Your team is struggling with confidence. How can you help them feel more empowered?

I HAVE BUILT TEAMS MADE UP OF FRESH GRADUATES, PEOPLE WHO COULD BARELY SPEAK ENGLISH & MORE... OF COURSE, THEIR CONFIDENCE WAS NOT THE BEST... And this is what i have done to boost their confidence: Recognize Strengths -> Highlight individual and collective achievements regularly. Encourage Goal Setting -> Break down tasks into manageable goals to build momentum. Provide Support -> Offer resources, training, and mentorship to enhance skills. Foster Open Communication -> Create a safe space for expressing concerns and seeking feedback. Celebrate Progress -> Acknowledge milestones and celebrate successes to reinforce confidence.

To uplift a team facing confidence challenges, my approach is to first identify and understand the obstacles hindering their progress so they can demonstrate their strengths. By actively working to eliminate these roadblocks wherever feasible, I aim to demonstrate my commitment and involvement in the solution process. Crucially, it's about recognizing and affirming the unique value each team member brings to the table. Encouraging a sense of ownership and responsibility within the team is key. This not only empowers them but also fosters a culture of trust and mutual respect, where every member feels invested in our collective success.

Provide Clear Expectations: Clearly communicate expectations, goals, and objectives to your team members. When employees know what is expected of them, they are more likely to feel confident in their ability to meet those expectations. Offer Support and Guidance: Provide support and guidance to your team members as needed. Offer assistance, resources, and mentorship to help them overcome challenges and achieve their goals. Be approachable and responsive to their questions and concerns. Encourage Skill Development: Encourage your team members to continuously develop their skills and expertise. Provide opportunities for training, workshops, and professional development programs to help them enhance their knowledge and capabilities.

Recognition is important but giving your team member an opportunity to showcase and leverage their strengths is key to building their confidence. Are their projects or assignments that they could work on that align with what they are good at? Is there an opportunity to teach or coach others? Also, ensure that they can see the impact of their strengths on the greater organization's goals & strategy.

Remembering that the whole is greater than the sum of its parts is essential, as it provides a roadmap towards building collective confidence. Everyone has individual experience, so not everyone will be on the same page at all times; however, if the group feels confident, this type of energy can lift individuals to new heights, even when not feeling great.

Encouraging teamwork and acknowledging individual contributions can also help them feel valued and empowered. Remind them that mistakes are part of learning and celebrate achievements together to promote a positive environment.

To empower your team, foster autonomy in decision-making, celebrate achievements openly, and provide growth opportunities through training and development. Encourage collaboration, set clear expectations, and lead by example with resilience and transparency. Cultivate a positive culture where everyone feels valued and supported, promoting a sense of belonging and motivation to excel.

Lead by example and keep your door open for communication and support. Foster team collaboration with clear expectations, while allowing team processes without overshadowing. Celebrate the good and give constructive feedback for the opportunities for improvement.

I would Encourage open communication to address concerns, highlight their strengths, set achievable goals, and provide positive reinforcement for their efforts to boost their confidence.

In my experience, one of the most powerful things a leader can do for their people is giving them to freedom to risk failure. Giving someone autonomy is fantastic but if they are afraid of what happens if they fail it means very little.

Giving autonomy to your team in sales can be very challenging but the perceived risk is worth the reward. Allow your team to be creative, to try new things - not everything will work but if there are learnings you can take it can be worthwhile - and you never know someone might just surprise you with a new approach or thought that has immense value

When teams and people are given autonomy and make mistakes, it forces them to reflect and create their insights on improving the next time. This is far more effective than someone screaming at them and telling them what to do.

Autonomy takes confidence, flexibility, audacity, but most of all - encouragement. Let your team know it's ok - and even expected - that they do not "get it right" the first time. Then encourage them to gather take aways and train others on lessons learned.

Giving your team autonomy is great but without proper accountability structure in place it’s not going to work. Quite often managers use ‘autonomy’ as as cover up for lack of proper structure in teams and their own poor management skills.

Empowering your team fundamentally involves granting them greater autonomy and ownership of their tasks. This empowerment strategy enables them to make key decisions, establish their own objectives, and navigate problem-solving processes independently. It's about placing trust in their capabilities to manage challenges and derive valuable lessons from any setbacks. Encouraging such autonomy not only enhances their skill sets, creativity, and self-initiative but also signals a trust that can propel the team forward. As a leader, my role is to provide support and guidance when needed but importantly, to step back and allow the team the space to apply their expertise and judgment.

El trabajo en equipo permite resolver problemas que, difícilmente podría resolver una sola persona por sí misma, para lo cual debe haber una coordinación y alineación de pensamiento, acción y convencimiento entre sus miembros. Cuando esta bien estructurado y guiado, el trabajo en equipo influye positivamente en los trabajadores a través del compañerismo, intercambio de conocimiento, apoyo mutuo y alcance de metas significativas. Para lograrlo se debe promover la autonomía y pertenencia en el trabajo que desempeñan, incluyendo la toma de desiciones para alcanzar los objetivos planteados.

