Most acts of courage don’t come from whistle-blowers or organizational martyrs. They come from respected insiders at all levels who take action because it’s the right thing to do.
courage, the people who fight for positive change end up being ostracized—and sometimes even lose their jobs. What I’ve seen in the course of my research, though, tells a more nuanced story. Most acts of courage don’t come from whistleblowers or organizational martyrs.
I began investigating workplace courage after spending more than a decade studying why people so often don’t speak up at work. I’ve found many examples of people at all levels who created positive change without ruining their careers. Their success rested primarily on a set of attitudes and behaviors that can be learned, rather than on innate characteristics.
Competently courageous people also work to earn the trust of those who see them as their champions. They invest in those relationships, too—engaging with people individually, taking the time to empathize with them, and helping them develop professionally. Importance, of course, lies in the eye of the beholder. It depends on your goals and values and those of your colleagues, stakeholders, and the organization itself. As you gauge whether an issue is truly important, be aware of your emotional triggers; allow yourself to be informed but not held hostage by them. Also assess whether engaging in a potential battle—whatever the outcome might be—is likely to aid or hinder winning the war.
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