“Dare to Lead” by Brené Brown

Introduction

“Dare to Lead” by Brené Brown delves into the principles of courageous leadership. Brown, a research professor known for her work on vulnerability, courage, and empathy, argues that true leadership requires bravery, empathy, and a willingness to embrace vulnerability. The book is filled with practical advice and examples that demonstrate how leaders can cultivate these qualities to foster stronger, more resilient teams.

Core Concepts

  1. Daring Leadership vs. Armored Leadership

Brown contrasts “daring leadership” with “armored leadership.” Daring leaders embrace vulnerability, build trust, and encourage open communication. In contrast, armored leaders avoid difficult conversations, protect their ego, and foster a culture of fear.

  • Example: A daring leader might openly admit when they don’t have all the answers, fostering a culture of learning and collaboration. In contrast, an armored leader might pretend to know everything, stifling innovation and honesty within the team.
  1. The Power of Vulnerability

Vulnerability is at the heart of daring leadership. Brown argues that vulnerability is not a weakness but a measure of courage. Leaders who are willing to be vulnerable create an environment where team members feel safe to express their ideas and concerns.

  • Example: Brown shares a story about a CEO who, during a crisis, admitted to his team that he was unsure of the best course of action but committed to finding a solution together. This admission of vulnerability strengthened the team’s trust and collective problem-solving ability.
  1. Building Trust through BRAVING

Brown introduces the BRAVING acronym as a guide for building trust: Boundaries, Reliability, Accountability, Vault (confidentiality), Integrity, Non-judgment, and Generosity. These elements are essential for fostering trust within teams.

  • Example: In a team meeting, a leader might demonstrate BRAVING by clearly defining project boundaries (Boundaries), consistently delivering on promises (Reliability), taking responsibility for mistakes (Accountability), maintaining confidentiality (Vault), acting with integrity (Integrity), avoiding snap judgments (Non-judgment), and assuming the best intentions in others (Generosity).

Rumbling with Vulnerability

  1. Embrace the Suck

“Rumbling with vulnerability” means engaging in tough conversations and addressing issues head-on. Brown encourages leaders to “embrace the suck” – acknowledging that discomfort is part of growth and progress.

  • Example: During a project setback, a leader might gather the team to discuss what went wrong openly, without placing blame, and brainstorm solutions together. This approach, although uncomfortable, fosters a culture of transparency and continuous improvement.
  1. Living into Our Values

Leaders should identify and live by their core values. Brown emphasizes the importance of operationalizing values, meaning leaders must translate values into specific behaviors.

  • Example: If a leader values transparency, they might ensure that all team decisions and rationales are documented and accessible to everyone. This practice reinforces the value of transparency through concrete actions.
  1. Courageous Cultures

Creating a culture of courage requires continuous effort and commitment. Brown outlines the steps to build such a culture: modeling courageous behavior, encouraging risk-taking, and providing support and feedback.

  • Example: A company might implement a “failure wall” where team members can post lessons learned from failed projects. This initiative promotes a culture where taking risks and learning from failures are encouraged and celebrated.

Skills for Daring Leadership

  1. Curiosity and Grounded Confidence

Daring leaders are curious and open to learning. Grounded confidence comes from self-awareness and a willingness to engage with others’ perspectives.

  • Example: A manager might hold regular “curiosity sessions” where team members present new ideas or findings from their work, fostering an environment of continuous learning and innovation.
  1. Shame Resilience

Brown explains that shame can undermine leadership and team dynamics. Leaders must develop shame resilience by recognizing shame triggers, practicing critical awareness, reaching out for support, and speaking about shame.

  • Example: A leader who receives critical feedback might initially feel shame but can practice resilience by reflecting on the feedback constructively, discussing it with a mentor, and using it as an opportunity for growth.
  1. Rising Strong

Rising strong involves bouncing back from failures and setbacks. Brown outlines a process: The Reckoning (acknowledge emotions), The Rumble (explore the story behind the emotions), and The Revolution (transform the way you live and lead based on these insights).

  • Example: After a failed product launch, a leader might lead the team through a debriefing session (Reckoning), explore the reasons behind the failure and the emotional responses (Rumble), and implement new strategies to prevent similar issues in the future (Revolution).

Practical Applications

  1. Clear is Kind

Brown emphasizes that clarity in communication is crucial. Being clear about expectations, feedback, and boundaries is an act of kindness that prevents misunderstandings and builds trust.

  • Example: During performance reviews, a leader should provide specific, actionable feedback rather than vague or generalized comments. This clarity helps team members understand their strengths and areas for improvement.
  1. Feedback Culture

Creating a culture where feedback is regularly given and received is essential for growth. Brown suggests using the “feedback engaged” approach, where feedback is immediate, specific, and focused on behavior, not character.

  • Example: After a team presentation, a leader might hold a quick feedback session, highlighting what went well and offering suggestions for improvement. This practice normalizes feedback and encourages continuous learning.
  1. Empathy and Connection

Empathy is a critical skill for leaders. Brown stresses the importance of connecting with team members on a human level, understanding their experiences and emotions.

  • Example: A leader might take time to check in with team members individually, asking about their well-being and offering support during challenging times. This empathy strengthens team cohesion and morale.

Concrete Examples

  1. Pixar’s Braintrust

Pixar uses a feedback mechanism called the Braintrust, where directors present their work and receive candid feedback from peers. This process, based on trust and vulnerability, has been crucial in producing high-quality films.

  1. Patagonia’s Values

Patagonia, an outdoor apparel company, operationalizes its values by integrating environmental sustainability into every aspect of its business. This commitment is evident in their product design, supply chain, and company policies, reinforcing their core value of environmental stewardship.

  1. US Army’s After Action Reviews

The US Army conducts After Action Reviews (AARs) after every mission to discuss what happened, why it happened, and how it can be improved. This practice fosters a culture of continuous learning and accountability.

Conclusion

“Dare to Lead” offers a compelling vision of leadership that prioritizes vulnerability, empathy, and courage. By embracing these qualities, leaders can build stronger, more resilient teams and foster a culture of trust and innovation. Through practical advice and concrete examples, Brené Brown provides a roadmap for aspiring leaders to navigate the complexities of modern workplaces and inspire their teams to achieve greatness. The book is an invaluable resource for anyone seeking to lead with authenticity and courage.