Empowerment is closely tied to trust. Encourage your team members to take ownership of their tasks and decisions. By granting autonomy, you signal trust in their capabilities, which in turn, fosters a sense of responsibility and belonging. This autonomy should be balanced with support, ensuring they don't feel abandoned but rather confident in their ability to navigate tasks independently.

When teams have an ABL (Always Be Learning) mindset, it encourages them to use every experience as an opportunity for growth and keeps their spirits elevated so they don't get too focused on right vs. wrong.

Supporting the team’s learning and development is crucial, providing resources and feedback to enhance their skills. While fostering a culture of curiosity and collaboration is important, it's vital to acknowledge that, alone, this may not significantly boost confidence. Exceptional team members often thrive in such environments, yet as a leader, it's critical to ensure we don't inadvertently obstruct their progress. My role is to facilitate and encourage their growth, ensuring our focus remains on empowering them in more direct ways to build their confidence.

Invest in your team's continuous learning and development. This support might manifest as opportunities for training, mentorship, or tackling new, stretch projects. Emphasize that mistakes are a natural part of the learning process and a stepping stone to mastery, thereby cultivating a growth mindset that views challenges as opportunities to evolve.

On behalf of a Sales team it's vital to establish achievable habits which drive collection. I am a firm believer in James Cleary's Atomic Habits, you can start there with a baseline activity. Have your team read it, then practice what you preach. Sales, especially B2B SaaS/MarTech, has very long periods (valleys) in between the new client acquisitions (peaks). So your teams needs something every day to hold themselves accountable in making progress, a Daily Win. Daily Wins will build confidence and they come in all sizes. While the 'click here to initial/sign' (old school = ink) is the ultimate win, a returned email, handshake, pain point identification are measurable steps in a long sales cycle. Drive Daily Wins and instill confidence!

If you want to see a change in your team members, you must model your desired behavior; otherwise, you're not backing your words with actions, which are brushed aside. It's important to remember that we are all mirrors and reflections of one another; therefore, your choices and actions will always be reflected to your team members.

To setting an inspiration for building confidence in team, I will definitely set my own confidence and enthusiasm towards work and achievements by following the same approach. I found it helped me a lot whenever my Team was lack of confidence due to some behaviour aspect, I model the behavior of my Team through some true ans realistic live examples what I have set in my journey.

Although it's often suggested that inspiring confidence in a team involves modeling the behavior you wish to see, I believe in prioritizing the empowerment of individual autonomy. This approach recognizes that each team member must have full control over their actions and decisions. While displaying confidence, enthusiasm, and resilience is beneficial, directing or expecting team members to mirror these behaviors might inadvertently limit their self-expression and ownership. My focus is on supporting their unique strengths and perspectives, ensuring they feel wholly in command of their roles and contributions.

Lead by Example: Lead by example and demonstrate confidence in your abilities and decisions. Just as biblical leaders such as Moses and Joshua demonstrated unwavering faith and confidence in their leadership roles, inspire confidence in your team by displaying confidence in your leadership. Be transparent about challenges and setbacks, but also demonstrate resilience and determination in overcoming obstacles. Your confidence and positivity will serve as a source of inspiration and empowerment for your team members.

Leadership is as much about what you do as it is about what you say. Model the behavior you wish to see in your team—demonstrate resilience in the face of setbacks, maintain a positive outlook, and show commitment to personal and professional growth. Your behavior sets the tone for the team's culture and can inspire confidence through example.

Celebrating the wins is important. Too many times we just keep pushing ahead without recognizing how far we've come. With that you should also "celebrate" the loses. Celebrating the act of trying gives teams the freedom to innovate. Besides, you learn from mistakes, too.

Celebrating the team’s achievements is a fundamental way to bolster their confidence. Recognizing their hard work, outcomes, and progress, and then sharing these successes widely, not only instills a sense of pride and satisfaction but also fuels ongoing motivation. The timeless wisdom of giving a 'pat on the back' remains as relevant as ever. It’s a simple yet powerful act that reaffirms their value and contributions, encouraging them to strive for even greater heights.

In sales it’s very easy to simply move on to the next deal - constantly pushing towards the goal. It’s important to take stock and celebrate the wins that get you there. Often a deal has taken a long time and a lot of effort to get over the line and actually taking time to celebrate this (and respect the efforts) can foster a culture of greater success.

Recognizing your team's achievements is a powerful way to enhance their confidence. By acknowledging their hard work and successes both privately and publicly, you demonstrate the value of their efforts and their potential for success. This not only encourages them to strive for excellence but also fosters a sense of pride and fulfillment. It serves as a reminder that their contributions have a significant impact, boosting their confidence and belief in their abilities.

Lack of confidence is a derivative of self-doubt. The best solution is social approval. Celebrating team's efforts, progress and results help your team members feel proud, satisfied, and motivated.

Acknowledgement definitely makes a huge difference. It is also the number one practice that contributes to a healthy, thriving work culture. That said, general acknowledgement is okay, but to make a difference in how your team feels, you must get specific. Acknowledge their efforts and actions explicitly, so that they know you really do see their contributions. When your team members experience being seen for their positive contribution, they become more willing to step up.

