What do you do if your team lacks self-confidence in the workplace?

Reflecting on my experience, addressing a lack of self-confidence in the team requires empathetic leadership and proactive support. Start by fostering a culture of psychological safety, where team members feel comfortable expressing themselves without fear of judgment. Provide opportunities for skill development and recognition to boost morale and competence. Offer constructive feedback and mentorship to build confidence gradually. Encourage open communication and celebrate small victories to reinforce positive behaviors. By prioritizing support and empowerment, leaders can cultivate a confident and resilient team in the workplace.

Conduct an open-ended survey with the goal of identifying the key pain points of motivation. Ensure that confidentiality is adhered to and keep reassuring your team about it. Once the survey is completed, compile the data in a report that has graphical presentations and charts.

Create an environment that harbours opportunities for peer-to-peer learning, focus groups and coaching. Share the survey results and identify training gaps that can be filled through skill development. Give room for your team to share suggestions and possible solutions to problems. This helps bring ownership of the improvement process.

Positive feedback is always the best to give, but I try to stay way from Praise. In my experience, Praise can be misconstrued as judgement and it all tends to sound the same. "Good job" or "atta-girl". I strive to provide appreciation and recognition. Appreciation tends to be very specific. I have to know what behavior, action, or outcome produced my response. Recognition is similar, it is almost always uniquely personal and fosters a more horizontal relationship. The hardest is constructive feedback. But the willingness to have tough conversations I see as a sign of caring. I usually start with "How do you think this is going" or "How do you see this situation?" Again, if I want someone to be open, I need to role model openness.

Offer constructive feedback to your team with improvement recommendations where necessary. Before giving feedback communicate on the purpose of sharing it and the objectives it's meant to meet.

In my journey as a leader, I've encountered situations where teams lacked self-confidence in the workplace. To address this, foster a supportive environment where team members feel valued and respected. Provide opportunities for professional development and skill-building to enhance competence and confidence. Offer constructive feedback and encouragement to build self-esteem gradually. Cultivate a culture of collaboration and open communication, where ideas are welcomed and contributions are celebrated. By investing in the growth and well-being of team members, leaders can empower them to overcome self-doubt and thrive in the workplace.

Give your team autonomy towards undertaking tasks and problem solving. Don't be a micro-manager as you'll kill their spirit and trust. Autonomy gives the team room to explore their individual and collective capabilities as they learn from their mistakes. Autonomy also builds confidence and cohesion within the team which is a huge motivating factor

When faced with a team lacking self-confidence, it's essential to lead with empathy and empowerment. Start by fostering a culture of trust and support, where team members feel safe to voice their concerns and ideas. Provide opportunities for skill development and growth to boost confidence and competence. Offer constructive feedback and mentorship to help individuals build self-esteem gradually. Encourage collaboration and celebrate achievements to reinforce positive behaviors. By prioritizing support and recognition, leaders can empower their teams to overcome self-doubt and excel in the workplace.

Be a leader who is curious to learn from others. Be humble enough to admit that you don't know everything and that you are open to learning. Go big on relationship building with your team to better understand them on an individual level and encourage them towards achieving shared understanding.

In my experience, I have found is that everyone sees situations differently. Just because I see that a team may be lacking self-confidence does not mean everyone on a team sees it that way. My most useful go to tools are to get in one on one conversations and ask: - How do you see this? - How do you feel about it? I have learned that if I want people to be open, I need to role model openness. Often, when I help people process their own thoughts and feelings about a situation, the next steps become clear.