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Angela Cheng-Cimini on Fostering Leadership Trust and Courage at Work
Angela Cheng-Cimini
SVP Talent & CHRO at Harvard Business Publishing
Introduction:
Have you ever felt like you or your team members couldn’t speak up at work? This often happens in environments where trust, vulnerability, and open communication are lacking.
When employees feel that their voices won’t be heard or that speaking up could lead to negative consequences, they become hesitant to share their ideas and concerns. This stifles innovation, growth, and collaboration.
In this episode, Angela Cheng-Cimini, former SVP of Talent at Harvard Business Publishing, sheds light on how leaders can create workplaces where individuals feel empowered to speak freely. She emphasizes the importance of building trust and fostering psychological safety, so employees feel confident that their input is valued.
When leaders prioritize these qualities, they enable teams to challenge the status quo, voice differing opinions, and contribute to a thriving, dynamic culture. She opines, " Challenge the status quo is challenge the thinking. And I think good leaders need to have that kind of courage. So I've been thinking about that subject quite a bit lately."
Angela Cheng-Cimini emphasizes that organizational courage is about fostering an environment where individuals feel empowered to raise concerns, challenge the status quo, and speak truth to power. This form of courage thrives on Leadership Trust and cannot exist without establishing a foundation of Psychological Safety. Leaders play a pivotal role in cultivating this space by demonstrating vulnerability and creating clear opportunities for open dialogue.
To gain insights into her perspective on leadership trust, organizational courage, and psychological safety, let's explore these key highlights from the interview.
Building Trust and Psychological Safety
Angela advocates starting with assumed trust, where leaders establish faith in newcomers and team members from the outset, reversing the slow, traditional process of ‘earning’ trust. And this thought of her says it all--
"Trust is not having all the information, not having perfect visibility, but believing that the person is going to do right by you. And so I think organizations sometimes waste time building that trust."
This accelerates a thriving Workplace Culture built on collaboration as she says--
"So surround yourself with people that you can trust. And if there's an element that no longer fits, then you have to take action. And I have certainly experienced that where team members have broken the team trust and there's a decision to be made whether or not it can be repaired or whether or not it's been irrevocably."
However, leaders must also remain intentional in their approach—actively monitoring their responses, body language, and tone to avoid inadvertently sending negative signals. Angela speaks to the significance of EQ Leadership, highlighting that emotional intelligence is not just vital—it's non-negotiable in maintaining a respectful and productive workplace.
Emotional intelligence allows leaders to navigate difficult conversations, resolve conflicts, and provide constructive feedback effectively. It also involves actively seeking diverse perspectives, promoting inclusivity, and ensuring that every voice is heard. This commitment to psychological safety fosters a culture where individuals feel valued, supported, and motivated to contribute their best work. Ultimately, cultivating organizational courage requires leaders to continuously invest in building trust and psychological safety.
Handling Difficult Conversations
One standout moment in Angela's career showcases her ability to speak truth to power. She recounted a situation where she challenged an influential, yet intimidating leader. By standing firm and setting boundaries respectfully, she not only preserved her dignity but gained respect in the process. Her advice? Courage stems from a willingness to address challenges, even if it means stepping into discomfort. Plus, the worst regret is inaction.
The cost of not addressing issues can be detrimental, leading to a toxic work environment and the erosion of trust among team members. Angela emphasized that leaders must be willing to engage in difficult conversations, even if they fear the outcome. It is through these conversations that growth and transformation occur, both for individuals and the organization as a whole. By approaching these discussions with empathy, active listening, and a commitment to finding resolutions, leaders can navigate these challenges while maintaining healthy relationships with their team members. This approach not only fosters a culture of open communication, but also demonstrates to employees that their concerns and well-being are valued. Angela's experience serves as a reminder that courage is not about being fearless, but rather about taking action despite fear. It is this courage that enables leaders to create positive change, empower their teams, and ultimately drive the success of the organization.
