Was sind effektive Wege, um Vertrauen in Menschen mit unterschiedlichem Hintergrund aufzubauen?

Whenever we're coaching others, it's about their topics, challenges, and goals, not ours! So, what's on our minds, our beliefs, our views of the world should be left out. How to do that? Most effectively, do a check-in with yourself, have a decent reflection on who you are today, what layers of your personality resonate with your circumstances at the moment, and how to make use of them or not. Deciding how to show up, for instance. Entering the coaching agreement for the session with consciously having in mind what it is that you're bringing to the table. Letting it go, if it might be helpful.

As a career mentor to Immigrant jobseekers, one thing I've found helpful when coaching talent from diverse backgrounds is to own their unique story and authentic self. What makes them different is actually their strength and key differentiator among competition. Once they really BELIEVE in this, confidence is just a by-product.

Before you start to help others with diverse backgrounds, it is important to do a self-reflection on yourself and see if you're a person who leads with inclusion and equity. Because before we can help others, we need to look at ourselves first. Once we're ready, we need to make sure that we treat them as 'human's first and coach and mentor them with compassion and empathy. If we don't know something based on their background, it is important to acknowledge that with the person we're coaching and mentoring. Authenticity means everything when we're working with people with diverse backgrounds.

It depends on their context, their "diverse" background, their age, their family status/position, their psychology, their experiences, and what they want - i.e. their objectives. 1. Build trust - tell them about yourself and why you are willing to listen to them and help them if you can. 2. Have them explain their objective/s. 3. Have them explain their context. 4. What have they tried to achieve their objectives? 5. How did that go? 6. What do they think stood in their way? 7. Why? 8. What do they think will "solve" the problem and deliver the outcome? 9. Explain your experience in the objective space. 10. Present your thoughts. JJJ

Building confidence is directly proportional to a person's knowledge of the subject. 1. Among the various factors that contribute to confidence in individuals, KNOWLEDGE ranks highest. Please assess how much knowledge and skill you possess regarding that subject. 2. Then, PRACTICE sharing that knowledge in every discussion related to the subject, regardless of the size of the group. 3. UNDERSTAND that you can't be confident in speaking about things you know nothing about. 4. You can be confident in ACCEPTING the fact that you know nothing about the subject. Above all, learn and be open to wisdom. Keep learning until your last breath and learn for yourself, for your growth, not because you want to boast about your knowledge amongst people.

One thing that I find helpful is to start big. Allow yourself / encourage your mentee to think about their "ultimate mastermind goal". Spend time describing how you would feel, what your surroundings would look like, who would know that you've achieved the goal, and who you would need to tell. The more detail the better. This simple exercise stimulates your mind and as you progress throughout your journey to achieving it, decisions become easier to make, and you'll be surprised by the clarity that accompanies being able to articulate your goal outloud with confidence.

Another way to build confidence is to always reflect on what went right. Most people are tough on themselves and notice the things that go wrong more acutely. While there may be important lessons there, shifting the focus to what went right improves a growth mindset, increases motivation and improves confidence.

In essence, this approach transforms a daunting journey into a series of manageable and empowering steps. It's a powerful technique that nurtures self-assurance, making the pursuit of even the loftiest goals feel not only possible but also fulfilling.

- After identifying the challenges, the next step is setting development opportunities. - Developmental Goals should be SMART - Review the progress in the defined framework

Setting SMART goals is a well known method for achieving what you want. However, to really embody the goal and ensure that its realised is when you include a visualisation exercise. Engaging the senses will help cement the visualised goal into reality.

Providing support and encouragement is something I love to do. It's amazing to see the light bulb go off in someone's head when you've listened and asked some questions that get them to experience a real breakthrough.

As a coach and mentor it's critical to see the potential in your client. By looking for that potential you'll be focussed on what they have to offer and what makes them brilliant.

Set up check-in, connection and capture points. As a coach, mentor and even a therapist if we are encouraging a new skill or way of living we need to provide regular connection points to check-in. As a Leader, this may be being with them for the first 60 minutes, then creating more distance, coming back in an hour, 4 hours, the next day, or a week. These touch points create a sense of connection and safety. Capturing learnings along the way, and answering questions along the way. And like a child learning to walk, you don't always stay with them holding their hand, because that would look ridiculous when they're 28 years old. We create space, let them walk, let them explore let them find their feet and step away.

- As a mentor, we understand that every client is unique a provide tailor-made solution - If you want to boost their confidence, stop spoon-feeding, ask them to pen down three possible ways to resolve a challenge, then the rationale behind picking each solution, and finally ask them to choose the best-fit solution.

Before we can step out of our comfort zone we need to feel that we have a comfort zone. As Belinda says, we cannot move out of our comfort zone if we don't feel safe. The first step is to create an environment where everyone feels comfortable. Building trust, friendly curiosity, bravery and hope are important to set the tone. Only then can we ask people to take risks!

Growth occurs outside the comfort zone. Which is why it can be challenging. Feeling safe is what's needed to help step outside of the comfort zone.

The comfort zone is a psychological state of ease where you feel that you are not tested or challenged. Why should you get out of the comfort zone? - Personal growth - Increased self-confidence - Increases productivity - Adaptability - Expanded skills and knowledge

Teaching that failure is part of learning nurtures a growth mindset, inspiring individuals to step out of their comfort zones. Embracing mistakes diminishes fear, cultivates resilience, and sees effort as the path to mastery. It's a reminder that continuous learning is the key to personal development and growing in confidence

- A challenge is nothing but a psychological barrier or a perception that we create in our unconscious mind - We help our clients by taking their life examples that how they have overcome their challenges in the past. These examples make their transition more easy.

