Four Steps to Unleash the Power of Confidence

Great leaders find a way to build confident teams.  It’s one of the most overlooked facets of amazing leadership:

How do you get your team to believe in themselves?

Do you send them to watch “motivational” speakers?  Do you make them read the latest “inspirational” book?  Do you lie to them?  Fake it?

There is only one way. It must be earned.

I believe that teams, just like people, develop authentic confidence when they actually experience success and can attribute that success to the work they’ve done.  Some people don’t believe in themselves because they don’t feel they’ve done anything remarkable. Teams can be the same way.

As a leader, you must find a way to get your team believing they can achieve great things. Here are four steps towards the power of confidence:

1. Hire talented people
2. Expect great achievements
3. Celebrate success
4. Remind them of what they are capable of.

Then, push them further.

There is something special about those who have authentic confidence.  For them, anything they chase is within reach. It’s not magic, sorcery, or luck.

It’s the power of believing in yourself.

Have a great night,


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Published by Aaron Biebert

I'm a director, film/video exec producer, leader & 8pm Warrior. I am passionately chasing my goals at all times. I'm listening. Let's talk!

12 comments on “Four Steps to Unleash the Power of Confidence”

  1. Hi Aaron,

    I feel inspirational books have their place but ultimately, you need to earn your status. You need to believe in yourself, for people to believe in you and taking your actionable steps can help you grow a team of leaders.

    Thanks for sharing!


  2. Hey Aaron…another good blog….I love anything which inspires leadership! I would expand this just a little:

    • There’s a common mistake made by organizations and leaders alike which I believe suppresses individual growth/self-worth: Bonuses and pay raises have become an entitlement vs. basing these ancillary compensation benefits on tangible performance indicators which grow individual contributors as well as the company. In other words, we often reward people for working hard, but working hard doesn’t necessarily translate to success.
    • A Great Leader will “collaboratively” design a plan which ticks and ties each team contributor to tangible KPIs which build upon one another and role up to Primary Business Objectives. Each contributor designs a plan to achieve their unique KPIs. I think of it as a pyramid objective model. Each person now “owns” a part of an organization’s success, has a conscious awareness of their contributing role, and a strategy/plan to achieve their contributing objectives. As a result, teams function at a higher level (Pyramids can’t be built if any layer is unstable), individual’s feel/are (“authentic confidence” )empowered to play a critical role, and contribute to a greater cause.
    • A great leader will then focus time and energy on mentoring/guiding their direct reports on how to effectively develop a road map to meet/achieve the goals without diminishing the individual’s contribution…..the direct reports then share similar guidance with their reports, and so on.
    • It’s a win, win, win.

    1. Christine, thanks for expanding on this topic. I love seeing the 8pm Warrior community get involved so I can keep my posts short and learn from others. :-)

      1) I agree with the comp issue. Personally, I prefer sliding pay methodologies (pay what you’re worth) vs. on/off pay (salary and layoffs). More flexibility for small firms and fewer drastic cuts. I also think it adds to motivation.

      2) I like your focus on collaboratively setting up a plan with goals. One sided plans rarely work.

      Win, win, win! I love it.

      Thanks so much for adding to this post. I love it!

  3. Hi Aaron! First, I love the image with the lit ball in the hand with the silhouette of a warrior ever so subtly embedded in the ball…very cool!
    Second…confidence is so very important and it is something that I try to encourage, build up and support in my staff. Being a sincere “cheerleader” for others is one of my strong suits…that said, what I have found over the years is that there are some people who, no matter how much you acknowledge, build up or encourage, they will never themselves “feel” the confidence within. I can commend and praise until I am blue in the face and if the recipient of the encouragement doesn’t feel it within themselves, I can’t create it for them. Then, as the team leader, I am forced to make a decision. A tough decision because, quite often, these people are loyal and try hard…they just lack confidence in themselves and your customers can see that.
    Thanks for another great post Aaron. Enjoy your Sunday!

    1. Claudia, I’m glad you liked the image. I usually spend a bunch of time on graphic design and I’m so happy you noticed. :-)

      I think cheer-leaders like yourself truly understand the value of confidence. Your staff is quite lucky.

      I do agree also that some folks don’t have a great capacity to be confident in themselves. I’m still trying to figure it out, but believe some of it may be cultural. My friend @AlbertQian seems to lack confidence in some things he ought to be VERY confident in.

      All very tough situations. Luckily you’re a very sharp woman.

      Thanks so much for adding the great case study, thoughts, and usual charm. I love it!

  4. I really had a great leader/boss when I worked at ABC. He was clear, honest, and was willing to share his fears also. I had to appear in front of the press twice a year. One time I expressed to him my nervousness. He eased my mind completely by telling me – true or not – how nervous he was each time he did it. I had watched him and he seemed so completely at ease that that revelation totally relaxed me! THAT is a good leader. Now, the fact that he fired me later when we couldn’t reach a new contract is another thing…true! THAT also worked out very much for the best, though it sure didn’t feel so at the time!

  5. Awesome! Thanks Aaron. I think from birth we seek affirmation from those above us: parents, teachers, religious leaders, coaches, and finally bosses. We want to be told we’re on the right track and we can accomplish much of we keep trying. Leaders do not neglect this need we have to be encouraged. Thanks for the remarks.

    1. Hey Doug! I totally agree about the need for affirmation. I think it means even more if we believe it is warranted. Good leaders find a way to make it warranted.

      Thanks for the comment!

  6. i think its only me who can prove me the best, and its only me who cam make me the worse. who is only liable for what i’ve done and what i’m going to do is ONLY ME.

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