How can you help a team member build self-confidence?

Start a relationship by Trusting them, make them feel comfortable that they can do it, setting expectations from the beginning and giving space to perform & learn is equally important, give them enough training and resources so they feel equipped. Now the stage is all set, let them explore and now time to monitor and coaching.. Praise their work, Share candid feedback, Keep regular productive discussion (1-1) & Thank them for contribution each time you get a chance.

One of the biggest career development gaps is personal confidence. By understanding the key elements of confidence, recognising and reinforcing our strengths, we appreciate and accept that confidence is situational. Also, really confident people tend to actively take opportunities to push out of their comfort zones, providing there are related benefits with their identified career paths. Once harnessed, we also found that it was also important to be able to manage the impact of everyday business stresses so building resilience is also important.

Another way to help team members build self-confidence is to encourage their growth and development. Provide them with opportunities to learn new skills, take on new challenges, and expand their roles. Support them with coaching, mentoring, and training, and help them set realistic and achievable goals.

In my experience recognition of an individual’s strengths is a powerful tool to help them grow their self-confidence. Providing a safe nourishing environment where they can utilise their strengths and providing good constructive feedback on the things they do well and the areas they could work on is key. Building a relationship with your team, listening to them and building a team culture of mutual respect and support provides a space that all can flourish. A thank you goes a long way to making people feel valued and appreciated and this in turn helps them value themselves.

People are not one-size-fits all. Before giving recognition, it's vitally important to know people's preferences about feedback, praise, encouragement, etc. While this suggestion may seem rudimentary, I've witnessed many examples across a long career where the best of intentions of leaders often miss the mark. Consider this, public praise about a person that doesn't like public praise can have negative unintended consequences. That same praiseworthy person may withdraw or worse. Valuable employees may choose to leave. Pro Tip: Ask yourself, who am I doing this for? You or the individual? If you, then praise to praise (and roll the dice). If for the person, get to know them first. Build a bond of mutual respect and psychological safety.

Building a supportive culture in your team goes a long way. Each member should feel respected and supported. This builds base for learning and exploring. This will help them to build their confidence as they will not be afraid of being criticized and seek help if needed.

A seed germinates and grows into a plant only when they get favourable surroundings. Similarly, we need to make sure the DNA of the culture is based upon trust, transparency and mutual understanding. Constructive and timely feedback is definitely important. If all this is fulfilled, self confidence will definitely rise.

Showing your confidence and trust on them will help you thenngain confidence. At the same time be available to support them in achieving any goals that they might have planned but couldn't act upon because of lack of confidence. Connect them with similar mindset people that will help them building trust.

"Fostering Self-Confidence in Team Members" Boosting self-confidence is vital for team members' growth and success. Offer constructive feedback, set achievable goals, and recognize efforts. Encourage skill development, delegate responsibilities, and celebrate achievements. Create a supportive, safe space for expression. Lead by example, offer positive affirmations, and promote self-care. Involve them in decisions, monitor progress, and address self-doubt positively. Remember, building self-confidence takes time and patience, but it's a valuable investment in your team's potential.

Celebrate Achievements: Celebrate both small and significant achievements within the team. Recognize and reward their contributions publicly. Acknowledging their successes not only boosts self-confidence but also reinforces their value to the team.

Remember that whilst you can guide them, they have to want to build their self-confidence. They are also responsible for the action needed to achieve this. Before you start, have a conversation with them. Be curious. What is going on for them? You have assumed lack of confidence, what if its something else? Never assume you know what the problem is... the person will have their own perspective and it might not be yours!