How companies benefit from employee self-confidence

by Dec 15, 20153Plus, Gender Balance, Leadership

Employee self-confidence benefits organisations

Corporate benefits of employee self - confidence

Corporate benefits of employee self-confidence

Why employee self-confidence is important

I have heard self-confidence defined many ways, all of them true: it’s a personality trait—ya’ got it or ya’ aint’ got it—it’s an attitude, it’s this magic power you can switch on when needed, it’s this energy broadcast from within, it’s poise, it’s something you hone like a muscle, etc. At its most fundamental, self-confidence is trust in SELF: in one’s powers, in one’s abilities, and in one’s judgment. [Tweet “Not to be confused with always being right.”] Self-confident people can admit they don’t know everything without loosing credibility or clout.

But isn’t there such a thing as TOO self-confident, I’m often asked. Depends. In some cultures, self-confidence rhymes with arrogance to the point that solidly self-confident people default to a show of self-doubt and self-deprecation in public, for fear of appearing arrogant. In other cultures (like the one I come from) self-confidence tends to go hand-in-hand with outspoken, loud, bold, so people resort to extreme vocalizing for the sake of appearing confident. Doesn’t necessarily make them self-confident. [Tweet “Either behavior can backfire if used in a different culture.”]

3 corporate benefits of employee self-confidence

Denise was a savvy financial executive whose career spanned several countries and impressive banks, earning her prestigious board appointments within major associations. On paper, everything about Denise oozed assurance, but in a whisper during our first coaching session, she confessed to lacking self-confidence. What do you mean I asked?

“I’ll do anything to avoid telling someone on my team that they did something wrong. I never speak up, even though I know I should.”

And thus began our conversation on the collateral damage of lack of self-confidence. [Tweet “This is why it’s important for companies to foster employee self-confidence.”]

Benefit # 1: employee self-confidence saves time.

The more confidence you hold in yourself the more legitimate you will feel wanting what you want, the easier it will be to go for it and the smaller the obstacles will appear. Confidence ushers in a sense of possibility transforming what seems daunting (when you’re insecure) into something attainable. Simply put: if you are not confident in your objective you will not inject the requisite energy or determination into pursuing it. [Tweet “You will reap a middling, or unnecessarily belated, result.”] Or none at all.

Benefit #2: employee self-confidence helps close the deal.

This is not news yet it bears repeating. Lack of self-confidence dilutes your credibility or ability to appear convincing in the eyes of your boss, prospective client or investor. This means you risk loosing opportunities left and right, like a promotion, a personal-visibility-raising project, or a new account that could make or break your Christmas bonus. On the premise that closing new business is essential to survival, lack of self-confidence can have a dire effect on your and your company’s bottom line.

Benefit #3: Self-confident employees contribute to healthier teams.

Ever heard the saying A’s hire A’s and B’s hire B’s? I see evidence of this all the time. An insecure manager will rarely seek supremely self-confident direct reports when recruiting. Conversely, it takes a self-confident manager to realise that surrounding herself with self-confident individuals will reflect well on her and on her department’s image.

If you are a manager or team leader, building employee self-confidence is critical, not just for the well-being of the individual, but for the success of the organization.

Contact 3Plus for details about confidence building programs for healthier teams.

Gilly Weinstein Contributor
Gilly is an executive coach supporting international executives and multicultural teams on both sides of the Atlantic. Known for her fierce yet heart-filled coaching style, Gilly helps individuals tap into their strengths, become more emotionally intelligent leaders, and make decisions that empower them—and ultimately their organisations.
follow me

Found that interesting?
Learn more about our services

Individual services

Make your dreams a reality with a professional evaluation of your career to date.

Corporate services

The evidence is in. More women in your company can deliver 35% greater financial returns. (Catalyst)

Upcoming events

Book Now

Linkedin Live on Ageism Friday 24th September 2pm BST with Hung Lee

Join Dorothy Dalton and colleagues -  Jo Weech, Head of People, (Exemplary Consultants),  Jacob Sten Madsen, Talent Acquisition Advisor (Nielsen) & Anne-Hermine Nicolas, Head of Executive Recruitment (ex-Deloitte), Frank Zupan, Director of Talent Management (Associated Materials) to discuss critical issues in Hung Lee’s Brainfood Live.

You can register here.

 

 

 

Dates for the Diary

 
September  21st -  ENGIE Gender bias in Performance Assessment online
September 24th -  Linkedin Live on Ageism with Hung Lee
October 26th - Banque de Luxembourg Préjugés sexistes dans le processus de recrutment.

 

 

We have Remote Learning Programs available 

Check out our exciting portfolio of offerings to support your business in upskilling and competence building for your teams, to address the unprecedented challenges that women face in this new totally a digital world.

Download and listen free podcasts

Related articles

A small way men can be better allies

A small way men can be better allies

There are situations that most men would not give a second thought to, but women are programmed to think about their personal security. There are ways men can be better allies to women with simple steps.

read more

Pin It on Pinterest

Share This
3 Plus International Call Back Request