I believe that as a business owner/supervisor/customer service rep celebrating the teams success is very imperative to the team so we can all grow and you build a rock solid foundation and relationship.

This factor is important even if it means celebrating the small wins. I like to compare it to one of those old toy cars that you would wind up and let it go. People can react the same way. Wind them up by celebrating their wins creates energy that keeps them going for longer durations.

Recognize and celebrate their achievements, no matter how small, and offer constructive feedback and guidance to help them grow and develop their skills and confidence.

Celebrating your team is such a powerful tool. Acknowledging wins and personal developments will help you boost motivation and overall performance as a result. At the end of the day, we all want to feel important and acknowledged.

In my experience the best way to foster confidence is achievement. Create a culture of learning through practice, patience and reward for trying. Explore the failures and reward the wins.

Ensure everyone knows their role, communicate clearly the goal, provide constructive feedback, and provide opportunities for growth.

Provide Support and Encouragement: Offer support and encouragement to team members who may be struggling with confidence. Just as Jesus encouraged his disciples during times of doubt and uncertainty, provide reassurance and words of encouragement to uplift and inspire your team.

Encourage your team to stretch beyond their comfort zones by setting challenging yet achievable goals. Position these challenges as opportunities for growth, making it clear that you believe in their potential to succeed. Support them through these challenges, offering guidance and resources to help them overcome obstacles and build confidence in their abilities.

Struggling teams need individuals to know their self value in the team contributions. Pausing for a moment to reflect on what each one brings in talent to the sum of the team helps not only to build team spirit, but also to recognize each persons worth to further confidence. When others recognize a persons value, it creates a surge of energy that pushes confidence into working motivation.

Empowering the team to fail is also important. A lack of confidence could mean ultimately the team is afraid to fail. New ideas and calculated risks are crucial for growth. Not everything we do will end with a win. Allow the team the opportunity to fail. There can be great value in failure. Sharing a personal example of being unsuccessful and the lessons learned from the failure can assist with pushing the team forward with more confidence knowing failure is nothing to be feared.

Confidence will come and go, depending on a plethora of variables. Maintaining a consistent level of confidence requires vulnerability and authenticity in the group. When someone isn't confident, they need an outlet to express their feelings and be met without judgment. Knowing that team members can freely express themselves drives confidence in and of itself.

An example that I have seen work is to truly let them express themselves....both the positive and the negative. If they are able to express themselves in a safe environment their confidence will grow. At times everyone has a drop in confidence. Yes, Everyone! Being their to simply listen, offer advice or just be there and allow them to just be, builds trust, aids in feeling accepted, shows they have a confidante and confidence can be restored.

Consider improving in these areas: • 🏆 Recognition and Encouragement • 📢 Clear Communication • 🛠️ Skill Development • 🔄 Feedback and Support • 🎯 Set Achievable Goals • 👩💼 Lead by Example • 🌟 Create a Positive Environment • 🎉 Celebrate Progress

Well said, I absolutely agree. Everyone has something that they could possibly bring to the table for future growth. No matter how small we believe the ideas are.

This works great both in the business and personal setting. I utilize all of these tools. I focus on the strengths, I encourage people to dig a little more. I show confidence when im down and I have none because if my team sees me as weak, they will fall too. People need a leader, and I choose to be the leader. I encourage them to set smaller goals in order to achieve the bigger one. Celebrating their success is so important because getting to the halfway point and feeling defeated is real. Instead of feeling defeated, celebrate getting to the halfway point and all the thing's that has been accomplished. Everyone's attitude changes immediately.

Identifying their perspective towards work I Can make a happy work place only after once I would identify their perspective at work like how they could see their work place as a happy place. I would be mostly focused on identifying their choices because If an employee perceives their job as meaningful and fulfilling, they are more likely to be engaged and motivated in their work. To improve employee perception, employers can provide clear communication, offer opportunities for professional development, recognize and reward good performance, and foster a positive work culture. Employers that gather feedback from employees through surveys or focus groups can get a better understanding of their employees' perceptions and address concerns.

Start small. Find small tasks or projects that they need to work together to accomplish. Allow them to brainstorm together, you may want to sit in as a coach to guide some of their initial discussions. Don’t let them off the hook by telling them what to do or how to do it. If they are stuck, ask questions that help them consider possibilities and approaches they can take. Some questions along these lines: Does this problem remind you of any you have ever seen before? What are some of the barriers you have identified? Follow up with questions based on their responses as needed. Guiding them to find their voice and collaborate will give them a high level of ownership. Check in and support them to maintain momentum.

Ask their opinion; engage with their experience and suggestions, they may be being undermined in their decision process or undervalued, leading to lack of confidence or understanding of the objectives in their opinion. They may not have the expertise to understand the overall perspective belief that can be ascertained in engaging with the team or individuals regularly and help them feel a part of the process. From this better specific training can be targeted very directly where needed.