Is self-doubt chasing you as you race toward professional goals? The answer is often yes. Surveys have shown that adults experience self-doubt as many as six times every day! A good chunk (14%) are concerned about their ability to succeed professionally. Feelings of self-doubt are not rare. And they impair us in more ways than one:
Self-doubt cripples our ability to dream big. We are handing out nos to ourselves without even trying
It makes the wins feel okay when they should have really been exuberant celebrations
Think of it this way: You have been an individual contributor for a while, and your senior shows up and tells you that you are going to lead a team now. Isn’t that exciting? Yet, something lingers at the back of your head as the day proceeds:
Am I good enough to lead others? Without experience, that’s a legitimate question to ask, right? But it also points to a lack of confidence in your own skills.
I am just pretending to be a manager. Have you ever felt you were going with the flow and enacting a script as long as the costume fit? That’s imposter syndrome lurking, which makes you doubt the veracity of your achievements.
I will never be like her. We all have colleagues who are impressive beyond belief. They are remarkable and never seem to go wrong. And we often try to match up unsuccessfully. Competing with someone else who’s in a different context and a different person further adds to self-doubt professionally.
I will mess up. You must decide who to hire for your team; what if it goes wrong? Let’s ask someone because the risk is too high. The pressure of making mistakes increases doubt in your mind, and you shy away from doing things.
I don’t know what’s going on. Your senior congratulated you a lot, but you are not very sure what being a manager entails. 1-1 meetings with all the 20 folks or a team meeting to set the cadence right- it’s a problem! If you think you are not good because you don’t know what’s next, your circumstances fuel self-doubt. Unclear or rapidly shifting expectations hurt results and the associated feel-good moments.
I can’t get this right. Your team member asked for help, and you lost it; that was the tenth query of the day! But let’s step back for once: were you ever taught about managerial duties? Probably not; most managers aren’t. So, while self-doubt may point the finger at you, it’s not you.
To sum up, self-doubt is a feeling of not being good enough that arises when you are unsure of your abilities. Sometimes, the reasons could be internal; in others, your circumstances could drive you the wrong way.
Getting rid of self-doubt as a manager
As people managers, we have plenty of opportunities to doubt ourselves, so here are some ways to not do it:
Think of your locus of control
If you have an internal locus, you will likely blame yourself for everything, even a solar eclipse. But a balance is essential. Understand when it’s you and when it’s the world around you.
Be sure of yourself
The good part about being the cause of our problems is that we can be the solution, too. Feeling stuck due to a lack of skills? Build up. Need advice? Get a mentor (here’s a free one, just for you to get started). Instead of internalizing the moments, consider them as gaps you can fill. Positive affirmations and a growth mindset will help you build confidence.
Don’t be a superhero
We aren’t Batman, and even Batman messes up sometimes. Consider the limits around you, and take up as much as you can handle. Badly set expectations and goals set you up for failure and self-doubt. Instead, be realistic and stretch yourself toward success.
Assertive Communication Skill: The 3 Cs Of Assertiveness For Managers
Assertiveness is an essential part of communication skills for managers. They enable you to express your needs and opinions assertively without becoming aggressive or passive-aggressive. Good communication skills can help improve your assertiveness and overall self-esteem, enabling you to voice your opinions and needs without fear of disapproval or rejection. And, of course, as with any skill, the more you practice them, the better you get at using them.
This blog discusses assertive communication skills essential for managers to support their employees and colleagues in building a supportive work environment. We will also help you identify areas where you can work to make your communication more assertive in the workplace.
So let’s get started.
Assertive communication is a secure and direct way of expressing thoughts, feelings, and needs in a way that is respectful to oneself and others. It involves straightforwardly expressing oneself without being aggressive or passive.
Assertive communication skills are valuable for managers in many ways:
Conflict resolution: By expressing themselves clearly and directly, managers can resolve conflicts in a more productive manner. They can assert their point of view without being confrontational and help diffuse tense situations.
Improved relationships: Assertiveness can help managers build better relationships with their employees, as it demonstrates respect and consideration for others while setting clear boundaries. It increases trust and respect in the workplace.
Increased influence: Assertiveness can help managers to improve their power and authority, as it demonstrates confidence, decisiveness, and a clear understanding of what is expected.
