In recent years, professional language has been enriched with an increasing number of terms. The dynamics at the company level had a visible development, which led to the creation of a vocabulary meant to effectively support these new trends. Thus new phrase appeared such as problem-solving, distributive attention, stress resistance and co-design. All of these are skills that have an emotional impact. It is surprising, however, that the term “Courage” is missing from this lexicon.

We do not understand the reason for this exclusion, especially now, when most companies are increasingly aiming to develop entrepreneurship and make the most of the employee’s strengths. To be brave means to know how to deal with disagreement, but also with fears. Courage is a fundamental behavioral and a relational skill for an employee and can be framed as a soft skill. So why is courage perceived as an ambiguous attitude?

Often, in companies, there is a tendency to ignore disagreement and, automatically, the courage needed to express it. In this way, the potential that comes with this attitude is ignored: the ability to express and support your ideas, to face negative situations with determination and to fight to achieve goals. It is obvious that success and progress are achieved by leaving your comfort zone: action that requires a lot of Courage! Without this spirit typical of proactive people, the company risks losing important opportunities.

Therefore, the challenge is to provide resources that can make emotional impulses make sense; mechanisms such as dialogue and communication must, therefore, be constantly promoted at all levels. An organization capable of promoting courage, considering it an ability, takes a decisive step towards emotional sustainability, which is a great challenge for all those who deal with human resources in companies today.

How are things with you? How much is your courage appreciated in the company you work for?