Have you ever idealized someone just because they have a more prestigious title, more experience, or maybe more charisma than you? You come to believe that this person knows everything better than you, to the point of stifling your ideas, questions, and thoughts. Little by little your self-confidence decreases. This phenomenon, common in hierarchical environments, has a name: the pedestal problem.
“We stop listening to our inner knowing or trusting ourselves.”analysis Kelli Thompson, trainer and author Closing the Confidence Gap: Increase Your Peace, Your Potential & Your Paycheck (Bridging the Confidence Gap: Strengthen Your Self-Confidence, Potential and Salary). The consequences? Creativity and ideas are stifled and never revealed, summarizes online media Fast Company.
But this excessive praise of authority figures also does not benefit leaders. Although flattery may satisfy their ego, it actually isolates them. Their employees struggle to convey their concerns and comments, but the information is useful for the smooth running of the business. A study published this year by talent management specialist Visier revealed that nearly half of employees (46%) admit to not giving honest feedback to their managers at work.
Accept your weaknesses, recognize your strengths
Fortunately, everything doesn’t just happen. Kelli Thompson shares some tips for dealing with this toehold problem. To build an equal relationship, the first step is to become aware of your own doubts and the things that make you feel uncomfortable. The important thing is to identify our talents and the experiences we master.
For coaches, strength lies in “in his ability to create space, ask the right questions, and get them to think about things differently.” Recognizing your strengths, without comparing yourself to others, allows you to unite people around you who consider themselves equal.
If doubts remain, it may be useful to return to your work. Where do I want to be until I retire? What excites me? Questions, seemingly simple, that relate back to your dream future. This is how Kelli Thompson found her calling. “Even though I was afraid, by taking advantage of this work – training and coaching – I found the motivation to create my business and present myself as an equal, despite major problems.he remembered.
Future leaders seem determined to stop this dynamic. Without belittling themselves or placing importance on themselves, they strive to be accessible and inspiring, cultivating egalitarian relationships. At least, that’s what coaches who have supported thousands of leaders toward less vertical, more human, and most importantly… more confident management have observed.