Better decision-making: Assertiveness can help managers make better decisions by ensuring that all relevant information is taken into account and providing a clear and direct way to communicate their opinions and decisions.
Time management: Assertiveness can help managers to manage their time more effectively, as it allows them to communicate their priorities, set realistic deadlines, and delegate tasks effectively.
Improved performance: By using assertive communication, managers can provide clear expectations and feedback to employees, leading to improved performance and increased productivity.
Developing assertive communication skills requires practice and self-awareness, but with time, managers can develop this critical communication skill and improve their effectiveness as leaders. It is important to note that assertiveness is not the same as being aggressive, as it involves expressing oneself in a direct and honest manner while also considering the needs and feelings of others.
What are the three Cs of assertive communication skills?
The three Cs of assertive communication skills are control, clarity, and confidence.
Control
Control refers to maintaining control over a situation and one’s emotions. In assertive communication skills, this means staying calm, level-headed, and in control of the conversation, even in difficult or emotional situations. It allows one to communicate effectively and resolve conflicts in a constructive manner.
How to develop control in communication?
Practice active listening: Pay close attention to what the other person is saying and resist the urge to interrupt or jump to conclusions. It helps to maintain control of the conversation and avoid misunderstandings.
Stay calm: In difficult or emotional situations, take a deep breath, count to 10, or take a moment to collect your thoughts. It helps to maintain control of your emotions and allows you to respond in a clear and composed manner.
Avoid getting trapped in biases: Your biases can often lead you away from the conversation. Instead, you assume the other party’s intent and message. It can cause significant misunderstandings in teams.
Stay focused: Stay focused on the task and resist the urge to get sidetracked or distracted. It maintains control of the conversation and ensures that it remains productive.
Use body language:Nonverbal communication, such as eye contact, gestures, and posture, can help to communicate confidence and control. Practice good posture and use confident, open body language to project control.
Seek feedback: Seek feedback from others on your communication style, including handling difficult or emotional situations. With this, you identify areas for improvement and develop your control in communication.
Clarity refers to the ability to express oneself clearly and directly. In assertive communication skills, this means stating one’s thoughts, feelings, and needs in a straightforward manner, without ambiguity or passive-aggressiveness. Clarity helps to ensure that one’s message is understood and that the conversation remains productive.
How to develop clarity in communication?
Be specific: Be clear and precise in your communication, using concrete examples and avoiding generalities. It ensures that your message is understood and that there is no room for misinterpretation.
Use “I” statements: Use “I” statements to express your thoughts, feelings, and needs instead of blaming or accusing others. For example, instead of saying, “you never listen to me,” try saying, “I feel unheard when I try to share my thoughts with you.” It will help team members understand your perspective.
Avoid filler words: Minimize the use of filler words such as “um” or “ah,” as they can detract from the clarity of your message and undermine your credibility.
Avoid multitasking: Give your full attention to the conversation and avoid distractions such as checking your phone or email. This helps to maintain clarity and ensures that the conversation remains productive.
Use visual aids: Consider using visual aids such as diagrams, charts, or graphs to help illustrate your message. Presentations make complex ideas or concepts more clear and more understandable.
Confidence
Confidence refers to the belief in oneself and the ability to communicate effectively. Among assertive communication skills, this means standing up for oneself, speaking one’s truth, and being comfortable expressing opinions and needs. Confidence helps to establish credibility and influence and fosters respect and trust in relationships.
How to develop confidence in communication?
Know your subject matter: Prepare thoroughly for any conversation or presentation or research the topic, and familiarize yourself with the key points. It builds confidence and ensures that you communicate effectively.
Practice: Rehearse your message or presentation, practicing your delivery and body language. It enhances confidence and reduces the likelihood of nerves or hesitation during the actual conversation or presentation.
Stay positive: Maintain a positive, confident attitude, and avoid negative self-talk. This projects confidence and reduces the impact of any stress or anxiety.
Practice assertiveness: Be assertive in your communication, expressing your thoughts and ideas clearly and confidently. Avoid passive or aggressive communication styles, and strive for a balanced, proactive approach.
Use confident body language: Use sure, open body language, smile, make eye contact, smile, and maintain good posture. It shows confidence and enhances the impact of your message.
Invite feedback: Seek feedback from others on your communication style, including handling difficult or emotional situations. It can help you identify areas for improvement and develop your confidence in communication.
