Breaking the Corporate Myths - 2: Valuing Confidence

Before I delve into the second myth, let's understand confidence in its true sense. Confidence is our ability to stay committed to a promised result and we strive to achieve the result against the odds. If we agree with this simple definition, a lot of things should fall in place. First, confidence is a function of being a seasoned professional. It is not an attitude to radiate and impress the stakeholders and command respect of team members. Next, it is completely okay to look vulnerable and seek support when unknown challenge is thrown at.

That said, the myth of valuing confidence should concern to all those whose primary drive of putting someone at the helm is whether the person exudes confidence. It is far more economical in terms of resources to choose candidates of lesser confidence and correct certain behavioral issues such as communication, negotiation skills and train them for leadership roles. Corporates should also build checks and balances by which risks and issues surface in the management dashboard without any manipulation.

In summary, as corporates become more and more framework-oriented, it is time that the leadership team start valuing the real heroes - people who are far better skilled and committed and feel that their work should do the talking!