{"id":21310,"date":"2019-07-30T12:00:59","date_gmt":"2019-07-30T12:00:59","guid":{"rendered":"https:\/\/www.heartinternet.uk\/blog\/?p=21310"},"modified":"2019-07-30T12:00:59","modified_gmt":"2019-07-30T12:00:59","slug":"designing-a-culture-of-confidence","status":"publish","type":"post","link":"https:\/\/www.heartinternet.uk\/blog\/designing-a-culture-of-confidence\/","title":{"rendered":"Designing a culture of confidence"},"content":{"rendered":"<p>Are you speaking up as much as you\u2019d like to at work? <a href=\"https:\/\/www.vitalsmarts.com\/press\/2018\/07\/long-silences-at-work\/\">One 2018 study<\/a> revealed that only one percent of employees felt \u201cextremely confident\u201d to share their concerns, and approximately 33 percent believe their organisational culture doesn\u2019t support speaking up.<\/p>\n<p>As leaders, our responsibility is to create cultures where everyone feels safe to speak up \u2014 regardless of rank or tenure \u2014 because only then can teams effectively and creatively solve problems. The belief that the team is safe for interpersonal risk-taking is known as \u201cpsychological safety,\u201d the number one ingredient for creating a culture of confidence. In fact, when Google tried to figure out what differentiates a <em>great<\/em> Google team from just a good Google team, psychological safety was the <a href=\"https:\/\/www.nytimes.com\/2016\/02\/28\/magazine\/what-google-learned-from-its-quest-to-build-the-perfect-team.html\">number one contributor<\/a> \u2014 more so than tenure, experience, or education.<\/p>\n<h2>There\u2019s no special amount of experience that will suddenly make you worthy of sharing your ideas with the world<\/h2>\n<p>When we at NOBL talk to people about sharing their ideas and stories with their team and the wider world, we hear the same things, regardless of experience or sector:<\/p>\n<ul>\n<li>\u201cI feel like I don\u2019t know enough. I\u2019m not interesting enough\u201d<\/li>\n<li>\u201cI don\u2019t see myself as expert enough to give advice, mentor, or write\u201d<\/li>\n<li>\u201cI see so many incredible people out there, and I worry I will never be as good as them.\u201d<\/li>\n<li>\u201cWho am I to be talking about this?\u201d<\/li>\n<\/ul>\n<p>Your organisation, and the world at large, desperately need more voices, and different voices, if we want to make change \u2014 and that voice could absolutely be yours. In fact, your inexperience may even be a benefit. As product and strategy consultant <a href=\"http:\/\/www.sarawb.com\">Sara Wachter-Boettcher<\/a> notes, it\u2019s often harder to learn from people with tons of expertise, not easier.<\/p>\n<h2>Simple steps towards acting more confident<\/h2>\n<p>The confidence to speak up isn\u2019t something you\u2019re born with \u2014 it takes practice. Start small and go from there. Each little contribution adds gradually to your bank of confidence. The easiest way to begin is often by imitation. Watch online videos of confident public figures, or observe others in your team who are confident in a way that you connect with. Take notes and practice in the mirror at home.<\/p>\n<p>During meetings, if putting your own idea or view across is too nerve-racking, begin by asking questions. This shows that you&#8217;re paying attention and you care. If your mind often goes blank in meetings, prepare some questions beforehand and write them down.<\/p>\n<p>Finally, start and end your contribution with conviction. Avoid an apologetic \u201cI&#8217;m sorry, but\u2026\u201d or \u201cThis is probably a silly question\u2026\u201d This weakens your message. Start proudly and strongly with, \u201cI&#8217;d like to say\u2026\u201d or &#8220;It makes me think of\u2026\u201d Once you&#8217;ve said what you want to say, simply finish speaking. People will appreciate your message being succinct and clear.<\/p>\n<h2>Encouraging confidence in others<\/h2>\n<p>Learning to put yourself out there can be daunting while helping and praising others can feel much easier \u2014 so start building up your confidence by looking after your teammates. If someone is interrupted, say something to steer attention back to them. It can be something as simple as, \u201cKim, what were you going to say?\u201d<\/p>\n<p>When you become confident about speaking up for others, you&#8217;ll feel less nervous about speaking up for yourself. We\u2019ve found the following suggestions are helpful for designing a culture where including yourself \u2014 and others \u2014 is the norm.<\/p>\n<h2>Build psychological safety through meetings<\/h2>\n<p>We not only recommend that our clients start every meeting with a check-in, we practice it ourselves. The next time you\u2019re in a meeting, go around the room and ask everyone to respond in one or two sentences to the simple question, \u201cwhat are you bringing with you today?\u201d<\/p>\n<p>This simple activity creates space to reflect and invites everyone to take a few minutes to fully arrive in the room while providing a structure for all to contribute. (It also helps contain the chit-chat that happens at the head of meetings!)<\/p>\n<p>In particular, it allows for:<\/p>\n<ul>\n<li><strong>Cognitive offloading.<\/strong> Everyone\u2019s schedules are packed, and it\u2019s easy to be distracted by your running to-do list. Paradoxically, letting people know what\u2019s on your mind can help you put it aside and focus on the work at hand.<\/li>\n<li><strong>Participation priming.<\/strong> If you want everyone to feel comfortable speaking up, get them talking early. By having everyone contribute, even with a short sentence or two, you encourage this behaviour.<\/li>\n<li><strong>Humanising.