Combining control, clarity, and confidence allows one to communicate assertively and effectively in various situations. Whether resolving conflicts, giving feedback, or negotiating, assertiveness can help one to get their point across, build stronger relationships, and achieve desired outcomes.
It is important to note that assertiveness is not the same as being aggressive or overbearing, as it involves respecting the needs and feelings of others while also expressing oneself clearly and confidently. Assertive communication skills require practice and self-awareness, but with time and effort, one can develop these skills and improve communication in all areas of life.
Learn more about developing assertive communication skills at work with our detailed guide on assertive communication training for managers.
Is your communication assertive?
Assertiveness communication skills are the hallmark of an effective leader. When you are assertive, you communicate powerfully. In terms of communication, it is among the best styles that a manager can adopt to sail through many challenging situations that call for single-minded focus.
Test your assertive communication skills for free with Risely now! The free assertive communication skill self-assessment for managers by Risely helps you identify exactly what you need to do take your assertive communication skills to the top level. With the help of a thorough analysis, Risely helps you discover a unique learning journey designed to help you overtake the people management challenges that hold back your team. Get started for free today without further ado!
Conclusion
Knowing how to assert yourself effectively is a skill that can make you a more competent communicator. Assertive communication skill doesn’t just help you be a better communicator but allows others to view you as more intelligent and respected. Unfortunately, communicating assertively doesn’t come naturally to everyone. You need to learn the basics of assertiveness through practice. If you want to learn more about assertiveness, check out our blog here.
Grab a free copy of the assertive communication toolkit for managers!
The assertive communication toolkit for managers outlines frameworks and gives samples to make your learning super easy. Check it out now
The Best Assertiveness Coaches To Transform The Way You Interact Effective communication is paramount in the dynamic world of business and leadership. Yet, finding the balance between being passive and…
Assertive Communication for Managers: 5 Hacks to Master the Skill A manager’s communication skills can make or break the success of an organization. From leading others and making crucial decisions…
Using Body Language in Training: 5 Hacks In today’s fast-paced world, effective communication is more important than ever. And one often overlooked aspect of communication is body language. In this…
Assertive communication styles: Learn about your communication style as a manager Assertive communication styles are based on the individual’s self-awareness, motivation, and preference. These communication styles help people to communicate…
5 Confidence Building Techniques To Unlock Success As A Manager
The term confidence is used to describe a person’s belief in their ability to succeed. Low levels of confidence can lead to problems for managers, such as poor decision-making and underperformance. The confidence building techniques written below are designed to help managers build their self-esteem and boost their self-confidence together with that of their team. But before we get into techniques, we should first understand what is confidence. We must also understand its importance and problems faced due to lack of confidence.
Confidence is a sense of well-being that is directly influenced by the things that surround a person. It’s the level of assurance a person has in her abilities and personal beliefs. It can range from having an optimistic starting point to a constant state of feelings of self-assurance. People pay attention to those with confidence and believe that they can reach great heights in life no matter how small their achievements were today!
Having confidence means you know your skills, expertise, and what you’re ultimately capable of. Confidence can also be defined as a “belief in one’s skills, abilities or judgement”, that gets individuals to accomplish their goals and overcome failure. It is a trait of resilience that contributes greatly to the success rate of an individual. Confident people are more likely to accomplish new tasks and new skills as they do believe in their capabilities.
Confidence is said to be directly influenced by personal factors such as:
> Recognition
> Positive past experiences
> Respect
> Competence
> Self-esteem
Therefore managers should incorporate these factors into their techniques to be able to effectively build confidence. But before we discuss techniques we should first understand the importance of confidence building at the workplace
Importance of confidence building?
Confidence is highly important for both managers and employees to perform effectively. We will now be explaining the importance of confidence building for both managers and employees.
Confidence building In Managers
Managers need to have confidence in themselves and their abilities. Confidence is often an important factor in making good decisions. It enables one to develop trust in themselves and allows them to be sure of the decisions they make. This confidence is helpful in situations when one doesn’t know what path to chose or doesn’t have all of the information required to make a decision. It gives the ability to managers to believe in their capabilities and shows them the right direction.
Being confident allows managers to be more self-assured. They can develop a mindset that They can still choose an ultimately good decision after making a large number of flawed ones as time goes on. Managers with high levels of trust in themselves make better decisions than those who do not value their own opinion highly enough while making themselves trustworthy.
