“Trust is a core currency of any relationship. Sometimes our need to control and micromanage everything erodes our confidence in ourselves and others. The truth: People are much more capable than we think. A hearty dose of trust is often what’s needed to unlock the magic. Go ahead, have faith.”
Client Gerald asks: Some of the employees I supervise really seem to self-sabotage at work a lot. It’s clearly coming from a lack of belief in themselves. How can I instill confidence in my employees to get the best results from my team?
Coach Joel answers: Glad you reached out for support, Gerald. Employees who feel confident about their abilities will drive an organization’s success. Meanwhile, those who don’t believe in themselves will settle for the safety of mediocrity. By instilling confidence, you’ll prime your employees to take worthwhile risks, thereby growing into even better performers.
- Focus on strengths
Focusing on strengths doesn’t just make employees feel good—it’s far more effective than targeting weaknesses, according to Gallup’s research. That doesn’t mean you shouldn’t give feedback about areas for improvement, but don’t fixate on them too much. When employees use their areas of strength, they’re six times more likely to be engaged at work as those who don’t, Gallup emphasizes.
- Be specific with your praise
When you give praise, make it abundantly clear what behavior you’re praising. Highlight key strengths that led to a project’s success, or observations about things that employees consistently do well. Better yet, give this praise in front of others so employees feel their visibility growing.
- Reduce stress in the workplace
As Chris Adalikwu says in How to Build Self Confidence, Happiness, and Health, stress can make people feel less capable, even if they’re fully equipped to handle the situation at hand. Lowering workplace stress will thus bolster employees’ confidence. Being more flexible about deadlines if need be, encouraging employees to leave work at work, and ensuring they have all the tools they need to get the job done are just a few ways to reduce workplace stress.
- Have a plan for building skills
Develop a plan for how to help employees reach the goals you’ve set together during your performance reviews. Otherwise, they may feel daunted about how to get there. Focus on incremental growth, helping them build skills gradually over a series of projects rather than all at once. Small successes will give them the courage to persevere.
- Coach them from the sidelines
If an employee feels daunted about taking on a challenging project, don’t just throw her into it and hope for the best. Instead, coach her from the sidelines. Check in often (but without micromanaging how she does things). Ask if she has questions or needs advice, so she knows it’s okay to feel confused or want feedback.
- Ask them for help
The four most powerful words you can use as a leader are “I need your help.” Say them often, whether you need help with a task, developing a new strategy, or helping the company through a transition.
- Model confident behavior
Some leaders strive to appear invulnerable, but that sets a poor example for everyone. Show your people that strong leaders have questions, need support from others, and solicit others’ advice. Ask for their opinions, and for their feedback on how you can be a better boss. In doing so, you’ll instill self-confidence in your employees and improve communication in the workplace.
As you implement these tips for building people’s confidence, you’ll see your team blossom.
Contact executive coach Joel for more support in growing as a leader so you’ll get the most from your people.
“I didn’t fail 1,000 times. The light bulb was an invention with 1,000 steps.”
Trevor wanted his people to be pillars of innovation and creativity. When he came to me for coaching around innovation, he mentioned how fearful his team was in taking risks and possibly touching failure. I asked him, “What are you doing to celebrate failures?” Like many leaders, he had no answer. We then looked at some fun ways that corporate leaders have learned to take their failures and celebrate them. In doing so, they help their most creative people to develop exciting new ideas.
Celebrating your failures is just as important as celebrating your success. Here’s some ideas for you.
- Hold an Idea Funeral
Holding an idea funeral is a fun way to learn from the failure as a group, as Annabel Acton says in an Inc. article. Take turns eulogizing the idea or project you’re “burying,” sharing lessons learned. Focus on its merits as well as the reasons it ultimately failed. This creates a culture of trying out new ideas and learning from the results. “Startup funerals” have taken off as well, as budding entrepreneurs are increasingly embracing failure as a stepping-stone to success.
