A self-limiting belief (SLB) is an internal narrative that holds individuals back from realising their true potential. These beliefs often stem from past experiences, fears, or societal pressures, creating barriers to growth and success. One of the most common SLBs is self-doubt. A mindset that can significantly affect an individual’s confidence and capability.
Self-doubt manifests as a lack of confidence in one’s abilities, decisions, or actions. It whispers, “I’m not good enough,” or “I’ll probably fail.” This mindset can hold individuals back from stepping into opportunities, embracing challenges, or expressing their full potential.
Self-doubt feeds the fear of failure and amplifies hesitation, discouraging growth. Left unchecked, it not only limits personal achievements but can also affect workplace dynamics and team performance.
Recognising Self-Doubt in Employees
Identifying self-doubt in employees requires observing their behaviour, communication, and overall demeanour. Here are some tell-tale signs:
When employees are caught in self-doubt, the ripple effects can extend far beyond their individual performance. It diminishes initiative, slows decision-making, and can even affect the energy of the entire team.
Building Self-Trust to Overcome Self-Doubt
The journey from self-doubt to self-trust begins with cultivating a mindset of confidence and belief in one’s abilities. As a leader, you play a pivotal role in facilitating this shift by providing the right environment and support.
Self-trust allows your employees to acknowledge their strengths and embrace challenges with a sense of assurance. It enables them to make decisions confidently without second-guessing, recognise past successes as evidence of their capabilities, and take ownership of their growth and contributions.
Imagine an employee who doubts their ability to lead a project. Through consistent coaching conversations, you can remind them of a previous successful project they managed. By connecting their past achievements to the current opportunity, you help them build confidence and move forward.
Supporting Employees Through a Coaching Approach
When dealing with employees grappling with self-doubt, you must shift from being directive to adopting a coach-like approach. This involves:
Coaching Questions to Shift Self-Doubt
Here are some coaching questions to help shift self-doubt to self-trust:
- 1What is one thing you’re great at?
- 2When have you done something similar and succeeded?
- 3What do others admire about your work?
- 4How would you approach this if fear wasn’t a factor?
- 5What small step could you take to build confidence?
- 6What feedback have you received that validates your strengths?
- 7What’s the worst that could happen?
- 8What makes you uniquely qualified for this task?
- 9Which past achievement are you most proud of?
- 10How would you advise someone else in your position?
- 11What does success look like to you in this situation?
- 12How could you leverage your strengths to overcome this challenge?
- 13What’s a recent win you can draw inspiration from?
- 14How can you reframe and see this challenge as an opportunity?
- 15What would give you the courage to take the next step?
A Story of Transformation
Consider Alex, a talented but hesitant marketing executive. When given a high-profile campaign, Alex hesitated, expressing doubts about their ability to manage it. Sensing the underlying self-doubt, Alex’s manager shifted into a coaching mode.
The manager began by recalling Alex’s previous successes and asked questions like, “What’s one strength you’ve consistently used to excel?” Slowly, Alex’s confidence grew. Through consistent check-ins, empowerment, and reflective questions, Alex not only delivered the campaign successfully but also volunteered for another project. The transformation wasn’t instant but was rooted in creating a safe space and helping Alex see their potential.
Conclusion
Shifting an employee from self-doubt to self-trust is a transformative journey that requires patience, empathy, and the right coaching techniques. By asking the right questions, creating psychological safety, and focusing on strengths, you can empower your team to overcome self-limiting beliefs and thrive in their roles. When your employees trust themselves, they unlock not only their potential but also the collective potential of your team.