A study was conducted to explore the concept of confidence in thirty managers and found that those with high levels of self-assurance made better decisions than those who felt less secure about their capability. It also revealed that these men tended to be more optimistic, confident, ambitious, and up-beat. They are not discouraged when they make mistakes as long as they learn from them. The higher-ups of businesses often felt quite satisfied and proud of their performance.
The study also discovered that confident managers are more focused on meeting goals and demonstrate higher levels of team cooperation. Confident managers also are more willing to come out of their comfort zone to take risks and generate new ideas. This allows them to achieve greater success in the workplace as individuals. Confident managers are also known to have diligence as well as determination. They find a way without fail or push through instead of giving up when things get too difficult.
Confidence building In Employees
It is highly important for employees i.e. each team member under the manager should be confident as your team’s success is your success as a manager. By patiently assisting your employees in building confidence in their abilities, you will help them in adding efficiency to their daily tasks. In the long run, confidence will increase their willingness to accept and do new and risky tasks.
Confidence in employees can positively affect their self-esteem and help them to pursue goals that may be difficult for them to achieve on their skill level. Confidence helps employees to be more productive and they perform their tasks with greater motivation. Confident employees are also willing to come out of their comfort zone and take risks.
Confidence boost in employees can also have a positive impact on employee engagement. Confidence can push employees towards professional development. Therefore a team leader or a manager should assure employee confidence in their team or department.
After understanding the importance of confidence within managers and employees we should also understand what problems do occur when they lack confidence.
Problems faced by managers due to lack of confidence
The 5 main problems which managers do face due to lack of confidence either within themselves or their employees are as follows:
Employees may not take initiative or feel the need to perform well if they are not confident in their abilities.
This can lead to stagnation within an organization and a loss of productivity as employees stop taking risks and trying new things.
Poor communication is also likely to occur when managers lack confidence in their ability to communicate effectively with their team members, leading to misunderstandings and conflict resolution issues.
Low morale is often an outcome of a lack of confidence as employees start to doubt their abilities and feel demotivated.
In some cases, employees may even resign if they feel that there is no chance of them achieving career development within the organization.
It is therefore important that managers build and maintain confidence within themselves and their employees. But how do you effectively achieve that? Here you go..
Confidence building techniques to build your self-confidence as a manager
1. Practise self-acceptance for confidence building
When we feel good about ourselves, we project this energy outwardly to our relationships and work colleagues. Oftentimes, the first step in boosting confidence is recognizing that something is not wrong with you. It’s just part of who you are. Once you accept your flaws without comparing yourself to others or trying to change them, other people will start acknowledging your strengths too. When they do, it reinforces your confidence, making you even more likely to display those qualities. A manager who accepts and trusts himself/herself finds it easier to gain employee trust.
2. Acknowledgements
Acknowledgments touch us in the deepest part of our being, and that’s why they have such an impact. When we receive acknowledgment for something we’ve done well or contributed to, it makes us feel special. It reinforces good feelings about ourselves and gives us a sense of satisfaction which can spur on behavior that contributes to success. Therefore to build their self-confidence, managers should allow people to acknowledge their contributions.
3. Focus on your achievements for confidence building
When you think about all the amazing things you’ve accomplished in your career, what comes to mind? Probably things that made you proud and gave you a sense of satisfaction. That’s because focusing on the good stuff gives us confidence. It reminds us that we can achieve anything we put our minds to. Therefore to build confidence.
4. Surround yourself with positive people
If there’s one thing that boosts self-confidence more than anything else, it’s being around “people who believe in you”. Because they see in you the same traits and abilities that will propel.
you forward as a manager. Showing them confidence can boost their own. Everyone wants to come around people who have self-belief so others feel confident enough for them to promote a great culture of collaboration and transparency too. When you put these ideas into practice, it will be easier to feel confident in your skin.
Confidence building techniques to build the confidence of your team
Here are a few techniques you can use to build the confidence of your team:
1. Ensure everyone has a voice
Encouraging team collaboration and communication is important, but it’s even more important to make sure that everyone feels comfortable contributing their ideas and sharing their opinion. That means allowing everyone to have their say, whether that’s through face-to-face meetings or open discussions on social media.
