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Success and Confidence

The third element of the C’s of Success Series is Confidence.

Confidence is a term that is used a great deal and yet seems to be misunderstood when it comes to execution at both the personal and organizational levels. Let’s take a look at this key term and see what it means to us.

What is Confidence?

At the personal level, confidence is knowing that you can perform at a certain level and get the results and outcomes you want. If you have clarity, then confidence sets in to the field of play for you to execute at a higher level of performance.

At the organizational level, confidence is knowing that the organization has the talent and resources to achieve the strategic goals and objectives of the organization. High confidence levels within the organization occur when the organization does two things – creates a trust based culture and invests in the development of the talent within the organization.

What is Individual Confidence?

Individual confidence is must common in people who have a can-do attitude regarding their abilities, competencies and overall talent level. They feel the only limit to achievement is the time frame to get it done! Usually, there are additional factors under the self-confidence factor such as high self-esteem (I like myself), knowing that you can do something, knowing you have the skills to do a particular job or task, and an overall feeling of optimism regarding outcomes.

The one factor that seems to confuse the answer of what is self confidence is the term ego. Ego is always present – some have too much and some have too little. Ego when excessive really has little to do with confidence, in fact, it has a lot to do with low self-esteem. Therefore, a person with excessive ego really has low confidence levels yet are attempting to fake others with this “I am the  Greatest and You’re Not” attitude. Seldom does the high ego person have the long term stability necessary for continuous growth and improvement.

There is also the factor of behavioral style that can influence confidence at the individual level. Certain style patterns contribute to higher levels of confidence while other style patterns lead to naturally lower levels of confidence. This influence is both self induced and is a perception by others who are judging confidence based upon what they see and hear from an individual. That being said, a person can develop their confidence levels particularly when they are aware of their natural style tendencies.

Organizational Confidence

Now this gets a little more difficult to recognize, yet it is primarily a direct relationship to the culture being created by the management team. Trust and Development are the two keys to higher levels of organizational confidence. And, you can see and hear the results from every level of the organization in the form of high energy people. They enjoy coming to work and being with their team members. More importantly, they have the ability to transfer this level of energy to serving their customers – internal and external customers with equal levels of respect and urgency.

First the Trust factor leads the way for the organization. One of the faster ways to recognize a low trust level in an organization is that common sense issues are attempting to be solved using rules, regulations and other forms of constraints. People are also afraid to take any risks and are playing not to lose rather than playing to win. Also, when no one is helping others to get important things done – because it is not their job – then trust is the issue or really the Lack of Trust is influencing the outcomes.

Leadership is responsible for the level of trust within an organization. The actions of the leadership is what inspires trust – words alone seldom count. How people are dealt with in the organization is a critical factor. Do the leaders and managers take the time to ask questions and really listen with an open mind. The alternative is to just tell people how to think and act with no discussion or explanation as to the reasoning or meaning of the task.

The other critical part is the overall attitude of leadership and management regarding the development of the individuals within the organization. There are leaders who know that it is their people that get the jobs, tasks and outcomes. The better prepared, trained and developed the team – the higher the level of performance. Other leaders look at development as an expense – to be cut and eliminated whenever possible. These people are taking a very short term view and the organization will experience the consequences at some point in the future.

As a leader or manager, focus upon the development of your team and watch their confidence level improve as they become more skilled and proficient in the execution of tasks, activities, projects and interactions with others. You control the future of the organization, make a commitment to develop the confidence of yourself and your team today. Contact us if you need advise on the many ways to development a team.

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Voss Graham

CEO / Sr Business Advisor at InnerActive Consulting Group Inc
Voss Graham is an Organizational Architect with 30+ years of experience designing sustainable business growth for organizations of all sizes. Creating the Strategic Focus with the Executive Leadership Teams, he uses Systems & Process to ensure the Drivers for Business Growth are Executed at the Highest Levels. Voss is available as a Speaker for your conferences or company meetings - contact him at 901-757-4434 or use the LinkedIn or Facebook direct messages.

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Voss Graham

Voss Graham is an Organizational Architect with 30+ years of experience designing sustainable business growth for organizations of all sizes. Creating the Strategic Focus with the Executive Leadership Teams, he uses Systems & Process to ensure the Drivers for Business Growth are Executed at the Highest Levels. Voss is available as a Speaker for your conferences or company meetings - contact him at 901-757-4434 or use the LinkedIn or Facebook direct messages.