Curiosity

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Explore Self-Doubt

Encourage your team members to explore their self-doubt with open-ended questions.

Ask questions like, "What are you most concerned about in this situation?" or "What do you think is holding you back?" Open-ended questions create a safe space for your team to express their uncertainties. They also help you understand the underlying causes of their doubt.

This deeper understanding can lead to more effective coaching.

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Patterns of Self-Doubt

Self-doubt often shows up repeatedly in similar situations.

Identify when your team members experience these doubts, such as during presentations or when facing new challenges. Recognizing these patterns can help you provide targeted support where it's needed most. Instead of letting doubt fester or offering reassurance, use it as an opportunity to empower them to grow in ways that'll increase their confidence.

What actions can you take to help them feel more supported in these moments?

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From Fear to Curiosity

Guide your team to reframe their self-doubt as curiosity.

Fear is a powerful emotion, but curiosity can be even more transformative. Instead of asking themselves, "What if I fail?", encourage them to ask, "What can I discover?" or "How can this challenge help me grow?" Shifting the focus from fear to curiosity doesn’t just change their mindset—it redefines failure as part of learning.

Curiosity has the power to turn fear into fuel for growth and resilience.

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Insight

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Growth Potential

Self-doubt in your team members can be a sign of growth potential.

Research highlights that individuals who experience self-doubt often exhibit greater resilience and adaptability when they receive proper support (Yeager & Dweck, 2020). Stepping into uncertainty means stepping out of the comfort zone, which is a key part of growth. Encourage your team to see self-doubt not as a flaw but as an indicator that they are on the edge of growth.

With your support, their doubts can become stepping stones to real growth.

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Path to Innovation

Embracing self-doubt can actually lead to innovation.

Studies by Harvard Business Review (Edmondson, 2019) show that environments where doubts are openly discussed often foster greater creativity and problem-solving. When team members feel safe to express their doubts, they are more likely to experiment and take calculated risks. This culture of openness can turn hesitation into creative energy.

Encourage your team to view their doubts as seeds of potential new solutions.

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A Gateway to Empathy

Self-doubt can also foster empathy within your team.

When someone understands their own insecurities, they become better equipped to understand the doubts of others. According to Brené Brown (2015), vulnerability—including sharing moments of self-doubt—builds connection. As a leader, you can foster a culture of psychological safety by encouraging your team to share their uncertainties.

This openness can create a deeper sense of belonging and trust, while removing the power behind the doubt they experience.

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Action

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Ask Powerful Questions

By offering powerful coaching questions, you can help your team create greater self-awareness and overcome self-doubt.

Ask, "What exactly are you unsure about?" and "What would help you feel more confident in this situation?" You can also prompt them with, "What strengths do you have that could help you tackle this?" or "What resources do you need to feel more prepared?" Encourage them to think about, "What would you do if you weren't afraid of making a mistake?" or "What small step can you take today to move forward?" It’s also helpful to ask, "What would you tell a friend who felt this way?" to help them gain perspective.

This approach moves self-doubt from being vague and immobilizing to something specific and manageable.

Remember, self-doubt is just a thought—often a limiting one—not a fact.

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Celebrate Wins

Encourage your team members to celebrate their successes—however small.

When self-doubt sets in, it's easy to overlook progress. Help them recognize and celebrate even minor achievements—completing a challenging task, speaking up in a meeting, or learning something new. Acknowledging these wins builds confidence and shifts focus from what's lacking to what's improving.

These small victories can create momentum and reduce the hold self-doubt has on them.

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Encourage Bold Actions

Turn self-doubt into a powerful motivator by helping your team act despite the fear.

When a team member feels stuck, challenge them to think bigger. Ask, "What would it look like if you were unstoppable?" or "If fear wasn't holding you back, what would you dare to do?" Encourage them to take a courageous step, even if it feels uncomfortable. Break down that bold step into smaller actions, but keep the focus on moving forward with intention.

By turning self-doubt into a source of courage, you help them take ownership of their growth and transform hesitation into confident action.

Helping your team overcome self-doubt takes patience, understanding, and asking the right questions. Notice the patterns, spark curiosity, and turn fear into action. Self-doubt can actually push people forward, turning uncertainty into a chance to learn and grow.

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Thank you for joining me this week. Feel free to forward this to someone who might benefit from it.

Here’s to leading with purpose and curiosity!

Cheers,

Del

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