Why should you and your organization be brave?
Several years ago a patient died from the Ebola virus at a Dallas hospital – the first time Ebola had been diagnosed on US soil. The hospital failed to detect the patient’s Ebola when he came to the emergency room and sent him home. When he returned to the hospital, his Ebola was raging and it was too late to save him. When this crisis flared, I flew to Dallas with my communications firm colleagues to help the hospital respond.
At our urging, the hospital leaders apologized for the patient’s misdiagnosis – in print ads, in media interviews and at a Capitol Hill hearing. By apologizing, by holding itself accountable, by being brave, the hospital helped restore its reputation.
But my work with CEOs and other C-Suite team members – as an investment banker, law firm partner and communications leader – has shown me that companies revert to their status quo culture after a crisis.
To achieve growth and innovation, bravery can’t be limited to crisis response. Companies need to weave bravery into their fabric. Companies need to make employees who take calculated risks and make brave decisions feel safe and supported. Companies need to be brave every day.
Here are some benefits of bravery:
Bravery sparks a faster-moving company
Bravery break downs barriers – about what to say, how and when to act, and how best to help your colleagues and customers
Bravery kick-starts honest and insightful conversations inside and outside the company
Bravery encourages you and your colleagues to surface issues, bring up problems and seek solutions as you create leading-edge products and services
Bravery retains and attracts talent because brave people and a brave culture are magnetic
In upcoming posts, let’s discuss critical questions like:
What does being brave mean to you? How can you be brave? What will motivate you to be brave? How can you build your bravery so you will speak up and stand up at work and be a better leader and colleague?
Copyright – BRAVECULTURE LLC – 2024