Human performance is harder to quantify than company performance, but no less important to companies.  As Einstein said, “Not everything that can be counted counts and not everything that counts can be counted.”

Human performance depends on confidence – our trust in our ability to do something. Without confidence, human performance is relegated to untapped potential. Without confident employees, there is no action and no influence.

This is particularly important when we ask our people to work outside of their comfort zones – where confidence is truly tested.

Women especially are said to struggle with confidence. Perhaps no more so than men, but are more likely to admit to it, since men are socialised to show only their armour to the world.  Women also face more obstacles in predominantly male workplaces. So how can we get all our team acting and leading with confidence?

Fix temporary Confidence issues first

When confidence issues arise, we can deploy quick-fix strategies. Everyone lacks confidence from time to time, and especially when operating out of their comfort zone. When this happens, there are three practical things you can do:

1. Borrow Confidence Strategies

Get employees to borrow strategies from other areas or times of their lives by asking them to recall a time when they felt supremely confident in something, giving them that confidence again by accessing the internal pictures, sounds, and feelings that went with it as well as the external body language.

2. Lend your own Belief

If you’ve built trust among your employees over time, then when confidence fails them momentarily, you can lend them your own belief through your positivity and your language. Tell them that you believe in them and know they can do this, and your belief will be transferred and help them achieve what they didn’t believe was possible.

3. Use Mental Rehearsal

When a high-pressure moment is imminent, requiring peak performance, you can ask your employees to train for it mentally, just like sports people do. Every day they visualise themselves running through the activity with great confidence and handling all obstacles with aplomb. By the time they get to the actual event, the body will materialise what the brain has visualised.

Make Confidence a regular team discussion

Confidence is often tested in business when employees need to pitch or present, and for this, external confidence is key (i.e., the confidence they project to others). They need to appear confident to their audience, and this can be taught through various presentation skills courses. In the long-term, however, true confidence comes in a variety of forms, all of which need to be understood and worked at.  For this to happen, a discussion on Confidence needs to be a regular feature on the team agenda.

1.   Internal Confidence reduces Team Conflict

l confidence is a general acceptance of self, of one’s strengths and weaknesses, and of one’s mistakes, since this is where growth happens. To improve internal confidence, get your employees together to list all the qualities they like and dislike in others (without naming names), and then discuss negative traits that they feel strongest about, because this is often where the biggest learning — and self-acceptance — lies. When your employees accept themselves, they also accept others, and this brings harmony to your team.

2.   Deep Confidence is key to Motivation

When your employees understand their values and have a sense of purpose, their confidence is contagious. This is deep confidence. Nurturing deep confidence in your people is the secret to their motivation, and you can start doing this by understanding what’s important to them and aligning it with what’s important to the team and the organisation. One way to access deep confidence is to formulate an ambitious vision that connects emotionally with every one of your employees.

3.   Strategic Confidence brings consistent outcomes

Strategic confidence is the ability to remain confident in the face of unexpected situations and external feedback. It is often a consequence of the other three confidence types – external, internal and deep confidence. It also comes when you teach your employees to listen intently to others, understand their perspectives, and make every idea a win-win opportunity. The more your employees are focused on others, the less they will worry about how they are being perceived, and the more confident and consistently successful they will become.