Welcome to the Stop Sabotaging Your Success podcast, episode one hundred and thirteen. I’m your host, Cindy Esliger. This is the podcast focusing on what we can do today to take control of our careers and overcome the inevitable barriers to success that we encounter along the way. 

The distinction between boldness and bravery, particularly in the context of navigating workplace challenges, offers some insight into how people approach difficulties and uncertainties. While the terms are often used interchangeably, they reveal some interesting things about human behavior and our decision-making processes. Boldness is frequently celebrated in corporate culture as a hallmark of leadership and innovation. However, it doesn’t always equate to bravery, a quality that embodies courage, moral strength, and the capacity to face fear head-on. 

In this episode, we explore boldness and bravery because understanding the distinction is crucial for any professional aiming to successfully navigate their workplace culture.

Boldness is characterized by an inclination to take risks and act with confidence and conviction, often in the face of uncertainty. It’s that daring pitch to a new client, the willingness to champion an unconventional design approach, or the readiness to voice an unpopular opinion in a room full of those who seem to be waiting to be given their opinion. In its positive manifestation, boldness pushes boundaries, fosters a solution-oriented mindset, and can drive significant breakthroughs. It’s what propels professionals to step out of their comfort zone and pursue visionary ideas. 

However, boldness can also serve as a facade for underlying fears, insecurities, and anxieties. In some cases, people adopt a veneer of boldness to mask their vulnerabilities. It’s actually more reactive than reflective, driven by a desire to hide their perceived weaknesses rather than a genuine confidence in their course of action. It can lead to impulsive decisions, disregard for potential risks, and a lack of true engagement with the challenges at hand. Such behavior may momentarily impress, but can ultimately erode trust and credibility within a team or organization. 

Bravery, on the other hand, entails a deep engagement with reality, including an acknowledgement of your fears and limitations. It’s not about the absence of fear, but about facing fear with courage and moral fortitude. Bravery involves thoughtful risk assessment, the willingness to make hard choices, and the strength to bear the consequences of those choices. It’s the quiet determination to continue advocating for an idea in the face of skepticism because you believe in its value, or the resolve to admit a mistake and learn from it. 

In the workplace, bravery manifests as the capacity to stand up for ethical principles, the perseverance to see a challenging project through to completion, and the openness to give and receive constructive feedback. Bravery is about leading by example, showing vulnerability, and fostering an environment where others feel safe to express their doubts and concerns. This form of courage builds resilience, encourages outside the box thinking, and cultivates trust and integrity within teams. 

In navigating workplace challenges, the distinction between boldness and bravery becomes especially pertinent. Bold actions, when rooted in bravery, can lead to transformative outcomes. However, when boldness is used to conceal fear, it can undermine the very goals it seeks to achieve. The key lies in cultivating a balanced approach that encourages boldness while grounding actions in bravery’s reflective foundation. 

By demonstrating vulnerability and showing courage in the face of adversity, we can inspire a culture where boldness is driven by bravery rather than fear. But this isn’t always easy in the workplace as this requires having that sense of psychological safety in order to encourage personal reflection and being prepared for the consequences of making those tough decisions in the moment that could actually backfire on you. 

The distinction between boldness and bravery in the workplace reveals a complex interplay between outward action and inward motivation. While boldness can sometimes spur change and challenge the status quo, it’s bravery that ensures these actions are grounded in ethical principles and thoughtful reflection, where people have the courage to take these types of risks. When we have a work culture that values both qualities in their appropriate context, we are more willing to navigate the uncertainties in our workplace, even in the face of adversity. In doing so, we not only achieve our immediate productivity goals, but it also encourages the best and the brightest to stay just a little bit longer than they might have planned. 

It’s a matter of distinguishing between boldness and bravery because, while both traits might appear similar at a glance, they stem from profoundly different origins and lead to completely different outcomes. This distinction is particularly important in times of uncertainty when the temptation of acting boldly can overshadow the deeper, more substantial value of being brave.

