Could You Pass a Bravery Test?

As we approach Independence Day in the United States, I want to write about bravery. I’ve had many years to think about bravery. It’s one of the top traits I value in colleagues or anyone I supervise.

“Being brave is taking chances when you know you will be criticized, believing that what you’re doing will pay off even when others don’t see it. It’s pushing through in the midst of persecution, believing that you are on the right side of history." - Monica Cox, October 16, 2023

I wrote this tweet from personal experience. It encapsulates the essence of courage in its purest form.

It’s easier to blend in with the crowd than to stand out or stand up for something that goes against the norm. I’m not referring to being disruptive for the sake of being contrary. I’m talking about being someone who speaks up when there are risks and consequences for saying something.

The Merriam-Webster dictionary defines bravery as “the quality or state of having or showing mental or moral strength to face danger, fear, or difficulty: the quality or state of being brave: courage.”

Bravery is a mindset. It connects closely to one’s values. When someone displays bravery, there’s the possibility of danger.

It’s hard to be courageous. There are consequences for being brave, and you must back up your words with actions. There are also ways to be brave and practice common sense strategies at work .

The Star-Spangled Banner refers to the land of the brave and the home of the free, but is it true across contexts? What does it mean to be brave in the workplace?

It’s easy to read about the courageous acts of others, but what does one’s personal bravery blueprint look like? How must one move when no one is looking or there’s no public display of your bravery? What does this mean as a marginalized person? As a leader? As a politician? As an educator?

Believe More Than Your Eyes Can See

Higher education is notorious for promoting silence and rewarding performative allyship. In 2020, folks were writing diversity statements in response to the murders of innocent Black people in the U.S. In 2024, those same people couldn’t say the word "equity" out loud as they cowered at the hands of anti-DEI mandates crossing the country. There were few public fights or pushbacks and a lot of fear and silence.

What happened to all those promises? Where are the people who benefitted from those DEI dollars?

I’ll share some things I’ve learned as a former administrator in a research-intensive institution.

• The senior people and formal leaders aren’t always the ones speaking out against work harm. I can’t tell you the number of times I’ve shared grievances with colleagues who knew our system better than I did, and they did… nothing. I was met with stares or silent pity. People who could invent state-of-the-art, globally recognized innovations had no clue what I was referring to when I questioned the execution of policies or practices that demeaned and embarrassed professionals in my organization. They didn’t apply their innovative minds to breaking down systems and exploring how the moves in that system optimized or broke it. I wouldn’t have been so hard on them if they didn’t hold leadership positions. In my mind, holding such a position means that you are also becoming a scholar of leadership.
• Everyone who calls themselves an ally isn’t. None of the hundreds of male allies who completed allyship training in my organization were present when I needed them, at least not how I needed them to show up. As known violations occurred, people looked at me like I was asking them to solve world peace. All I wanted was for them to speak up or craft systems that addressed workplace abuse. To this day, I am not sure if they processed fully the public drama of our organization. Most demonstrated a stereotypical, capitalistic approach of ignoring what was happening and moving on. That wasn’t the kind of ally I wanted or needed.

Some Bravery Tips

• Take Chances amidst Criticism- Bravery is about taking action despite your fear. This means making decisions that might not be popular, facing potential backlash, and enduring criticism.
• Believe in Your Vision- When there is no blueprint for tough decision-making, leaders must move based on the information available to them. Sometimes there’s no data or guide. If your followers are relying on you to cover them, something must be done no matter how afraid you are.
• Persevere through Persecution- Bravery doesn’t have an expiration date. It’s about persistence for the entire duration of opposition. Whether it's fighting for social justice, pioneering new technologies, or challenging the status quo, what will keep you going is your belief in your cause.
• Be on the Right Side of History- One of the most compelling aspects of bravery is the belief that your actions will ultimately be vindicated by history. It's the understanding that while you might face persecution today, future generations will recognize the value of your contributions. That’s true vision. It’s what will keep you motivated as you press on your journey.

Embracing Bravery in Our Lives

So, how can we apply these principles in our own lives? Here are a few steps to help you cultivate and embrace bravery:

1. Identify Your Values and Goals
2. Take Informed Risks
3. Build a Trustworthy Support Network
4. Stay Persistent

A Word of Caution

If you are always the bravest person in the room, take care of yourself. You are never expected to become a martyr in hopeless spaces .

Want More?

Could you pass a bravery test? If not, where you can be braver? What chances have you been hesitant to take? Check out my services and contact me to begin your bravery journey.

The author of this newsletter is Dr. Monica Cox , a professor, entrepreneur, truthteller, and disruptor of workplace injustices.