Conquering the Fear Factor: Using Courage As a Practical Leadership Skill
Courage in business is often misunderstood.
People often equate courage with being bold, outspoken, or willing to take big, risky swings. But the kind of courage that builds lasting, sustainable companies is usually much quieter—and far more practical.
At Slater Success, we believe courage isn’t something you’re born with. It’s a skill. One that can be built, strengthened, and applied intentionally over time. Real courage doesn’t require dramatic moves or headline-worthy decisions. It shows up in thoughtful action—especially when the outcome isn’t guaranteed.
Fear, Uncertainty, and Doubt (FUD)
There’s an old acronym from the early days of IBM that still resonates with me: FUD—Fear, Uncertainty, and Doubt. Coined by Gene Amdahl, it originally described tactics used to cast doubt on competitors’ long-term viability.
Today, I look at FUD differently.
Fear, uncertainty, and doubt are natural reactions to the unknown. Left unaddressed, they can stall progress. Managed well, they can sharpen thinking and lead to better decisions. The difference is courage.
When I Had to Find My Courage
Recently, I designed and led an off-site retreat for a small group of senior business leaders focused on building their 2026 strategic goals. On paper, it was exactly the kind of work I do best. In reality, it felt high-risk.
I was inviting very seasoned C-suite executives into a space that required openness, vulnerability, and honest conversation about leadership strengths, gaps, and legacy. I’ll be honest—I felt fear. I worried about whether the group would engage, whether the space would feel safe, and whether I was asking too much.
In those moments, I leaned on a lesson passed down from my mother, a smart and deeply capable businesswoman: Be strong. Take it one step at a time. Trust your gut—you know more than you are giving yourself credit for.
The retreat was a success. More importantly, it reminded me that courage doesn’t eliminate fear—it moves you through it.
What Leadership Courage Really Looks Like
The most effective leaders aren’t fearless. They’re willing to act while there is still room to choose.
Leadership courage often looks like:
Facing financial realities you’d rather postpone
Asking uncomfortable questions before small issues become big problems
Making decisions earlier than feels convenient
Why Courage Matters More Than Confidence
Confidence often grows from past success. Courage is required when past success is no longer a reliable guide.
As organizations grow, complexity increases. Decisions affect more people. Stakes rise. Ambiguity becomes unavoidable. This is where many leaders hesitate—not because they lack intelligence or experience, but because clarity feels incomplete.
Waiting for certainty is tempting. But certainty rarely arrives on schedule.
Courageous leaders move forward with the best information available, understanding that delay often carries greater risk than imperfect action.
Slater Success Best Practice #1: Courage Begins with Clarity
It’s hard to be courageous if you’re unclear about what’s really happening. Strong decisions require accurate, timely information.
That’s why at Slater Success we place such emphasis on the numbers. Financial clarity and honest performance data aren’t just reports—they’re leadership signals. Numbers tell a story. They reveal patterns, highlight risks, and give leaders the ability to act before issues become urgent.
Avoiding the numbers doesn’t eliminate risk. It simply delays your ability to respond.
Best Practice #2: Courage Means Addressing Leadership Structure Early
Many leaders carry too much for too long. One of the scariest things to do is release control and delegate. Real courage is building leadership and hiring on the early side—not waiting until you are overwhelmed and operating beyond capacity.
Strong leaders don’t hold everything together themselves. They intentionally prepare others to lead—and that preparation is an act of courage, not concession.
Best Practice #3: Courage Reframes Succession as Legacy
Succession planning is often avoided because it feels emotional, personal, or premature. But avoiding it doesn’t preserve stability—it concentrates risk.
At Slater Success, we don’t see succession as an exit strategy. We see it as a legacy strategy.
The strongest leaders ensure the business can thrive with or without them—not because they’re leaving, but because they care deeply about what they’re building. Succession planning done well protects the company, the team, the clients, and the leader’s vision.
That is courage in action.
Courage Is a Muscle—and It Grows with Use
Courage isn’t a one-time decision. It strengthens every time you choose clarity over avoidance, structure over chaos, and purpose over comfort.
The leaders who build enduring businesses aren’t always the loudest. They’re the ones who act before they have to—guided by steady courage and a long-term vision.
At Slater Success, we help leaders build the courage to make decisions today that create strength, stability, and legacy for tomorrow.
Because every courageous step you take now shapes what—and who—your business becomes next.