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I’m excited to let you know, that after a few false starts, the data collected in insium’s Workplace Courage Questionnaire (CQ) is currently being analysed. We hope to be presenting results to you soon.
Right now, I’d like to share some of your responses to the final question of the questionnaire which was: “Please capture any further comments and/or reflections.” Your responses included:
- Encouragement and gratitude for exploring workplace courage
- Feedback on the design on the questionnaire, and also
- Your experiences and subsequent learning and wisdom
Thank you for your encouragement and support; it inspires me and gives me courage to continue exploring courage.
Amongst the comments regarding design of the questionnaire were:
- It is good to tell people how long the questionnaire will take
- The question, “is it worthwhile?,” is unclear
- Replacing “To what extent are you willing to (undertake specific action)” with “To what extent have you taken (specific action)?”
- “It’s a big mirror.”
- “A really interesting survey that has made me think hard.”
You could argue that these last two comments also sit within learning and wisdom. Thank you for your feedback which we are giving thoughtful consideration to.
Your learning, experience and wisdom included:
- “Courage underpins growth of a business – its focus, its people and its uncopiable culture.”
- “The organisation I work for has a high level of culture, compliance and expectation around many of these questions, so it is an enabling environment and all employees are expected to report and be responsible for many of the things in this questionnaire.”
- “I feel that workplace courage is very individual and would differ vastly between ages, genders and what people’s long-term goals are.”
- “I would love to encourage more women to be exceptional leaders with integrity and courage, to lead with kindness and not be pushed aside for not being deficit minded!”
- “As an independent consultant the courage to act is driven from within. Backing yourself to approach new and existing customers to provide a service takes courage. Having the courage to tell a client that they need to change their behaviour takes courage when sometimes it might be easier to stay silent to keep them happy.”
- “Courage should be recognised and rewarded.”
What do you take from the learning, experience and wisdom of others? What can you take into your workplace to create a courageous work culture?
A common theme was you not considering your actions courageous, but on reflection and/or feedback from others, realising that you have been courageous:
- “I have found that I often don’t think of many of these things as courage and there is some surprise still when I hear that description applied to me.”
- “I wouldn’t have thought I was as courageous until answering these questions. I realise I am values driven to have the lion’s courage.”
This same theme has been apparent in the interviews that we have conducted. We know that we build meta-data on self if we stop and reflect and/or if we ask for feedback. We can then apply this meta-data on self – in this instance about courage – when we require courage for future acts. We also know that the more we share our stories of courage, the more we help others to identify their own courageous acts and the more we inspire others to courage. If you would like to share your stories with us, we would be delighted to share these with our network.
And finally, the question was also raised whether there may be a correlation between courage, emotional intelligence and successful leaders … perhaps a topic for future research?
I am very grateful to you all for participating. I look forward to providing you with the outcomes.
P.S. There won’t be a regular post next Wednesday as I’ll be wandering around San Antonio before I start the Dare to Lead accreditation with Brené Brown the following day. Stay tuned for shared learning!