How to Build Your Team’s Confidence

Are you a glass half full or glass half empty type of person?

I’m sure we can all relate to the type of person who constantly looks at the downside of everything; the type of person who drains your energy and your enthusiasm the whole time; the ‘Mood Hoovers’ who suck the life out of everything. But have you ever stopped to think about whether or not you have this impact on your team?
We continually hear of managers complaining about the lack of engagement or enthusiasm from their team, but have they ever stopped to think about whether they are the cause of it?

To build for success we need to build the confidence of our team. We do this and when we make our stance on issues clear and when we celebrate our successes. Our leadership is demonstrated through these timely decisions and our commitment to the business. How we communicate our own belief in our ability to succeed will have a knock-on effect on building the confidence of our team.
The more we can build the confidence of our team the better they are able to tackle difficult issues and respond to change in a complex and dynamic environment.

Self belief
This starts with a belief in yourself. Are you clear and concise about your own position on issues? Do you tell your team what you really think. Make clear decisions and communicate your stance on issues, and be prepared to defend these when pressed or challenged. Accept that making difficult decisions will be necessary from time to time, and avoid hiding difficult issues under the carpet.

Do you take ownership of problems? Acknowledge and own up when you’re wrong but move on by seeking to put things right. This establishes a climate where it’s recognised that mistakes do happen, and is more likely to foster an environment where people will take responsibility (and risks) when necessary rather than having to lean too heavily on you and the management team all of the time.

Use your experience, knowledge, and strengths to build credibility and utilise this by giving direction guidance and assistance to others when it’s needed and help clarify the way forward.

It’s important you remain self-motivated even when things are not going well; are you prone to displaying your frustration, doubts or hesitation; and resort to using negative language, expressing doubt in your own or others’ ability? In short, do you act as a role model for your team to follow?

Tomorrow will about building confidence in others within the team.

Join me on the FREE recording from my recent tele seminar on how to get the best from your team

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