Your client is unsure about leading their team effectively. How can you help them build confidence?

One thing I’ve found helpful with my clients is to assess their strengths. For instance, I worked with an executive who felt unsure about her leadership. Through our sessions, she realized her strategic thinking and problem-solving skills were her strongest assets. This self-awareness boosted her confidence and helped her tackle leadership challenges more effectively. Understanding one’s strengths is crucial for building confidence and leading authentically. This lays a strong foundation for one’s leadership journey.

Having a strengths based approach is an effective way to lean into self awareness. Being ready and willing to be more self aware is key to growing as a leader. To assess strengths, you can ask yourself: what is something that I do that comes with ease and enjoyment? What have others told me I do well? What can I do that others cannot? What is my unique value to this team/org?

Investing in skill development is essential for any leader aiming to elevate their capabilities and lead with confidence. Begin by identifying specific areas where improvement is needed, then actively seek out opportunities for growth, such as workshops, training sessions, or coaching. This proactive approach not only enhances your leadership effectiveness but also builds the confidence needed to navigate challenges and inspire your team.

New skill development as well as sharpening the saw are critical for leaders. To face the many challenges that a leader encounters, it is important to keep an ongoing development plan. Leaders that invest in a coach not only develop their leadership, they are learning how to deepen their self awareness and reflection.

One thing I have reliably seen is the critical importance of building psychological safety to advance any new team dynamic. People need to feel safe to speak up , have a different opinion or even be included in the conversation. It shouldn’t take courage to have a real interaction that produces results

Die Kultur ... Atmosph?re ... eines Teams beginnt stets bei und mit der Führungskraft. Sie darf zuerst überprüfen, wie ihr Mindset ... wie ihre Einstellung zu und ihre Vorstellung vom Team ist. Hier dürfen Aspekte wie Respekt ... Wertsch?tzung ... Wohlwollen ... Fürsorge ... Fordern um zu f?rdern ... Unterstützung geben ... Sicherheit geben ... Delegieren ... überprüft und in den Fokus genommen werden. Gute Führung beginnt mit der Selbst-Führung der Führungskraft. Ist sie Vorbild? Setzt sie Ziele? Gibt sie Feedback? Vermittelt sie Sicherheit? Empowert sie? Traut sie ihrem Team etwas zu? Geht die Führungskraft die Extrameile für das Team. Wichtig: Die wenigsten Menschen werden als Leader geboren ... k?nnen lernen.

Feedback is a gift. You can decide what to do with that gift. I encourage leaders to seek out feedback, thank people for the feedback, reflect on what that feedback means to them, and action any areas that may need improvement. Reminding leaders to also focus on their strengths from the feedback. Taking a strength and amplifying it is another strategy for building confidence.

In leadership, adaptability is crucial. We can turn our experiences into valuable insights when we reflect on them. This is essential in developing a resilient, forward-thinking leadership style. By continuously learning and adapting, leaders can confidently navigate complexities, drive meaningful change, and inspire their teams.