Take responsibility and ownership of and for your own development and treat it as the priority it is.
If you are keen to invest in your personal development, learning, adapting and adopting a selling mindset can bring high-leveraged results in personal effectiveness in many and varied life roles. You don’t have to be in selling to benefit from enhanced focus, resilience, self-motivation, confidence and empathy. This blog focuses on self-confidence, the competency-based. Not the delusional form manifesting itself as egotistical bluster, belligerence and arrogance.
The Oxford English Dictionary defines self-confidence as: A feeling of trust in one’s abilities, qualities, and judgment.
This can be a fleeting and sometimes elusive trait that we can be in awe of in others and find elusive in ourselves. However, my observations, with over 35 years of leading sales teams and consulting projects in sales transformation, is that self-confidence is quite often an outward show or, at worst, delusional. Also, our own self-confidence can become fragile when compared and contrasted with others.
This quote from an anonymous source sums up this paradox well: ‘Do not compare yourself unfavorably with others, for you are comparing your inside with their outside, which is comparing your inner feelings with their outward show’.
While self-confidence can seem like a gift from the gods, I am going to argue that it is contextual and is the end result of effort to our self-development.
First we have to give confidence context and scope. A black belt in karate is going to be confident of his or her own ability on the mat, but is unlikely to have the same confidence on the first tee if they have never swung a golf club before.
Self-confidence can be divided into the following constituent parts:
Adopt a growth mindset to the area you want to develop confidence in. Whatever our start point, we can improve. We are not the product of what we were born with: the nature v nurture debate.
What are the activities that, if you invested your time, skill and knowledge to, would give success the best possible chance of being a natural output of the time, skill and knowledge you invested?
If we have the desire to grow our confidence in a particular field and we have identified the process (set of activities that would make success a natural output of the time we invested in them), then what are the skills and knowledge we need to develop and learn to master the process? Once these have been identified, block time into your schedule to learn and deliberatively practise them.
To learn any new skill or gain expertise, you need to practise. Most people would accept this as a given.
But here’s what you might not know: scientific research shows that the quality of your practice is just as important as the quantity and, more interestingly, research indicates that expert-level performance is primarily the result of expert-level practice, not due solely to innate talent.
Grit and persistence can be defined, over time, as courage, resolve and strength of character.
If we are endeavouring to improve our performance in our chosen field, then we need to lean in and accept that we will make mistakes and things will not always work out the way we planned them.
Learned optimism was introduced as a concept by Martin Selgman in his 1990 book, Learned Optimism.
His theory contends that Learned Optimism can be developed as a personal trait by the term ‘explanatory styles’.
The three P’s of ‘explanatory styles’ listed below can be a useful toolset in examining and challenging our emotions and feelings when an adversity or setback occurs. This can help us overcome the initial ‘knee jerk’ negative narrative that our minds immediately generate at the time.
Competency-based self-confidence can be developed, but it needs both desire and personal commitment for self-development. I have, in this blog, presented an abridged tool kit that when this desire and commitment is applied, enhanced self-confidence is a natural output of the effort applied.
The sales-mind approach to sales team personal development is very different from traditional sales skills training in that it addresses the mental side of sales work. Based on extensive research into the fields of sports psychology, business psychology and neuroscience, the content delivers a tool kit to enhance mental strength, namely focus, resilience, motivation, confidence and empathy. Aspects that rarely, if ever, would be uncovered in a training needs analysis but, in our view, represent the key to personal effectiveness and improved sales performance.
Please contact us to find out how sales-mind can help with your company’s personal development programme and to arrange a meeting.