1. Escucha y empatía: Genera confianza al escuchar sin juzgar y reducir su estrés. 2. Desglose de objetivos: Divide metas grandes en logros pequeños, reforzando la motivación. 3. Autoeficacia: Recuérdale éxitos previos para fortalecer su autoconfianza. 4. Acompañamiento: Bríndale apoyo estratégico para reducir la percepción de riesgo. 5. Autorregulación emocional: Sugiere técnicas de respiración o EFT para gestionar el estrés. 6. Plan de acción claro: Diseña juntos un plan con recursos, visualizando el éxito. 7. Mentalidad de crecimiento: Enfatiza que las habilidades se desarrollan y los retos enseñan (neuroplasticidad).

Conversar es la clave; en una conversación logramos entender de dónde vienen esos temores. Muchas veces, hay un miedo que genera esa sensación de no estar cumpliendo y de no cumplir. Mi enfoque es acompañar a la persona en este proceso, ayudándola a cuestionar esa creencia limitante, y ofreciéndome para apoyarla en lo que necesite. Además, siempre es importante recordarle que no está donde está por casualidad o por un golpe de suerte; está ahí gracias a su trabajo, a su esfuerzo y a su dedicación.

Boost their confidence by acknowledging their efforts and highlighting past achievements. Break down the growth plan into smaller, manageable goals, offering guidance and support along the way. Encourage open dialogue about challenges they face, and provide constructive feedback with positive reinforcement. Remind them of their strengths and the value they bring to the team to help them see their potential more clearly.

It’s not just about meeting the growth plan; it’s about building a growth mindset. Here’s how I’ve tackled this challenge: Revisit the growth plan together. Explain the "why" behind the goals, tying them to the bigger picture. Knowing their role in the team’s success makes the goal less daunting and more meaningful. Break the goal into smaller, achievable milestones. Nothing fuels confidence like progress. Celebrate a small win—it’s a step closer to the larger goal. Make it clear that failure isn’t fatal—it’s a learning opportunity. Let them know you’re there for support and guidance. Rather than giving them the answers, ask empowering questions. Help them discover their own solutions.

Para aumentar a confiança de um membro que duvida da capacidade de atingir as metas, escute suas preocupações e apresente o plano de crescimento em detalhes, mostrando os recursos e etapas para o sucesso. Estabeleça pequenas conquistas intermediárias para demonstrar progresso e ofereça apoio ou treinamento específico, conforme necessário. Liderar com otimismo e comprometimento reforça a crença no sucesso e inspira confiança. Essas ações ajudam a motivar o colaborador e criam um ambiente de apoio e segurança.

I believe clarity is closely related to confidence. Building from one's previous experiences and laying out, in clear, well defined steps provide guidelines. It's very important that they're defined with the team member and not something made for them, without their active participation and sense of owning their growth plan.

Para aumentar a confiança de um membro da equipe que duvida da capacidade de atingir as metas do plano de crescimento, quero ouvir suas preocupações específicas para entender o que gera essa insegurança. Em seguida, compartilho o plano de forma transparente, destacando as estratégias e recursos que estão em ação para alcançar as metas, além dos resultados já obtidos. Mostre-me acessível para responder a dúvidas e oferecer apoio constante. Também dividimos o plano em etapas menores e começamos os progressos alcançados, reforçando a confiança no processo. Ao demonstrar liderança próxima e transparente, faço com que o membro da equipe se sinta parte essencial da jornada e confiante no sucesso do tempo.

Listen actively: Start by listening to their doubts without interrupting. Let them express their concerns fully so they feel heard and understood. Validate their feelings: It’s important to acknowledge that it’s normal to feel unsure or overwhelmed, especially when faced with ambitious goals. Reassure them it’s okay to have doubts but that these feelings can be worked through. Highlight Past Successes and Strengths Remind them of their achievements: When feeling unsure, people often forget their own accomplishments. Highlight specific past successes, whether big or small. Remind them of challenges they’ve already overcome and how those experiences have prepared them for this new goal.

It's a common phenomenon that people doubt their abilities to meet growth plan goals. First, let the team members realise their SWOT. Remind them of their previous achievements under complex and risky environment. Make them think positive even in disturbing situations. Listen them attentively. Make them feel relaxed by opening up their inner feelings. Narrate them the success stories under heavy constraints. Let the team members embrace risk and accept failure. This will enhance their confidence and jump start to act. Tell them that the growth plans of the organization are realistic, simple and achievable to an avarage employee. Show the right answers to their doubts and make them visualise their abilities to work towards the goal.