- Create a Fail Wall
The finance website NerdWallet creates a “Fail Wall” where mistakes are posted, emphasizing that everyone fails and honoring outside-the-box thinking. Why not set up a “Fail Wall” in your own workplace? Give it a brightly colored banner and encourage people to write down their failures on post-it notes and stick them on the wall.
- Give a Heroic Failure award
Advertising company Grey gives a “Heroic Failure” award to employees who take ambitious risks and go down in flames. Giving this award changes the culture of feeling shame or humiliation if a risk doesn’t pan out. Rather than letting failure become part of people’s identity, they become branded as risk-takers.
- Hold a “F— Up Night”
In a popular social meetup event called “F— Up Nights,” a handful of entrepreneurs tell their stories about failure, followed by a Q&A session. These events been held in over 250 cities across 80 countries. Hold a similar event with your own people, encouraging everyone to take a turn at the mic. If it’s a hit, hold a series of them so everyone gets time to share and ask questions. Find a fun way to host the event outside of the office, like reserving a large room at a restaurant or finding a community space that hosts performances.
- Record What You’ve Tried
Keep a track record of failures, with detailed information about what people tried. Just as a failed cancer drug proved incredibly useful for managing the AIDS virus, a past failure can become a wild success in a different context. Take notes on why the idea failed—it might succeed under the right conditions, or if certain aspects of it are revamped.
It’s most fitting to celebrate failures related to innovation, rather than execution, Harvard Business Review points out. You want to celebrate the failures that show you took a leap. If someone failed to follow through on a task, you obviously won’t want to throw a party. If she gave her all in a new project and it just didn’t achieve the desired results, that’s different. Celebrating those kinds of failures will help your people learn to fail gracefully, growing from the experience.
Most importantly, stop thinking—and talking—in terms of “win/lose.” When you eliminate the shame around failure, and show it’s okay to be vulnerable, people can talk about it. That means they can learn from it, finding the germ of a great idea within it.
Want more advice on boosting creativity and innovation in your company? Hire leadership coach Joel Garfinkle so he can help you develop and implement ideas that get results.
“The speed of the boss is the speed of the team.”
Tom had been working as a manager for almost a year. He was good at evaluating people’s performance, pointing out areas for improvement, and saying “thank you” often. To him, those were the things that a good boss did.
However, when Tom sat down with his mentor to talk about his progress, his mentor told him that those things are just the tip of the iceberg. “One of the hallmark qualities of a great boss is that he’s always striving to improve,” said his mentor. “Here are 5 tips on how to become a better boss. You’ll be the kind of boss who inspires tremendous loyalty, innovation, and respect from his people.”
- Inspires a Shared Vision
Hone your understanding of your organization’s vision. Talking in-depth about vision with company leaders will give you a better grasp of it. Even if you’re not a high-level leader, understanding how your department fits into the big picture will help you and your people excel. Then instill the vision in your people. At the beginning of a meeting, talk about how the project you’re presenting furthers the organization’s vision and mission. People will have a stronger grasp of their importance, and in turn, greater motivation, when they share the vision and goals.
- Be a Great PR Agent
To be a better boss, show how much you care about your people’s success. Sing your people’s praises in front of colleagues and superiors. This shows you’re committed to their advancement. Let them hear you giving praise, but don’t hold back if they’re out of earshot, either. If you speak highly of them in a private meeting with your own boss, mention it to them later. Your loyalty to them will increase their loyalty to you.
- Have Difficult Conversations
Embrace difficult conversations, seeing them as an opportunity for growth. A great boss is a pro at conflict resolution, and puts his mediation skills to the test if coworkers have a problem to resolve. When he’s talking to people about improving their performance, he keeps a positive focus. His coaching skills guide them toward a better understanding of how they can strengthen their work.Next time you see a difficult conversation on the horizon, ask yourself how you can make it a positive experience. Seize upon the opportunities for growth, and reflect on how you can act as a supportive coach rather than just calling out mistakes. If you want to learn more, read Practical Tactics for Crucial Communication.
