Leadership courage is the ability to do the right thing even when it’s hard—which, let’s be honest, is basically always. If leadership were easy, we’d just let algorithms handle it.

For example.

Let’s say we know a director who notices her colleague consistently dismissing ideas from junior team members. During a meeting, The Director we know interrupts the pattern: “I’d like to hear Jamal finish his point.” Awkward silence ensues. Her colleague feels called out. Maria’s carefully cultivated “chill vibes” reputation takes a hit. But Jamal—and every junior employee watching—learns that someone will advocate for them. That’s courage: trading short-term relational comfort for long-term cultural integrity.

Let’s say we know an aspiring leader, whose peer makes an offensive joke in the leadership Slack channel. Everyone sees it. No one responds. The silence becomes complicit. David types: “That’s not okay. Delete it.” His peer gets defensive. Others worry David is “too sensitive” or “creating drama.” But here’s the thing: boundaries aren’t drama—they’re infrastructure. David just built a wall that says, “Not here. Not on my watch.”

Leadership courage isn’t about being fearless. It’s about being appropriately terrified and doing it anyway. It’s recognizing that temporary discomfort beats permanent regret. Always. We learn the most when we’re uncomfortable.

Every time you speak up for someone with less power or refuse to tolerate garbage behaviour, you’re not just being brave—you’re defining what your leadership actually means.

And honestly? That’s far more important than being liked.