<\/strong> Lastly, sharing information about your state of mind or your personal life helps people empathise better \u2014 if they receive a short answer, for instance, they might remember that their colleague is exhausted because their child was up late, not because they\u2019re being intentionally curt. Over time, this relationship-building creates psychological safety on your team.<\/li>\n<\/ul>\n<p>Once you\u2019re feeling more comfortable with the ritual, you can discover other questions with <a href=\"http:\/\/hej.today\/\">this check-in generator<\/a>.<\/p>\n<h2>Role model fallibility and curiosity<\/h2>\n<p>Fear of making a mistake is one of the biggest barriers to people participating. One of the best ways to reduce fear, then, is to demonstrate vulnerability and share failings. At Pixar Animation Studios, for instance, new hires are often hesitant to question the status quo, given the company\u2019s track record of hit movies and the brilliant work of those who have been there for years. To combat that tendency, Ed Catmull, the co-founder and president, makes a point of talking about times when Pixar has made bad choices. Like all other organisations, he says, Pixar is not perfect, and it needs fresh eyes to spot opportunities for improvement.<\/p>\n<p>Another easy way to encourage people to speak their mind is to speak last. When leaders withhold their own opinion until the end of a group discussion about how to approach a problem, team members are likely to suggest a wider array of alternative solutions than if the leader had chimed in first.<\/p>\n<h2>From fear to freedom<\/h2>\n<p><em>\u201cCompanies need to do two basic things: listen more and speak up faster.\u201d \u2014 <\/em><a href=\"https:\/\/www.vitalsmarts.com\/press\/2018\/07\/long-silences-at-work\/\"><em>David Maxfield<\/em><\/a><em>\u00a0<\/em><\/p>\n<p>People will surprise you in ordinary yet extraordinary ways \u2014 often all they need is the encouragement to speak up. By taking small actions and modelling the appropriate behaviour, you can build a culture of confidence, so that everyone on your team feels they have the opportunity to contribute.<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Lack of confidence can prevent people from sharing their ideas and knowledge. Discover how you can create a culture of confidence and reap the rewards.<\/p>\n","protected":false},"author":2,"featured_media":21311,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[28],"tags":[],"class_list":{"0":"post-21310","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-your-business"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.2 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Designing a culture of confidence - Heart Internet<\/title>\n<meta name=\"description\" content=\"Confident people are more likely to share their insights and ideas. 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Learn how you can create a culture of confidence at your workplace\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.heartinternet.uk\/blog\/designing-a-culture-of-confidence\/\" \/>\n<meta property=\"og:site_name\" content=\"Heart Internet\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/heartinternet\/\" \/>\n<meta property=\"article:published_time\" content=\"2019-07-30T12:00:59+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.heartinternet.uk\/blog\/wp-content\/uploads\/2019\/07\/people-using-whiteboard.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1100\" \/>\n\t<meta property=\"og:image:height\" content=\"733\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Eliot Chambers-Ostler\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@heartinternet\" \/>\n<meta name=\"twitter:site\" content=\"@heartinternet\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Eliot Chambers-Ostler\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.heartinternet.uk\/blog\/designing-a-culture-of-confidence\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.heartinternet.uk\/blog\/designing-a-culture-of-confidence\/\"},\"author\":{\"name\":\"Eliot Chambers-Ostler\",\"@id\":\"https:\/\/heartblog.victory.digital\/#\/schema\/person\/58ed7f27cc0f3ab6e69135742a5eee28\"},\"headline\":\"Designing a culture of confidence\",\"datePublished\":\"2019-07-30T12:00:59+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.heartinternet.uk\/blog\/designing-a-culture-of-confidence\/\"},\"wordCount\":1057,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/heartblog.victory.digital\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.heartinternet.uk\/blog\/designing-a-culture-of-confidence\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.heartinternet.uk\/blog\/wp-content\/uploads\/2019\/07\/people-using-whiteboard.jpg\",\"articleSection\":[\"Your Business\"],\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/www.heartinternet.uk\/blog\/designing-a-culture-of-confidence\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.heartinternet.uk\/blog\/designing-a-culture-of-confidence\/\",\"url\":\"https:\/\/www.heartinternet.uk\/blog\/designing-a-culture-of-confidence\/\",\"name\":\"Designing a culture of confidence - Heart Internet\",\"isPartOf\":{\"@id\":\"https:\/\/heartblog.victory.digital\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.heartinternet.uk\/blog\/designing-a-culture-of-confidence\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.heartinternet.uk\/blog\/designing-a-culture-of-confidence\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.heartinternet.uk\/blog\/wp-content\/uploads\/2019\/07\/people-using-whiteboard.jpg\",\"datePublished\":\"2019-07-30T12:00:59+00:00\",\"description\":\"Confident people are more likely to share their insights and ideas. 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