- Help People Envision Their Future
Help your employees craft their career plans, envisioning the future of their dreams. An outstanding boss asks plenty of questions that help people figure out where they want to go in their careers. She shows she’s invested in her employee’s happiness. Her people look at her as a wise mentor rather than someone who’s there to criticize them.
- Focus on Work/Life Balance
Don’t assume that people will come to you to talk about problems with work/life balance. They may feel ashamed that they’re feeling burned out and stressed, or worried about your response. Check in with employees about their work/life balance regularly. If they’re having an issue, brainstorm solutions with them, being as accommodating as you can reasonably be.
Tom agreed to work on growing in these ways over the next several months. As time went on, people stopped seeing him as just a supervisor and started seeing him as a valued mentor and coach. Their trust and loyalty skyrocketed, and they felt encouraged to think creatively and take risks. Knowing they had a great boss behind them, they felt there was nothing they couldn’t accomplish together. With these tips on how to become a better boss, you’ll get there soon too, even if you’re not well on your way already!
Whether you’re an experienced boss or an aspiring one, reach out to Joel for Leadership Coaching Program.
“Great vision without great people is irrelevant.”
Arthur, a manager at a mid-size firm, read a troubling statistic: According to Harvard Business Review, one in five high-performing employees plans to leave their job in the next six months. He wanted to groom his high-performing employees for success, growing their leadership skills. But how do I know I’m not just priming them for a job with some other company? he wondered.
High-performers are 400% more productive than average employees, says the Council for Advancement and Support of Education (CASE). Arthur knew he couldn’t afford to lose his best people.
Then he read another stat: High-performing employees are only a little more satisfied with their jobs than other employees. He had an epiphany: His high-performers should get more from their job and workplace than they’re currently getting. If he gave them more, he’d increase their loyalty. Working with an executive coach, Arthur devised the following strategy.
- Implement a Thorough Onboarding Process
Thorough onboarding greatly improves retention, according to the Society for Human Resource Management (SHRM). When employees understand how to contribute, they feel more satisfied—and stay longer. Onboarding ideally lasts around a year—it’s more a talent development process than an orientation, says SHRM.This process should thoroughly help employees to understand the workplace culture, how they’re evaluated, the tools at their disposal, and how their roles relate to the company’s vision, SHRM adds. Taking these steps will help mitigate the main reasons why employees leave their jobs early on.
- Provide Plenty of Guidance
According to a 2015 Gallup study, half of all employees who resign leave because they don’t like their bosses. Managers who give little guidance in setting goals and priorities, and who aren’t consistently available to answer questions, are the primary reason behind their choice to leave.The younger generations of employees particularly expect a great deal of feedback and support from their supervisors. Giving them what they want will keep them from seeking it elsewhere. Hold regular one-on-one meetings with all employees to discuss their progress, challenges, and expectations.
- Create a Succession Plan (and Communicate It)
If your high-performing employees don’t know your succession plan (or if you need to create one), they’re probably thinking about other career moves they can make. Involving them in the succession plan will give them more incentive to stay.Start preparing employees for more advanced roles early and pairing them with mentors who can support their development. Provide leadership training or executive coaching to help them get ready to handle the increased responsibility. Help them improve their perception, visibility, and influence so they can go further.
- Support Flexible Career Paths
The standard career ladder of generations past doesn’t always apply anymore. More often than not, once employees are exposed to a variety of job roles, they begin redefining their career objectives. In your one-on-one sessions, make it clear that you support such changes, as you want everyone to follow their passion. Help employees find appropriate mentors within the organization who can help them prepare for a new role, if they choose a different path.
- Don’t Put a Cap on Incentives
According to Harvard Business Review, 73% of high-performing firms choose not to place a cap on bonus pay. When rewards are not capped, it signifies that the possibilities you can achieve together are unlimited.
