The Paradox of Confidence: How Less Can Lead to More Leadership Success
In the landscape of business psychology, the traditional belief held that high self-confidence was a key driver of promotions and leadership triumph. However, recent insights challenge this notion. Dr. Tomas Chamorro-Premuzic, in his Harvard Business Review blog post “Less-Confident People Are More Successful,” highlights studies suggesting that a moderate level of self-confidence often leads to greater success in leadership.
It is important to distinguish between moderately low self-confidence and severely low self-esteem. While excessive fear and anxiety can hinder decision-making and harm relationships, a healthy dose of self-doubt can be advantageous. Here’s how a balanced level of self-confidence can benefit leaders:
- Receptive to Feedback: With lower self-confidence, leaders tend to pay more attention to feedback, including criticism. This openness fosters a culture of continuous learning and improvement. Many leaders selectively hear only positive feedback, which limits their growth. To truly excel, one must welcome both praise and constructive criticism.
- Driven to Excel: A moderate level of self-confidence fuels a desire to bridge the gap between current capabilities and aspirational goals. This drive pushes leaders to prepare thoroughly and strive diligently to overcome challenges, leading to greater accomplishments.
- Humility and Honesty: Leaders with lower self-confidence are less likely to appear arrogant. They are more inclined to admit mistakes and credit team achievements, promoting a culture of honesty and humility, which enhances team morale and collaboration.
Less Confidence, More Leadership Success
In my leadership coaching practice, especially in settings such as hospital executive coaching, leaders often exhibit high self-confidence. Learning that this can impede their executive presence is surprising to many. The fear of appearing vulnerable in a competitive environment is prevalent. Yet, when they temper their confidence, there emerges an openness to inquiry, learning, and deeper connections with peers and subordinates.
Cultivating a questioning mindset encourages leaders to scrutinize their behaviors and motives. This humility not only strengthens individual leadership but also models positive behaviors for the organization. Building a culture devoid of blame and judgment opens opportunities for enhanced cooperation and productivity.
To foster leadership growth, consider these strategies:
- Literature: Dive into “Leadership and Self-Deception” by the Arbinger Institute to explore self-awareness and transformative leadership practices.
- Coaching: Engage with an executive coach. Such partnerships can illuminate areas of self-deception and unlock personal growth potential.
- Self-Reflection: Consistently question, “What role do I play in this issue?” to gain insights into personal contributions to challenges.
- Ego Check: Proactively set aside ego-driven impulses to achieve optimal results, prioritizing collective success over personal acclaim.
Through these approaches, leaders can harness the power of moderated confidence, transforming it into a catalyst for profound professional success and authentic organizational leadership.
Creator of the KASHBOX: Knowledge, Attitude, Skills, Habits
Helping You Realize Your Potential
I help people discover their potential, expand and develop the skills and attitudes necessary to achieve a higher degree of personal and professional success and create a plan that enables them to balance the profit motives of their business with the personal motives of their lives.
