Confidence in the workplace is a critical component of career success, and mastering it is no easy task. According to a recent report from Forbes, confidence is essential for career advancement, promotions, and salary increases.
However, balancing overconfidence and underconfidence can be a challenge. Confidence in the workplace is described by experts as a tightrope walk, where even the slightest slip can make a person appear either aggressive or indecisive.
Trust as a Journey
Experts agree that confidence is not a fixed trait, but rather a dynamic skill that can be developed over time. Business psychologist and executive coach Martina Doherty explains that confidence is more of an “emotional or mental state rather than a trait or quality.”
Doherty likens confidence to a muscle that requires constant use to get stronger. “If you don’t commit to building your confidence through practice, you may lose it again,” she warns.
Emma Donovan, co-founder of Dabur Consulting, agrees, seeing trust as a journey rather than a destination.
She stresses the importance of being concerned about one’s personal brand, advising that one should take advantage of every interaction and achievement to gradually build confidence. Donovan believes that confidence is not something you simply have or lack, but can be acquired through continuous effort.
Systemic factors affecting trust
Trust in the workplace is also influenced by external systems and environments. Sabina Liu, from the equities trading team at LSEG, highlights the impact of cultural norms and communication styles on an individual’s trust. Having managed clients from different cultures, Liu stresses the importance of assessing the challenges and recognizing one’s own strengths in the face of these different systems. Liu believes that overcoming these challenges helps individuals take responsibility for their actions and build their trust over time.
Emma O’Cancery, head of diversity and inclusion at BNP Paribas UK, adds that being a minority in the workplace can present unique challenges in maintaining trust.
Ocansey emphasizes the importance of alliance and creating psychologically safe environments where everyone feels encouraged to share their ideas and opinions. Ocansey calls on leaders to foster environments that support diversity of thought, which fosters trust among team members.
Alliances and Leadership
Alliances play a key role in building trust in the workplace. Fintech expert Genevieve Dozier shares her personal experience of building trust by advocating for others in the workplace.
“It was first to stand up for myself and what was right, and then to stand up for others,” Dozier explains. Dozier believes that fostering high standards of psychological safety makes people more comfortable expressing themselves and contributing in the workplace.
Managers also have a responsibility to support their employees’ confidence, says Callum Akehurst-Ryan, Quality Engineer at ArtLogic. Managers should avoid the “I did it myself, why can’t you?” mentality.
Instead, they should acknowledge the challenges minorities face and actively work to support them. By doing so, managers can help create an inclusive culture and trust across their teams.
Building a culture of trust
Ultimately, companies have a responsibility to create environments that nurture and empower their employees. Trust is vital to professional success, and it is the responsibility of both individuals and organizations to work to develop it.
As Forbes notes, trust can be developed through consistent practice, strong mentoring, and supportive work cultures that celebrate diversity and encourage open communication.
By understanding the importance of trust and actively working to build it, both employees and employers can create a more productive, inclusive, and successful work environment.