- Minimize Stress
Employees who regularly feel stressed are more likely to leave their workplaces, says the APA’s 2017 Work and Well-Being Survey. Ask your employees what creates stress for them, like organizational changes, interpersonal conflict, or work/life balance issues. Then create a plan together for addressing it. Reducing work stress will also give you more star performers, as it boosts productivity.
High-performing employees might not always stick around forever, but more of them will stay for much longer when you implement these strategies. Arthur found that when he showed employees his commitment to their success and satisfaction, they displayed a great deal of loyalty to the company as well.
Retain your high performing employees by offering them an executive coach to show a continued commitment to their development.
“It is easier to motivate people to do something difficult than something easy.” ~Sheri L. Dew~
Lydia Asks: I don’t know how to make some of my people feel more invested in their work. I would have thought success alone would be the best motivation, but apparently not. How can I get people to care more about their work?
Joel Answers: Increasing employee engagement is vital to retaining your people and succeeding as a company. Yet many companies’ “employee engagement plan” consists of giving out a survey and then telling managers to make things better, says Gallup. That’s probably why 70% of U.S. workers are not engaged in their work—or are actively disengaged—according to the organization’s data.
Here’s how to build engagement, inspiring your people to achieve more than they thought possible.
- Be Transparent
When employees feel the company is hiding something from them, they feel less invested in their jobs and may start to look elsewhere. If the company is going through a rough time, be transparent. Share your plan and what all employees can do to help. You might be surprised at how much this will build morale, not only helping you weather the storm but emerge from it in better shape than ever.
- Get into the Trenches
If you’re hiding behind your desk all day, you’re missing opportunities to contribute more as a manager. Build your working relationships by wandering through the office, asking people how they’re doing and listening to their ideas. Ask them if they need help, showing you have no qualms about rolling up your sleeves and pitching in with whatever’s needed. It’ll earn you tremendous respect and create a true sense of working as a team, increasing employees’ engagement in their jobs.
- Allow Your Stars to Shine
Give your team a problem to tackle, so they can generate their own creative solutions. If you need to bring an idea to upper management, create the idea as a team. Give credit where it’s due when you present it, of course—execs will be impressed that you’re fostering ingenuity among your people, and your team will feel valued. Your employees will also relish the chance to contribute in meaningful ways to the organization’s success, and your top talent will soar when their creative abilities are unleashed.
- Share Gratitude Often
The power of gratitude in the workplace. Say thank you often, and be specific about what you appreciate in people. If someone just completed a project, point out the qualities and talents she used in seeing it through—and do this in front of her peers. Give frequent feedback about what people are doing well, along with guidance in areas where they’re growing.
- Give People the Chance to Self-Critique
When an employee could have performed better, give him the opportunity to self-critique by explaining what he thinks he should have done differently. Then help him figure out how to get there. Failure itself usually gives people new insights; your job is to help them integrate these insights into their future performance. Addressing failures or shortcomings in this way feels empowering to employees, as you’re trusting them to help figure out a new plan.
- Create Social Opportunities
Give people the chance to share about their lives and aspirations in a less formal way by creating social opportunities. Having a pizza party for lunch after a team accomplishment will encourage everyone to gather in one place and chat. Taking a few employees out for lunch each week will also give you a chance to connect—and by handpicking people who don’t know each other well encourages new relationships. Asking your team to select a volunteer opportunity to take part in together is another idea. By fostering relationships, you’ll increasing their sense of comradery, which will make motivation and engagement skyrocket.
- Get Silly
If you just send a humdrum email about an employee’s accomplishments, coworkers might barely glance at it. Instead, celebrate these moments in unexpected ways. The Society for Human Resource Management describes how in one company, a group of people parade around with kazoos, horns, and cow bells proclaiming the news. Getting a little wacky turns it into a fun moment for everyone, and makes them take notice.
As you can see, these factors aren’t related to compensation. Higher pay and benefits don’t drive engagement—relationships and communication do. By boosting employees’ engagement, you’ll be increasing their loyalty to the organization and raising the bar for what you can achieve together.