Breaking the Chains of Inhibition

How many of you have inhibitions while thinking of speaking in a meeting or have to voice your opinion? Have you ever introspected to find the root cause of such inhibitions and taken corrective actions to overcome such inhibitions?

This usually stems from specific cultural norms and the environment during childhood, where:

• Children are discouraged from expressing their opinions.
• Punishment or ridicule is common for making mistakes while expressing their views.

The formation of attitudes begins in childhood, and if these negative aspects are not addressed, they persist into adulthood, manifesting as inhibitions.

Some of my friends display significant potential but hesitate to voice their ideas in meetings due to concerns about criticism, ridicule, or disagreement. As a result, they miss opportunities to share valuable insights, hindering their visibility and growth prospects.

Some effective ways to correct this would be:

• Prepare Well: Thoroughly know the objective of the meeting beforehand and prepare.
• Start Small: Begin speaking in smaller groups to build confidence.
• Visualize Success: Imagine positive outcomes.

I've witnessed instances where the fear and intimidation tactics employed by specific managers hinder individuals' growth. Some resort to this approach to accomplish tasks or evade interruptions.

I can cite an example of a friend who was raised in an orthodox and strict culture. Additionally, he worked under a strict, unapproachable manager, which resulted in him missing out on learning opportunities and exposure. The manager instilled fear to command respect and prevent subordinates from surpassing his skillset, possibly perceiving them as threats.

Consequently, my friend received low performance ratings continuously, which disheartened him and led him to request a project change. After transitioning to a new project, he progressively demonstrated a high level of confidence and eventually climbed the ladder of success.

When I inquired about the secret behind his success, he credited his new leader, who provided encouragement and autonomy. This story shows how having a strict, intimidating boss can hold back someone with potential, while having a friendly, supportive leader can help them succeed.

Such stories have given me lots of insights around what sort of a leader I need to become and this helped me streamline my leadership style. I adopt the following strategies:

• Foster an inclusive culture where team members feel safe to express their thoughts without fear of judgment.
• Promote a culture that sees failures as learning opportunities rather than setbacks.
• Encourage training, facilitate feedback exchanges, and monitor improvements.

By implementing strategies like these, we could develop a high performing team.

As parents, we must strive to identify and address fears in children. As an individual, we should tackle our fears to fuel personal growth. And as leaders, we must build confidence in our teams, encouraging them to overcome inhibitions for success.