Empowering Employees to Break Free from Helplessnes

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Empowering Employees to Break Free from Helplessnes

A self-limiting belief (SLB) is an internal narrative that keeps individuals stuck, holding them back from achieving their potential. These beliefs often stem from past failures, fear of judgment, or deeply ingrained mindsets. One of the most common SLBs is the feeling of helplessness, a mindset that disempowers and demotivates individuals in their work and life.

Helplessness is the belief that “I’ve tried everything, and nothing works” or “There’s no way I can change this.” It stems from a sense of lack; whether in control, resources, or capability, and therefore leads to stagnation. While feeling helpless temporarily is natural, remaining in this state can damage confidence, morale, and overall performance.

Recognising Helplessness in Employees

To address helplessness, it is crucial to identify its signs in behaviour and communication. Look for the following indicators:

Body Language: Slouched shoulders, lack of energy, or disengagement during meetings. For instance, an employee might fold their arms, avoid participation, or maintain a blank expression during discussions.
Tone of Voice: Soft, uncertain, or defeated tone. An employee might say, “I don’t think this will work,” in a voice that lacks conviction or energy.
Choice of Words: Resignation or surrender reflected in phrases such as, “I’m just a low-ranking staff,” or “There’s nothing more I can do.”

When employees exhibit these signs, the implications can be significant. Helplessness can result in missed opportunities, reduced innovation, and lower productivity. For example, a team member who feels they have no control over their tasks may stop seeking creative solutions, affecting the team’s progress. Leaders may also feel frustrated as employees become overly dependent or disengaged.

How Strength Empowers Change

The antidote to helplessness is shifting employees to a state of strength, a mindset where they feel empowered and capable of influencing outcomes. Strength involves focusing on what is possible, recognising personal capabilities, and embracing a proactive attitude.

Here’s how strength can transform helplessness into empowerment:

Recognise Possibilities: Help employees identify what they can control and what is within their influence.
Celebrate Incremental Success: Highlight small wins to build confidence and reinforce positive progress.
Foster Ownership: Encourage employees to take responsibility for their growth and decision-making.

For example, a team member overwhelmed by a complex project might focus on the question, “What is one thing I can do to make progress?” This reframing helps them regain control and take actionable steps. By encouraging employees to see their strengths, you build their confidence and resilience. This mindset doesn’t ignore challenges but approaches them with the belief that solutions exist.

Coaching Employees from Helpless to Strength

As a leader, your approach plays a vital role in facilitating this transformation. Here are key strategies to support employees effectively:

Be Collaborative, Not Directive: Actively listen and engage employees in exploring solutions rather than dictating what to do.
Encourage a Growth Mindset: Help employees view challenges as opportunities for growth instead of insurmountable obstacles.
Provide Constructive Feedbacks: Highlight specific actions and behaviours that demonstrate their strengths, helping them see their potential.

Steps for Developmental Conversations

When holding a developmental conversation with an employee showing signs of helplessness, follow these steps:

1
Acknowledge Their Feelings: Start by validating their experiences without judgment.
2
Focus on Strengths: Use reflective questions to help them identify their abilities and resources.
3
Encourage Action: Guide them to explore small, actionable steps they can take to move forward.
4
Follow Up: Provide consistent support and check-ins to ensure momentum and progress.

Coaching Questions to Foster Strength

Here are some powerful coaching questions to help employees shift from helplessness to strength:

1
What would you try if you could change one thing about this situation?
2
What is one small step you can take to make progress?
3
What resources do you already have that could help?
4
If you had the support you needed, what would you do first?
5
What has worked for you in similar situations before?
6
What can you learn from this challenge?
7
What would it look like if this worked out better than expected?
8
What can you control in this situation?
9
What strengths can you use to address this issue?
10
What is one possibility you haven’t explored yet?
11
How can you break this into manageable steps?
12
What do you need to feel more confident about taking action?
13
What can you do to influence the outcome positively?
14
What would success look like to you in this situation?
15
How can you take ownership of the next step?

A Story of Transformation

James, a team member, consistently said, “There’s nothing more I can do,” when faced with challenging deadlines. His manager noticed this pattern and decided to adopt a coaching approach. During a conversation, the manager asked James, “What is one thing you can do to move this forward?” This question shifted James’s focus from what he couldn’t control to what he could influence. By breaking the task into smaller steps and highlighting James’s ability to prioritise effectively, the manager empowered him to take action. Over time, James developed a proactive mindset, moving from “I can’t do this,” to “Here’s how I’ll handle it,” demonstrating newfound confidence and belief in his abilities.

Conclusion

Helping employees move from a helpless mindset to one of strength is transformative for both individuals and teams. By fostering reflection, encouraging employees to recognise their abilities, and guiding them toward actionable steps, leaders create an environment where employees feel empowered and capable. Strength is not just about capability, it is about belief, ownership, and the courage to take the next step forward. This shift unlocks potential and builds a more resilient and proactive workplace.

About the Author

Simon is the ICF-Professional Certified Coach (PCC), Certified Trainer, Facilitator, Coach Trainer, and Food Service Specialist. He specialises in business selling, leadership development, and coaching culture building.