Confident People, Strong Companies

Hello Readers!

I recently read a chapter in a book called “Self Esteem at Work: How Confident People Make Powerful Companies”, by Nathaniel Branden. I discovered this book at my school library, and the chapter I read was titled “High Self Esteem Manager”.

I initially picked up this book because of the title. I am researching confidence building techniques to use in the work place, so what better than a book all about how confident employees benefit companies! I skimmed through the pages and landed on the previously mentioned chapter, which caught my eye because I am currently in a management program.

One point I found especially interesting was Branden’s argument that today’s management is plagued by self esteem crises, due to the changing structure of the workplace. The workplace is no longer so hierarchal, but rather more of a collective roundtable. Branden argues that this shift has left management unsure of where they stand in the organization, which impacts their confidence in their abilities and role.

Branden advocates for “six pillars” of building self esteem and self confidence in employees at work. These pillars are:

· Self-responsibility

· Self-acceptance

· Consciousness

· Personal Integrity

· Self-assertiveness

· Purposefulness

The self-assertiveness pillar in particular stuck out to me. In many cases, I have trouble asserting myself and taking the lead in group projects or discussions, even when I know I am the best fit for the role. So, this week, I decided to take action.

I was required to work in a group for a big project in my marketing class. The other group members were dragging their feet, reluctant to do any work, and I was frustrated. Rather than sitting back and waiting until my group members decided they were ready to get on board, I took initiative and took the lead, forcing the work to be done. Being so assertive was definitely outside of my comfort zone, but it felt good to do.

Branden recommends the following to ensure that management is encouraging the six pillars:

· Creating an environment of self-acceptance

· Providing constructive, useful advice to employees

· Fostering innovation within the workplace

· Recognizing employee accomplishments

· Ensuring that employees feel comfortable discussing their mistakes and how to correct them

· Acknowledging employee thoughts and ideas

· Rewarding employees for learning and self-improvement

· Avoiding over-management of employees

Prior to reading Branden’s work, I hadn’t considered the role that management plays in creating confident employees. I had thought that an employee’s self-confidence was of their concern only, and that management expected it but did not attempt to create or boost it in any way.

Branden also argues that one of the main reasons why managers fail is not a lack of skill or knowledge pertaining to the field they’re in, but rather issues related to self-esteem. Some of the issues included an inability to change from what they know, a fear of decision making, and an inability to bounce back after disappointments or failures.

I enjoyed Branden’s work, and I recommend to my readers that they look into it as well!

Citations:

Branden, N. (1998). High Self Esteem Manager In Self esteem at work: how confident people make powerful companies. (pp.65–92). San Francisco, CA: Jossey-Bass