What do you do if your team members are struggling with self-doubt and lack confidence in their abilities?

I like to walk people down memory lane on some good things they have done and help them remember how they did those things. I now help them transfer the same energy and belief that they can to the new projects which seem overwhelming and walk them through a journey of encouragement, regular check ins and progress evaluation till project completion

Following steps may be helpful 1. Asking team members to write down the issues 2. Making comparison between/among the ideas 3. Comparing pros and cons 4. Understanding the impacts of each points Then having open dialogue to narrow down the actions. Finally, boost up and motivate to achieve desired outcome.

Required to find out the mindset. Many it has been found due to the mindset, sell doubt and less confidence are creating. Let’s say for achieving any thing required a plan , action where the mindset are not aligned , no plan or action but lying with self doubt. Understanding the mindset and setting the next step will help to boost the team member.

If my team members are struggling with self-doubt and lack confidence in their abilities, I make sure to offer them support and encouragement. I provide constructive feedback, highlight their strengths, and remind them of past successes to boost their confidence. Additionally, I create a positive and empowering work environment where they feel valued and supported. Building trust and offering mentorship opportunities also helps them overcome self-doubt and regain confidence in their abilities.

I believe it’s a critical journey with and for for your team to; 1. Acknowledge the feelings: Start by recognizing that self-doubt and lack of confidence are normal feelings that everyone experiences at some point. Let your team know that it is okay to feel this to support them. 2. Encourage open communication: Create a safe space for your team members to share their thoughts and. Encourage them to talk about what is causing their self-doubt and work together to find solutions. 3. Provide positive feedback: Offer praise and recognition for your team members' accomplishments and strengths. Highlight their successes and strengths to boost their confidence.

If someone is lacking confidence, it is the responsibility of the leader to identify a plan to instill confidence and work with the team member to foster growth. Each teammate is different, so do not fall in love with a single plan, understand your teammate’s drivers/personality and create a custom plan for faster and more positive adoption. In my experience, I meet with the teammate more frequently, listed to their thoughts regarding self-confidence, and then devise an effective plan. At times, I have even pushed the teammate into an uncomfortable position (knowing they have the skills to succeed) and sat side-by-side with them throughout the process. As I said earlier, do not fall in love with a single plan, it will not work.

Definitely offer support, but one has to be careful to know if your team mate sees you as the one to offer support. Offering support may mean you help ur team mate find the right support

I believe active listening and empathy are so essential to any person in any field and those who really have these two skills specially are able to build very healthy relationships and able to attract people’s hearts This is the real way to win friends and influence people

It is normal for some team members to have low confidence levels. This could be from their own past personal experiences or from lack of support and enthusiasm in their current work. Once these signs are identified, a leader just diagnose the root cause of low confidence levels in their team and provide the necessary support. This could range from reassuring a team to encouragement. A leader must also communicate clearly key tasks and performance indicators so that the team is clear on what they need to do. One other important thing I have learned is to accept mistakes as part of the team’s work. This way, every team member is not bordered about making mistakes but is empowered to learn and improve themselves in the process.

Leaders should provide constructive feedback and encouragement to their employees regarding their work performance. It’s important to recognize their strengths and accomplishments, while also offering guidance on areas for improvement. Creating a supportive and empowering environment where employees feel comfortable expressing their concerns and seeking help when needed is crucial. Leaders should be approachable and available for one-on-one discussions to address any underlying issues contributing to their lack of confidence. Offering professional development opportunities, such as training seminars or mentorship programs, can help build their skills and boost their self-esteem.

When I notice the signs of low confidence in my team members, I attempt to help build their confidence by laying out a plan they can follow. Together we set SMART goals. As they accomplish things on the plan I openly celebrate their accomplishments and focus on further growth.

Setting goals for employees who lack self-confidence requires a personalized approach that considers their unique strengths and weaknesses. It is essential to establish clear and specific objectives, breaking them down into manageable steps to help build confidence gradually. Encouraging open communication and offering regular feedback can play a significant role in boosting their morale and sense of achievement. By setting realistic yet challenging goals, providing unwavering support, and celebrating small victories along the journey, leaders can empower employees lacking self-confidence to unlock their full potential in the workplace.

Once my team is working through their SMART goals, I schedule regular check ins. I also try to provide opportunities for them to obtain new training to build skills and professional confidence.

The team (and therefore individual team members) is the leader/manager’s number one priority. Their job is to ensure that the team functions well. Leaders must be able to inspire their teams, it’s an essential aspect of leadership. Make sure that the team members are well trained, well resourced, and safe. Then, find ways to build confidence by allowing them to make small progressive ‘wins’. Success is a habit, start gradually. Use supervision, debrief, appraisals, reflection etc to give supportive feedback and encouragement.

Create opportunities for your team to have a personal coach as part of the CPD. Growth in confidence leads to greater efficiency and more effective teams.

Struggling with self-doubt and lack of confidence is very common and so important to help your team tackle, especially those starting out in a new role or going through changes. I like to focus on three things - reflect, acknowledge, validate. Have the team reflect on what they do know/have learned/achieved. Acknowledge any progress made and any areas that still need focus, also acknowledge that it’s okay not to be perfect and we’re all always learning! Then giving people some validation that their knowledge is sound and encouraging them around what they can continue to improve helps build confidence.