As leaders, we often expect ourselves to exude unwavering confidence and certainty in our abilities. We believe that doubting ourselves may potentially be a sign of weakness or incompetence. Don’t our people after all expect us to confidently lead the way forward without doubt or question?
The reality is that self-doubt is a natural part of being human, and it may even be concerning if a leader never experiences moments of insecurity and uncertainty.
As Charles Darwin wrote; 'ignorance more frequently begets confidence than does knowledge'. The smarter someone is, the more they tend to recognise the vastness of the world and their own limitations.
There is no shortage of research, including articles from sources such as the Harvard Business Review, that emphasise the prevalence of insecurity and imposter syndrome among leaders. Even the most accomplished and talented individuals often harbour doubts about their abilities. This is likely a testament to their awareness of the complexity of their roles and the ever-evolving nature of their industries rather than a sign of their weakness.
I've always like the theory of Servant Leadership developed by Robert Greenleaf' who provides an interesting perspective on self-doubt. According to his theory, the most effective leaders are servants of their people. They prioritise the growth and well-being of their team members. In doing so, they recognise they don't possess all the answers or expertise. It is this mindset which allows them to be open to learning from others and to embrace their own vulnerabilities.
If you're still doubting the need for self-doubt, here are a few reasons why is it important for leaders to have moments of insecurity:
- Learning from experts: Leaders who learn from experts in their field often hesitate to place themselves in the same category. They understand that true expertise is a continuous journey, and are humble enough to acknowledge the vastness of knowledge that exists beyond their own.
- Awareness of limitations: Smart and capable leaders are acutely aware of how much they don't know. Their awareness of their limitations dwarfs their existing knowledge, driving them to seek further growth and development.
- Humility in wisdom: They understand that their expertise and wisdom are just a small part of what defines them. They avoid being overly self-assured about their education or experiences and recognise wisdom can be found in every individual.
- Valuing others' perspectives: Leaders who doubt themselves will prioritise the wisdom and contributions of others. They strive to create inclusive conversations and avoid making everything about themselves.
- Focus on what they lack: Rather than fixating on their experiences and credentials, leaders may tend to focus on what they don't have. This mindset fuels their drive to continually improve and acquire new skills. This will also encourage good hiring decisions to improve the depth of their team capability.
- Mission over personal branding: Leaders who care deeply about their work and their mission may feel that personal branding is trivial and cheesy in comparison. They channel their energy into making a meaningful impact rather than showcasing themselves.
- Discomfort with the limelight: Many leaders are uncomfortable being in the spotlight. They prefer to lead from behind the scenes and derive satisfaction from helping others and ultimately their organisation succeed.
- Finding fulfilment in helping others: Instead of seeking validation through self-promotion, leaders gain satisfaction by supporting and lifting up their team members. Their focus is on the success of those they lead rather than on personal accolades.
- Setbacks and challenges: Self-doubt can emerge from setbacks or challenging experiences in a leader's career or personal life. These moments can shake confidence, but they also offer opportunities for growth and resilience.
- Lack of support: Some leaders may lack role models, mentors, or supporters who provide the encouragement and affirmation they need. Building a network of people who believe in their abilities is crucial for developing and maintaining confidence. Having a good coach is also important for leadership development.
It is important to remember that most people struggle with self-confidence at times. The fluctuation of confidence is normal and doesn't diminish your capability. If you find yourself experiencing self-doubt, here are a few suggestions:
- Engage in physical activities: Take a break from the demands of leadership and engage in physical activities, preferably in nature. Exercise and time spent outdoors can help clear your mind and provide a fresh perspective.
- Seek support from friends and mentors: Surround yourself with people who believe in you and can offer guidance and support (ask me about sparkies and plumbers!). Lean on your network for encouragement and advice during moments of self-doubt.
- Reflect on your internal world: Perhaps consider a note on your phone or a journal where you express your hopes, concerns, and thoughts. Writing (perhaps researching a LinkedIn article on the topic!) can be a therapeutic outlet for processing emotions and gaining clarity.
- Create a vision for yourself: Visualise the leader and person you aspire to be. Explore that vision and how it relates to both inside and outside your working life. Talk about it with your family or significant others. This process can help you reconnect with your passions and reinforce your sense of purpose.
Remember, you are more powerful and capable than you can imagine. Confidence is not about proclaiming yourself an expert or visionary but more about embracing your strengths and continuously growing. Lean in to the ebb and flow of self-confidence and trust that your talents will shine appropriately and with humility when the time is right.
