Treasurer: So, sometimes you can have the inappropriate use of display of courage,
and yes. I think it’s possible that some people use it inappropriately.
That’s probably more common than having too much courage. I actually
find it the opposite, most often. Is that most people would say that
there’s some area of their life that they could use more courage. But
thank you for the thoughtful question.
BIll Treasurer: Good. What else we got?
Sara Lindmont: He commented back. And he said, “Well said.”
BIll Treasurer: Thanks, Fred.
Sara Lindmont: So, Rob here is asking on coaching upward. So do you have any advice
on coaching upward to your boss on trust courage?
BIll Treasurer: Good question. That’s Rob. So, a couple of things come to mind. One is, I
know we get frustrated with our bosses. Most all of us get a little
frustrated about the change in behavior that we’d love our boss to
make. And sometimes, and depending on who the boss is, it could be
really frustrating. Sometimes, you have to suffer through a bad boss for
a while.
BIll Treasurer: Having said that, I think that your probability of success in giving your
boss feedback, goes up a lot if you make it focused on your bosses goals
that are important to them. So for example, just think of it, Rob. You
wouldn’t want somebody to point a finger in your face, telling you that
you need to change about something. Right? If you’re like me, you’d
want to bite that finger. So, that will not be successful.
BIll Treasurer: But if you can take the behavior change that you want that boss to
make, and connect it to the goals that they’ve set, are important to
them, so that when you give them feedback, it’s around the speed at
which you’re able to get their goal. Or the fullness at which you’re able
to get their goal. And how their own behavior is inhibiting the
attainment of their goal. Then your probability of success is gonna go up
a lot more.
BIll Treasurer: It helps to established ground rules with your boss. So maybe it’s your
next performance feedback, when your boss is giving you performance
feedback. Most bosses, at the end, will say, “Is there any feedback
you’ve got for me?” You might say, “Boss, do you need me to be a
brown noser? Or a yes person?” Now, almost every boss I know is gonna
say, “No. I don’t need that. ‘Cause it’s dangerous for me.” Then say,
“Okay. I’ll tell you what. Will you give me some coaching? Can you give
me some coaching on how to deliver a tough message to you when I
need to?”
BIll Treasurer: So, get some coaching from your boss. And then, at that moment in
time where you need to give them upward feedback, just refer back to
the new ground rule that you have set with the boss. And say, “Hey
boss, remember six months ago, we talked about you don’t want me to
be a yes person? I want to honor that commitment that we made to
each other that day. ‘Cause I actually have to give you some feedback
BIll Treasurer: So, set a ground rule that you have permission to be a truth-teller to
your boss. Good question, Rob.
Sara Lindmont: Good. We have this theme coming in. I can see here, across multiple
questions from people. And it’s around the environment. So, I’m just
gonna use one question, here. ‘Cause I think it’s worded clearly. But how
would you suggest showing courage in an environment, when it is
widely discouraged, and sometimes even punched?
BIll Treasurer: This is a tough question. It’s a tough question. Because it comes down to
a value fit. And if you are in a environment … It’s one thing that if you’re
in an environment where it is clearly not a value, and everybody knows
it. Nor is it a stated value. It’s an entirely different situation if you can
point to the core values of your company, and there’s a few of them
that actually directly connect to courage, and now you’re in an
environment that lives outside of that value system. That’s an entirely
different situation.
BIll Treasurer: So, if you are in an environment that is incongruent with the value that
they have stated on the placard in the front foyer, then that’s where a
company where you have more latitude to call people on it. To call, to
raise the standard, and say, “Look. We say that this is what we’re all
about. But this is how we’re acting.” Then you have more latitude to do
it. Because it’s a stated value.
BIll Treasurer: But if it’s not a stated value, and you’re in a system where you think
needs more courage. But nobody seems to have it, because everybody
is walking around with fear. Ultimately, that has to become a choice. Do
you think you can be successful in introducing this new value? Because
that’s a low probability.
