It all starts with self-confidence
It is not being right that breeds self-confidence, but not being afraid of being wrong that breeds self-confidence. ~Peter T. McIntyre
I like this quote from Peter T. McIntyre, a New Zealand painter and author, because it makes an interesting connection to another important quality for leaders discussed in another article : humility.
It is very difficult for us to admit our mistakes and the fear of failure often prevents us from moving or thinking outside the box, killing our innovative spirit. Self-confidence reflects an inner assurance and positive self-esteem that allows us to face challenges, make decisions and take action.
The illusion of infallibility
No one expects you to have all the answers and be an expert in every field. The best leaders are often recognized for their mastery of interpersonal skills combined with an above-average ability to adapt and learn.
These qualities allow them to make the right decisions in most cases. However, it is impossible to always be right. When you are wrong, there are only two possible avenues: try to defend your decision or simply admit that you are wrong.
An opportunity for growth
The reflex to defend yourself is completely normal and it is very difficult to stand in front of your employees or collaborators, with confidence, when you are responsible for a negative situation. However, your employees will respect the fact that you accept the consequences of your actions and this will reinforce the fact that the error is part of the process and allows the learning and growth of the team.
As mentioned many times now, the status quo ensures a constant and known outcome, but leaders want to progress which leads to occasional mistakes.
The source of the problem may be a member of your team and it would be easy to deflect blame to that person. However, as a leading manager, you are accountable for the actions of your colleagues.
In the mid to long term, it will be much more beneficial to the team’s performance to protect him rather than point the finger at him. The mistake happened and there is no benefit in identifying a culprit.
You remain responsible for explaining the error to the person and ensuring that they understand the impact of their action and now have the skills and tools to prevent the situation from happening again.
The Problem of Blame: Protecting the Team
Protecting him in front of the group should ensure his openness to feedback and a willingness to work with you in finding solutions. It will also be positive for his self-confidence.
Being singled out in front of a group is humiliating for everyone and undermines self-confidence and the person’s confidence in the leader. It also sends the message to always succeed at the assignments given by the boss or failures will be public. A fast track to losing cohesion and support from your team.
The role of the leader in the face of stress and challenges
Speaking of cohesion, the leader with good self-confidence will be able to maintain a strong posture and control of his emotions when facing stressful situations or when the team faces significant challenges.
This ability to stay on course will ensure calmness within the members of his team and therefore the cohesion of the structure.
It would be incorrect to believe that confident leaders are not impacted by the situation, because, like all of us, they are human. However, they do not have the luxury of succumbing to stress, as this would cause a chain reaction leading to general panic.
There is no room for uncertainty in these situations either. The leader must remain assertive and in control of the situation.
A confident leader inspires trust and motivation in his or her employees. A leader who shows confidence is perceived as competent, which reinforces his or her authority and influence. Employees are more likely to follow a leader who believes in his or her own abilities.
If we summarize it all in a short paragraph:
Who wants to follow a boss or leader who doesn’t make decisions, who hesitates when speaking in front of the group or when you ask them what you should do? A confident leader can guide his team with confidence, create a positive and productive work environment, and achieve ambitious goals.
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Need help improving your leadership skills or building a culture of compassionate leadership? Don’t hesitate to contact me. I’ll be happy to listen and provide you with the tools you need for the future.
Never forget: how does your mood impact your performance and overall attitude? Imagine if all your employees or co-workers were happy…
Carl-Michael Tessier
Coach in high-performance team development and tailor-made support
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