The Leadership
Trait We’re Still Undervaluing:
Courage

The missing trait that separates resilient leaders from the rest.  

Mark Bateman | August 18, 2025

The Leadership
Trait We’re Still Undervaluing: Courage

The missing trait that separates resilient leaders from the rest.  

Mark Bateman | August 18, 2025

In global leadership pipelines, confidence gets the spotlight—but a more transformative trait quietly drives better decisions, stronger resilience, and enduring impact: courage. Over the last five years, WeQual has coached thousands of VP and C-suite leaders worldwide—through our WeQual Executives community, one-to-one coaching, and leadership summits. Across sectors, one pattern stands out: many women hesitate to fully recognise and articulate their value—especially compared to their male peers. 

How Men and Women Show Up Differently

Two recent coaching conversations with Presidents of global businesses—one male, one female—offer a striking contrast: 

  • The male leader led with bold clarity: “I manage a $10B P&L and delivered double-digit growth. My goal: CEO.” 
  • The female leader began with humility—talking about growth and supporting her team. Twenty minutes (and some prompting) in, she revealed she too led a $10B+/20% YOY growth operation.

Identical impact. Different narratives. This makes a huge difference in environments where how leaders present themselves shapes opportunity.

The Systemic Penalty Against Courage

Why do women understate their results? Often because behavior that is rewarded in men is penalized in women.  

“Around 76% of high performing women receive negative, personality based feedback—compared to just 2% of men.”  

Source: Financial Times

From entry level to boardroom, women climb a steeper path: 

  • Entry level: judged on ambition, tone, appearance. 
  • Middle management: face hidden bias, opaque rules, limited sponsorship. 
  • Executive level: deliver results while battling outdated expectations. 

The Business Case for Courage in Inclusive Leadership

Organisations that value courage—and by extension, inclusivity—don’t just do good.
They perform better. 

Inclusive Leadership Stats 

These figures show strong correlations between gender-inclusive leadership and financial performance—beyond just optics or fairness. 

Outcome
Statistic
Source
Female and ethnic diversity in the executive boosts profitability
+36% better results
McKinsey
Companies with >30% women leaders outperform peers
+39% profitability
Melbourne Business School
Gender-diverse boards more likely to financially outperform
+27% outperformance
McKinsey & Company

From Awareness to Action: How Global DEI & Talent Leaders
Can Close the Gap

Inclusive leadership demands dismantling barriers to progression and amplifying courage across leadership pathways: 

  1. Challenge perception bias—train leaders to value impact over presentation. 
  1. Expand sponsorship—create pathways for all genders to be seen and championed. 
  1. Reward strategic courage—honor bold moves and thoughtful audacity, not just polished delivery. 

At WeQual, we see the impact when organizations act: 

  • WeQual Rising Leaders empowered a cohort at Westpac: in 9 months, they achieved 25% career mobility—on the way to a 30% target. 

A Direct Message to Senior Leaders

To men in leadership: Many women are discouraged or penalized for ambition. Pause, listen, invite them to articulate their results—and make room for their leadership to be acknowledged. 

To women in leadership: Courage—not confidence—will carry you forward. Speak to your impact. Find rooms where the world can see, hear, and feel your leadership. 

The future needs inclusive leaders—whose courage shapes organizations, not just their image. 

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