Boldness carries with it an undeniable allure. It speaks to our collective admiration for those who seem unafraid to take decisive action, to speak out with confidence, and to lead from the front. Bold leaders are often celebrated for their ability to make firm and absolute statements that promise quick fixes to complex problems. This ability to project certainty in uncertain times can be incredibly attractive, offering a semblance of stability and direction. 

However, this attraction can sometimes lead us to conflate boldness with bravery, overlooking the essential differences between the two. While boldness is about outward appearances and the immediate impact of actions and words, bravery delves much deeper. It involves a willingness to face not only external challenges, but also internal vulnerabilities. 

Here are some examples to help you see the difference:

• Those who are bold tend to make statements with absolute certainty, while those who are brave are comfortable navigating the complexities and subtleties of challenging situations. 
• Those who are bold often blame external factors for their difficulties, while those who are brave assume responsibility for their decisions and behaviors. 
• Those who are bold are quick to complain about how circumstances are negatively impacting them, while those who are brave concentrate on areas where they have some control and do what needs to be done to actually make a difference.
• Those who are bold prefer information that confirms their preexisting beliefs, while those who are brave seek out different perspectives and remain open to revisiting their viewpoints based on this new information. 

Identifying boldness in those we work with often involves observing their responses to difficulties and unpredictable situations. Being bold often means leaning heavily on attributing problems to external factors over which they have little control or identifying scapegoats. This approach allows them to maintain an appearance of strength, as it diverts attention from their own potential shortcomings so they don’t have to take responsibility. I’m sure you’ve come across these types of people. In my own experience, they were the ones who got a lot of attention because they were everything I wasn’t – loud and obnoxious and always calling attention to what they did well while being careful to hide their mistakes and shortcomings.

Furthermore, those who are bold have a tendency to listen selectively, gravitating towards information that confirms their preconceived notions, while dismissing or ignoring dissenting voices. This echo chamber effect supports their assertive style of communication, as it enables them to continue projecting confidence and decisiveness without necessarily engaging with the complexity of this situation or considering how they may be contributing to the creation of the problems that we now have to deal with.

In contrast, bravery in the workplace is characterized by a person’s willingness to wade through the discomfort of seeing nuance in complex situations. Those who are brave understand that issues rarely have simple, one-dimensional solutions. They hold themselves accountable for their actions, recognizing that their decisions and leadership style can significantly impact their team and the organization as a whole. 

In my reading, I came across the terms ‘circle of influence’ and ‘circle of concern’ in Stephen R. Covey’s book, The 7 Habits of Highly Effective People. In this framework, Covey introduced these concepts to help people distinguish between the areas of their lives they can control and influence, and those which they cannot. The term ‘circle of concern’ encompasses a wide range of external events that affect us, over which we have little or no control. In contrast, the ‘circle of influence’ includes those aspects within our reach, where our actions can directly affect our outcomes. Covey suggests focusing our energies on the ‘circle of influence’ as a more effective way of creating positive change in our lives and careers. 

Building on this framework, those who are brave focus on what’s within their ‘circle of influence’ rather than railing against events in their ‘circle of concern’. This inward focus enables them to affect real change, as they dedicate their energies to areas where they can make a meaningful difference.

Perhaps, most importantly, those who are brave are committed to listening to what they need to hear, not just what they want to hear. This openness to new information and alternative perspectives allows them to adapt and grow, ensuring that their leadership is grounded in reality rather than just wishful thinking or ego. 

In the face of uncertainty and chaos, it can be tempting to default to mere boldness. Bold actions and words can provide a temporary sense of control and direction, making them appealing in moments of fear and confusion. However, this approach is ultimately limited, as it prioritizes appearances over authenticity, and immediate impact over long-term sustainability. I don’t know about you, but in the past I had a tendency to admire those who demonstrated boldness, only to realize that there was nothing of substance and I had confused their audacity with courage.

Our world, with its complex challenges and uncertainties, requires us to be willing to engage in brave work. This means stepping into the uncertainty, confronting personal and collective fears, and doing the difficult work of genuine leadership. 