BIll Treasurer: Just think of it, depending on how many people are in your workplace, if
it’s not a value, if everybody is walking around with fear. Courage is not
something that has been deemed as important to the value system
there. And nobody does it, you will become the counter-cultural
instantaneously, when you flag it, and say, “We need more courage
around here.” You might be seen as the outcast.
BIll Treasurer: So, that’s a much harder equation. If you’re wanting to bring courage
into a system, it’s like I said very early on. The first way to do it, to help
change a culture, is to start by little conversations. Onesies, and twosies.
A conversation at lunch with your team, in the lunchroom. Simple
questions like, what’s driving the need for more courage right now in
our workplace? What are some appropriate displays we’d like to see
more people demonstrate, more often, that actually involve courage?
What are some displays of courage we’d like to see more people
demonstrate more often?
BIll Treasurer: Ask people, what do they think the responsibilities that leaders have to
put more courage inside of people? Or to drive out fear? Start in a
general way, before you start in a specific way. Because you don’t want
people to feel indicted, or you telling the company that it’s broken, and
needs to be fixed. Just start by creating curiosity around the
conversations around courage. Because they will come to their own
conclusion of why courage matters. And the importance of it.
BIll Treasurer: We do have some guidance and advice on this in the ‘Courageous
Leadership’ training guide. We have a whole module. It’s the only off the
shelf training program I’ve ever seen that has a module dedicated to the
executive briefing. How do you start the conversation with senior
executives, to get them to be even aware that courage is needed around
here? And provides guidance for that.
Sara Lindmont: Great. And we’ve got time here for one more question. And this one’s
from Brad. And it’s actually the other direction. But how can we show
trust, or vulnerability, but not go too far?
BIll Treasurer: Yeah. Good question. ‘Cause you don’t want to be like, “Oh dude. You
don’t like me? Am I a good leader for you?” ‘Cause you’ll really look like
a wimp. And we want strong leaders. But we also don’t want weak
leaders. We want authenticity. We want vulnerability. We do. We want
that. We want humility in a leader. But we don’t want a weakling. So I
get the question. It’s a good question, Brad.
BIll Treasurer: So, here’s what I would say, do simple things that show and
demonstrate humility. Ask questions. Don’t always prescribe answers to
people. Even if you have the answer, ask questions. Because it forces
people to be self-reliant, to think for themselves. Listen. Somebody put
that earlier. You’ve got to be a good listener. Give people a voice. Show
them that you care what their opinion is. Even if they’re three levels
underneath you. It shows that you take people seriously.
BIll Treasurer: Have a check. Deputize somebody to be a check on your own
leadership. Walk the deck plates. This comes from John Havlik, my Navy
Seal buddy. Don’t be up there in the rarefied air, where the office is, and
the senior offices are. And cloister yourself only among the senior execs.
And only be hanging out with them.
BIll Treasurer: Walk the shop floor. Get out there on the deck plates, they call it in the
Navy, where you’re interacting with people at lower levels of you. And
taking them seriously. So there’s plenty of things you can do to
demonstrate humility, without demonstrating weakness. Great.
Sara Lindmont: Brad replied. He said, “Thank you.”
BIll Treasurer: Of course.
Sara Lindmont: Wonderful. Thank you so much, Bill. And for those of you on the line
today that are new to HRDQ, I just want to share a little bit about us. We
publish research-based, experiential learning programs, that you can
then deliver in your organization. So check out our online, or print self
assessments. Our workshops, like Bill’s ‘Courageous Leadership’. We
have ‘Up out of our Seat Games’. And then, reproducible workshops you
can also customize.
Sara Lindmont: So, check out our website, or give a call to our customer service team.
And if you need help either learning a training program, or you want
one of our expert trainers, like Bill, to come out and deliver it for you,
we also provide those services.
Sara Lindmont: So, we look forward to being your soft skills training resource. And we
hope you enjoyed today’s webinar. And Bill, again, always a pleasure
working with you.
BIll Treasurer: Likewise, Sara. And thanks everybody, for showing up. Take care. Be

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