Empowering Leadership With Emotional Intelligence
Angela reiterates the role of EQ in successful leadership, particularly when guiding diverse teams. Leaders must adapt their approaches based on circumstances, ranging from assertiveness to empathy. Her ‘situational leadership’ approach conveys the necessity of knowing when to assert authority and when to encourage collaboration and dialogue. This flexibility allows leaders to connect with their team members on a deeper level, fostering trust and a sense of belonging. Angela highlights the importance of emotional intelligence in building and maintaining these connections. The habit of active listening enables leaders to tune into the emotions and needs of their team members, which in turn allows them to respond with empathy and understanding. This creates a safe space for open communication and encourages team members to bring their whole selves to work, leading to increased engagement and productivity. Angela's story serves as a powerful reminder that effective leadership goes beyond technical skills or positional authority; it requires a deep understanding of human emotions and the ability to connect with others on an emotional level.
By understanding and managing their own emotions, leaders can effectively navigate the complexities of interpersonal dynamics in the workplace. They can then extend this empathy towards their team members, creating an environment that encourages open communication and fosters growth.
The Role of Workplace Culture in Sustained Success
A lack of courage at the leadership level, Angela observes, ultimately erodes employee engagement and morale. Leaders must demonstrate respect toward their teams by showing accountability, admitting mistakes, and treating employees as competent partners rather than subordinates. When leaders fail to act courageously, the ripple effects can weaken organizational values, productivity, and trust.
In this very context, she opines, "If a leader is suspicious or skeptical because they've been burned in the past, then they start to project an energy of all that, of skepticism, of suspicion. And then that begins to propagate. And before you know it, you've built a culture unintentionally that is distrusting."
This can lead to a toxic work culture that hinders innovation, collaboration, and overall success.
She emphasizes the importance of creating a safe and inclusive environment where employees feel empowered to share their ideas, challenge the status quo, and take risks. This requires leaders to foster a culture of psychological safety, where mistakes are seen as learning opportunities and diverse perspectives are valued. By prioritizing courage and vulnerability in their own actions, leaders can inspire their teams to do the same, resulting in sustained success for the organization as a whole.
"Do a lot of listening, build relationships, forge the new team, because there will be plenty of time for you to dictate what's to be done." says she.
She also talks about the importance of creating a safe and inclusive environment where employees feel empowered to share their ideas, challenge the status quo, and take risks. This requires leaders to foster a culture of psychological safety, where mistakes are seen as learning opportunities and diverse perspectives are valued. By prioritizing courage and vulnerability in their own actions, leaders can inspire their teams to do the same, resulting in sustained success for the organization as a whole.
Practical Steps to Foster Courage in Organizations
She advises new leaders to take time to build relationships and deeply understand their team’s dynamics before enforcing changes. By listening, observing, and exercising patience, leaders demonstrate humility and build trust organically. Courage, in this sense, also involves restraint—resisting the urge to prove oneself immediately and instead focusing on fostering long-term, authentic connections with the team. This approach not only helps leaders gain a comprehensive understanding of their team's strengths and areas for improvement, but also creates a supportive environment where team members feel heard and valued. Additionally, leaders can encourage courage by acknowledging and celebrating small wins, recognizing the efforts made by individuals who take risks or challenge the status quo. These positive reinforcements not only boost morale but also reinforce the idea that innovation and growth require taking bold steps.
The Bottom Line:
Angela’s wisdom serves as a guiding blueprint for leaders navigating the balance between vulnerability, authority, and trust to create workplaces where courage becomes the norm, not the exception. Additionally, leaders can encourage courage by acknowledging and celebrating small wins, recognizing the efforts made by individuals who take risks or challenge the status quo. These positive reinforcements not only boost morale but also reinforce the idea that innovation and growth require taking bold steps.
Angela’s wisdom serves as a guiding blueprint for leaders navigating the balance between vulnerability, authority, and trust to create workplaces where courage becomes the norm, not the exception. By following her advice, leaders can cultivate a culture of courage and empower their teams to embrace change, drive innovation, and achieve extraordinary results.
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