Brave work can indeed be bold, but not all bold work is brave. The distinction lies in the motivations behind the actions and the willingness to engage with complexity, uncertainty, and vulnerability. Those who are brave do not shy away from these realities; instead, they see them as opportunities for growth, learning, and meaningful change. 

To cultivate bravery in the workplace, we all must be willing to examine our motivations and behaviors. This involves asking the hard questions about our fears, what we might be hiding from, and why we might default to boldness rather than engaging in the more challenging, but ultimately more rewarding, work of being more courageous. 

I invite you not to settle for simple boldness. Try to recognize the profound difference between brave work and bold work. Understand that while brave work can indeed be bold, the true measure of bravery lies in the willingness to face and engage with our deepest fears and challenges. In the end, it’s bravery, not boldness, that will lead us through uncertainty and enable us to emerge stronger and more connected on the other side.

Navigating the corporate landscape often feels like trying to solve a puzzle where the pieces keep changing shape. It’s easy to feel stumped by barriers to career advancement, whether they stem from organizational structures, interpersonal dynamics, or even our own self-doubt. In such a setting, distinguishing ourselves requires a nuanced blend of boldness and bravery. But how do we balance these qualities effectively, to not just survive but thrive in the workplace?

Here are five ways to use this dynamic duo to your advantage by first looking at what works and also what doesn’t work so well: 

1. Know when to take calculated risks
2. Cultivate authenticity and integrity
3. Embrace complexity and uncertainty
4. Develop emotional intelligence and empathy
5. Communicate with clarity and confidence

1. Know when to take calculated risks: 

Embracing boldness means not shying away from risks, but the key is in taking calculated risks. Weighing the pros and cons before diving into a decision can set you apart as a visionary, yet prudent professional. When you present an innovative idea or solution, back it up with thorough research and a clear plan of action. This shows that you’re not just throwing out ideas that aren’t fully formed but are suggesting strategic moves that could benefit the organization. 

What doesn’t work so well is leaping without looking. Bold moves made in haste can backfire, especially if they’re perceived as reckless or poorly thought out. In a corporate setting, where the stakes often involve not just personal results but team and company-wide outcomes, uncalculated risks can lead to unnecessary pitfalls. 

2. Cultivate authenticity and integrity: 

Bravery is about standing firm in your values, even when it’s not the popular choice. This integrity can help build your reputation as a reliable and trustworthy person among your colleagues and superiors. In a corporate environment, where consistency between words and actions can often be rare, demonstrating such alignment is invaluable.

What doesn’t work so well is compromising your principles for short-term gains or to blend in with your corporate culture. While it might seem like a way to avoid conflict or accelerate your career advancement, in the long run, it tends to erode your sense of self and can diminish respect among peers and leaders who value integrity. As women in male-dominated fields, there is a temptation to adopt a persona that helps us fit in with those around us, but pretending to be something you’re not, ultimately undermines your authenticity and can hinder genuine relationships and career progression. Let them get to know you for you, not someone you think they’ll find more palatable. 

3. Embrace complexity and uncertainty: 

The corporate world is full of complex challenges and uncertain outcomes. Seeing these not as roadblocks but as opportunities is a sign of both boldness and bravery. When faced with a daunting project, break it down into manageable parts and seek the help you need from those with experience, to help you develop creative solutions. Being open to learning from their experience can demonstrate your capability to tackle tough issues head-on. 

What doesn’t work so well is oversimplifying problems or avoiding them altogether. While it might seem easier to choose tasks that are well within your comfort zone, this approach can stifle your professional growth and limit your visibility as someone capable of handling more significant challenges. It can also lead to complacency and stagnation, plus, it just gets pretty boring. It’s in facing the challenges, taking on new things, and convincing yourself that you can do more than you think you can, that makes work exciting and helps to maintain your motivation, even when dealing with the people is draining.