What makes the difference is how you feel about being different. You can succumb to the pressure of conforming, get depressed, and withdraw. Or you can try to make your uniqueness work for you. Just because you are different doesn’t mean you can’t belong. Just because you have a distinct personality and skills that differ from others doesn’t mean you can’t contribute. On the contrary, bringing something unique can make you very valuable, regardless of how others perceive you.

The challenge here lies in the fact we've been encouraged not to be our authentic selves. We lose touch with it based on how we're raised and educated. We experience traumas or every shape and form and slowly, bit by bit shut down our uniqueness. Believing it's not save to be ourselves, safer to meet someone else's expectation. But that is where we lose ourselves, and the thing we're meant to bring. Everything in you, around and about you is a solution to a problem. When we shut down we miss the whole point of being here. Being that solution and possibility. We need to take time to be ourselves, to remember ourselves and bring more of that, not more of what we think other people think of us. Inspired uniqueness.

One great power of diversity is that you can learn from other backgrounds -- of any kind -- while offering them lessons as well. There's an exchange of value. Too often, we're in survival mode. It's important to take a moment, step back, and recognize what you can bring to the table. Diversity helps us recognize blind spots, utilize new lenses of understanding, and build a wide spectrum of knowledge and collaboration. Don't leave any valuable piece of you behind.

- Find their unique strength which can help them transform into a future leader just like a pawn transforms into a queen in the game of chess. - Sometimes people need just an inspiration to step out from their comfort zone.

It's not about fitting into a mold, but about owning our individuality. Your distinct personality and skills are what make you invaluable. Let's champion the idea that diversity isn't just about belonging; it's about thriving through our differences.

Rather than modeling confidence model friendly curiosity. If you don't know something or are not sure what another person's experience or perspective is, be vulnerable and ask questions. Let the other person tell you what they want, need and expect. When you model vulnerability you show others it is safe. When you are curious you show that you don't know everything and that you believe that others have things to teach you.

While modeling confidence and authenticity is essential, it's equally important to emphasise that these qualities are not one-size-fits-all. Encourage your clients to understand that confidence and authenticity can take on various forms and styles, and what works for one person may not work for another. Help them recognise that their journey to confidence is unique, and their authenticity should reflect their true selves. By providing a safe and inclusive space for them to express themselves and experiment with different styles, you allow them to discover what makes them genuinely confident and authentic. This process of self-discovery can be a powerful catalyst for building confidence and empowering them to embrace their individuality.

Imagine a world where everyone was confident all of the time... That may be okay. But a world where no one ever second guesses themselves or doubts their opinion would be full of arrogance and conflict. It's important to develop a comfort that you won't feel confident all of the time and that growth comes from introspection.

Modelling is great, can be really useful for building skills or creating a persona but if the psychological foundations are weak then the underlying problem is still there. Too often we're advised to "fake it 'til we make it" but that still concludes that we're a fack. The confidence gets built up by testing and learning and having support. Having a leader, a reference point, and healthy validation to be curious and explore more. To have a leader or mentor that catches us getting it right and Ken Blanchard talks about in the '1-Minute Manager' We gain experience, we feel it, therefore we know it and our confidence expands. Then we have more confidence to explore even more on our own and create that authentic voice for ourselves.

Confidence is a deep recognition (and comfort) in who one is. It has nothing to do with others. It's not about appearing better than others or looking brave in comparison. It should stem from preparation and self-understanding. We don't have to operate by merely living and working in the world of others. We need to know who we are and bring that to the table. EVERYone has a unique value proposition, voice, or thought leadership. We just each need to find ours, refine it, and share it. Doing that work and sharing it -- that's confidence, that's authenticity.

- Remember the difference between successful and unsuccessful is the way they handle their failure. - While unsuccessful personnel crumble with failure - Whereas, successful personnel improve on their mistakes to be successful

To foster confidence in individuals from diverse backgrounds, it's crucial to show genuine curiosity about their cultures and values. With over a decade of experience managing multicultural teams and working with clients worldwide, I've found that engaging in open, honest conversations, sharing personal experiences, and embracing vulnerability are the keys to establishing trust and authentic connections.

Lack of confidence often stems from feeling different from everyone else. We all desire a sense of belonging, but we also want to feel special. Belonging requires conforming to the norms of being like everyone else. Feeling special necessitates being different. The ideal position is somewhere in the middle. You share similarities with others in some critical aspects, follow the same rules and norms, but also possess something unique. You are different, so you have something to contribute with, but you are not too different, so your contribution will be accepted. Finding this balance can grant you immense confidence.

In my experience, I find that teaching belonging repeatedly serves as a reminder that they can create belonging in themselves. The feeling of belonging is contagious and it happens when these are present, modelled, encouraged: 🚀curiosity, active listening, vulnerability and expanding the tolerance for differences and imperfection.

One of the questions I return to, both through my work at Inner Workout and as a coach, is: Is it the self or the system? When working with people who hold marginalized identities, it's helpful to sort out which barriers to confidence come from their own limiting beliefs and which barriers come from a system that was not designed with them in mind.