People are better when they're confident
A senior leader of an organisation once told me their staff there didn't suffer from any confidence issues, so my services as a confidence coach weren't relevant.
I'd been inside that organisation, and time and time again I'd observed people:
A couple of very talented people even told me they were struggling.
I share this with you because the truth is...
People at all levels struggle with confidence-related issues that impact their work, their effectiveness and their wellbeing.
And it's totally solvable.
Picture Two Different Employees
Confidence enables great work.
Confidence enables great work, and my focus is helping people feel confident—in themselves, in their roles and especially when the pressure’s on.
The confidence I help people develop works in a couple of ways:
This builds a concrete foundation that can be trusted and leaned into. It sets up their values, strengths, talents and capabilities as a bedrock for trusting themselves.
This unlocks and shifts the patterns of thinking that get in the way of confidence. All that fear, doubt, second-guessing, people-pleasing, perfectionism, etc, is unblocked.
It's way more than teaching someone to give confident presentations or how to chair a meeting with aplomb. That’s outer confidence, and it’s ten-a-penny.
Instead, I offer a range of proven tactics and strategies that I’ve learned since I specialised as a confidence coach back in 2007. Everything is designed to build and nurture a natural confidence that allows people to be who they are and to bring their best to what they do.
This stuff gets my heart thumping, because it makes all the difference.
I hate to generalise because this isn’t really a one size fits all kind of thing.
But in an effort to be helpful (I do try), I want to offer a sense of a couple of frameworks for how this works.
This is about embedding elements of my confidence coaching method within your L&D team so you can roll with it. Typically this needs at least one member of the L&D team to be coached by me in order to understand how it works from the coachee point of view, plus training to embed appropriate parts of my coaching method internally.
One to one coaching
When it comes to self-confidence, everyone’s in a different spot. Using everything I know about building and nurturing confidence, I work one on one with team members to coach them based on where they’re at and what they need. Typically this runs for a minimum of 3 months (2 sessions per month), and bundles of sessions and coaching “days” offer economy of scale.
Of course, sometimes a combination of these is appropriate, so I’ll always aim to understand your needs and the needs of the team before I let loose with any more generalisations.
Sometimes, for example, this is about helping your team interact with customers and clients more confidently. Sometimes it’s about fuelling an innovation culture within your organisation (the number one killer of which is the fear of being laughed out of the room). And sometimes it’s about helping new starters or the newly promoted feel confident in their role.
Get in touch
I honestly believe that confidence is the number one quality that unlocks great work.
So if it’s useful for us to connect and talk about the challenges in your business or team, or how confidence might help your team or your employees, I’d love to hear from you. Those are the conversations I relish.
Fill in the form below or send me a mail on steve at confidence dot coach.