4. Develop emotional intelligence and empathy: 

Understanding and managing your own emotions, as well as recognizing and having empathy for what others are going through, are hallmarks of emotional intelligence. Honing the skill enables you to navigate workplace dynamics with sensitivity and tact, and build strong relationships that can support your career advancement. Empathy, in particular, allows you to connect with colleagues and leaders on a deeper level, fostering a collaborative and supportive work environment. 

What doesn’t work so well is ignoring the emotional response you’re having to your workplace and the people in it. Focusing solely on tasks and outcomes, without considering the human element, can lead to misunderstandings, conflicts, and a lack of engagement from your team or those beyond your immediate team that you need to work with collaboratively. But also on a personal level, burying your feelings doesn’t make them go away. They just end up erupting at the most inopportune times. That’s definitely something worth avoiding, so process what you’re feeling as you’re feeling it, or shortly thereafter. Don’t let it fester. 

5. Communicate with clarity and confidence: 

Clear, confident communication is a powerful tool in the corporate world. It demonstrates both boldness in expressing your ideas and bravery in standing behind them. Practice articulating your thoughts in a way that is assertive, yet open to new information and different perspectives. This not only helps in getting your ideas across, but also invites constructive feedback, fostering a culture of continuous improvement. 

What doesn’t work so well is hesitating to speak up or failing to communicate effectively with those around you. Whether it’s due to fear of criticism or a lack of preparation, missed opportunities to share your insights can hinder your visibility and impact in the workplace. Effective communication is ensuring that your message is received as intended, which might mean you have to adjust your style of delivery for your audience. 

Balancing boldness and bravery is not about swinging from one extreme to the other, but finding a middle ground that aligns with your values, goals, your own personal style, and the corporate culture you’re navigating. It requires self-awareness, flexibility, and the courage to step out of your comfort zone. By taking calculated risks, standing firm in your values, developing your emotional intelligence, and communicating with clarity and confidence, you can turn potential barriers into stepping stones for your career advancement. 

In my case, it meant recognizing that hard work wasn’t enough, because keeping my head down and grinding through the work wasn’t getting me noticed by the people who made the decisions. In fact, it was limiting my opportunities because all it got me was more of the same type of work. I needed to get up from my desk more and devote time each day to connecting with those around me by making small talk with people, as much as I hated it, because for me it was a bold move that required a few seconds of courage. It’s important to show your human side and let people get to know who you really are. 

Navigating the complexities of the workplace and advancing your career demands a strategic blend of boldness and bravery. Boldness is the outward expression of confidence and the readiness to take risks, which can help you stand out in a competitive corporate environment. However, it is bravery, characterized by inner strength, integrity, and the willingness to confront uncertainty and ambiguity that ensures that these bold actions are meaningful and rooted in authenticity. 

To leverage these qualities effectively, we need to focus on embracing challenges and taking calculated risks, while staying true to ourselves, acknowledging how we’re really feeling and communicating clearly and confidently. When you find the mix that works for you, overcoming the barriers in your path may become somewhat easier. 

Remember, every workplace is unique, and what works in one setting might not work in another. The key is to stay true to yourself while trying to be a little bit braver, learning from each experience, and continuously refining your strategy. In doing so, you’ll develop more confidence so that maybe you can be a little bolder in your approach as well.

I encourage you to embrace boldness and bravery in equal measure to confidently navigate your career challenges while maintaining your professional integrity. 

And that’s it for this episode of Stop Sabotaging Your Success. Remember to download your Guide to Being Bold and Brave at cindyesliger.com/podcast, episode one hundred and thirteen.

Thank you to our producer, Alex Hochhausen and everyone at Astronomic Audio. Get in touch, I’m on Instagram @cindyesliger and my email address is info@cindyesliger.com.

If you enjoy listening to this podcast, you have to come check out The Confidence Collective. It’s my monthly coaching program where we dig a little deeper into what’s holding you back in your career, and we find the workarounds. We help you overcome the barriers and create the career you want. Join me over at cindyesliger.com/join. I’d love to have you join me in The Confidence Collective. 

Until next week, I’m Cindy Esliger. Thanks for listening.