2. Promote an anti-bias culture
Believe it or not, there are some unconscious biases present in our brains that can influence how we view others and therefore the way we behave towards them. Therefore working to eradicate these hidden behaviors is a key step in creating a positive environment for everyone. It will help your team to anticipate knowing what’s expected from each other. That ultimately leads to greater growth in the confidence of individuals. It ultimately leads you to potential success for your business and the greater good.
3. Set realistic goals for your team
Setting ambitious but achievable targets also helps boost the confidence of some people. They may feel stuck in a particular role or believe they can’t reach their potential because it seems like everyone else is doing so much better than them. Realistic goals on the other hand will eventually give them assurance over their capabilities which ultimately will boost their confidence.
Read more here to know if your goals are realistic or not?
4. Provide constant recognition
A feeling of being ignored or overlooked is one of the biggest factors contributing to low confidence within individuals. It gives them a feeling that their contributions are not valuable which can drastically from down their confidence. So when you recognize and reward your team for their efforts, they’ll believe that you value them and want them to succeed. This will ultimately add a lot to their confidence.
5. Acknowledge and celebrate their achievement
You can do this by sharing high-level achievements and positive feedback via email updates, social media channels, messaging services, etc. The little sense of being in the spotlight which these acknowledgments will create for the employees will add a lot to their confidence.
6. Invest in team bonding activities
To boost the confidence of your team, scheduling fun parties for people is a great way. It will get them together away from work and create an environment that helps build up a culture where everyone feels part of something bigger than themselves. This successful strategy is proven to help employees achieve great confidence levels. It can also increase productivity by breaking down barriers amongst peers.
7. Encourage higher engagement
Create an engaging environment where employees are motivated to achieve things at their own pace. Allowing and encouraging employees to strive for higher engagement will encourage them as a whole. It will give everyone confidence in building healthy relationships within the organization and achieving their milestones together. This strategy also comes with the benefit of reducing employee turnover when they feel more satisfied working under people who truly value what they do.
Conclusion
Confidence is an important factor in the performance of a manager. It is also a very difficult thing to boost. in the blog, we have given some techniques which proven to be able to help you to boost your confidence and make you feel comfortable in front of your team members. We have also given techniques which can make your team members more confident too and we hope the information provided comes out to be useful. Stay tuned for more relevant information.
Encourage employee engagement through effective one-on-one meetings with your team
Download the free one-on-one meeting toolkit to uncover secrets to conducting effective meetings
Managers can show confidence in the workplace by being decisive, taking ownership of their decisions, and being accountable for the outcomes. They can also demonstrate confidence by being open to feedback and criticism, admitting mistakes, and working collaboratively with their team members. Additionally, confident managers communicate, set realistic goals, and empower their team members to take ownership of their work.
How confidence can build your self-esteem at work?
Confidence can build self-esteem at work by enabling individuals to feel more competent in their roles. When individuals are confident in their abilities, they are more likely to take on new challenges, speak up in meetings, and share their ideas with others. This can lead to a sense of accomplishment, greater job satisfaction, and increased confidence, creating a positive feedback loop that boosts self-esteem.
How leader’s confidence can inspire team?
A leader’s confidence can inspire their team by creating a sense of trust and belief in the leader’s abilities. When a leader exudes confidence, team members are likelier to follow their lead and trust their decisions. In addition, a confident leader can motivate team members to take on challenges, think creatively, and work collaboratively to achieve shared goals, creating a positive and productive work environment.
How confidence at workplace drives efficiency?
Confidence in the workplace drives efficiency by enabling individuals to make decisions quickly and effectively. Confident individuals are likelier to take the initiative, communicate clearly, and take calculated risks. This can result in faster and more effective problem-solving, improved productivity, and streamlined decision-making, leading to increased efficiency in the workplace.
8 Essential Leadership Skills Every Great Manager Has Although leadership skills are often talked about, written about, and hoped for in business, a succinct definition of what it entails often…
Finding The Missing Pieces: What Makes Leadership Training Successful In an SHRM survey across the US, 84% of employees in the US blamed the good ol’ managers for the underperformance…
Getting the Best Results with Leadership Mentors: A Complete Guide As a manager, you know that leadership and managerial skills are essential for success. But developing these skills can be…
How To Lead By Example: 5 Effective Ways For Managers As managers, it’s essential that we set an example for our employees. There are several ways we can lead by…
