How (And Why) To Unlock Your Team's Self-Efficacy

Hi friends,

Our TTGG workshops aim to build psychological skills that we don't often talk about by name.

They're no secret, but we believe strongly in learning by doing, so we don't tend to lecture (too much) on psych theory.

This week, though, I wanted to talk about one of those "ingredients." If you coach others to enhance team performance, this is one element you want to know how to build: self-efficacy. 

What Is Self-Efficacy, and Why Does It Matter?

The short version is that it describes:

“An individual's belief in their capacity to act in the ways necessary to reach specific goals.”

From a psychological perspective, it’s a PIVOTAL driver of team cohesion, performance, and satisfaction. When teammates believe in their capabilities to solve problems and meet challenges head-on, that belief fuels motivation, resilience, and a proactive approach to obstacles.

Sounds like self-confidence, but it's more specific. For instance:

•  You might believe strongly that you can successfully chair a high-stakes stakeholder meeting (high self-efficacy), BUT
• You're less confident that you can develop a new product (low self-efficacy).

At The Team Level

Teams with high self-efficacy set ambitious goals, navigate challenges with resilience, and celebrate significant achievements. 

But why? 

Because they have a strong belief in their ability to solve problems and overcome obstacles.

You can probably see how this catalyzes motivation, resilience, and proactivity toward challenges. 

It drives individuals and significantly enhances "collective efficacy," driving visibly better outcomes and results.

Strategies to Cultivate Self-Efficacy in Your Team

So, how can you build self-efficacy?

Many of the psychological factors our TTGG workshops aim to cultivate can be achieved with "best practices."

That's why we can easily customize our best, tried-and-tested interventions based on industry, organizational size, and goals. 

Teams with high self-efficacy set ambitious goals, navigate challenges with resilience, and celebrate significant achievements. 

It's also why you may already be doing the following if you've attended one of our coaching programs:

1. Celebrate Successes: Recognize and celebrate your team's achievements. This reinforcement not only builds confidence but also solidifies their belief in their collective abilities.

2. Encourage Reflection: Foster a culture of reflection on both successes and setbacks. This practice sharpens problem-solving skills and reinforces a growth mindset, which is pivotal for developing self-efficacy.

3. Provide Constructive Feedback and Recognition: Regular feedback and acknowledging hard work bolsters self-efficacy. It’s about highlighting strengths while providing supportive guidance for areas of improvement.

4. Offer Robust Support: Ensuring your team has the necessary resources, training, and support is essential. A supportive backdrop empowers them to approach challenges with confidence.

5. Set Stretch Goals: Collaboratively setting challenging yet attainable goals can dramatically increase self-efficacy. Witnessing progress towards these objectives is a powerful motivator and confidence builder.

Over To You

Yes, you should aim to cultivate self-efficacy. But as you can see, it's part of a larger whole. 

If you've already made psychological safety and collective intelligence your priorities, you are already on the right track as a leader.

Stay zoomed out and consider the bigger picture. 

Nonetheless, here are some self-reflection questions you may find helpful:

• How have I observed (or can I observe) self-efficacy / the lack of self-efficacy influencing my team's outcomes? 
• How effectively do I communicate my belief in each team member's capabilities?
• Do I provide a safe space for my team to take risks, make mistakes, and learn from them?
• How regularly do I acknowledge and celebrate my team's successes?
• How do I involve my team in goal-setting so that goals are challenging yet achievable to build ownership and motivation?
• In what areas do I need to grow to more effectively build self-efficacy in my team?

If you already have answers to these questions, I'm always keen to discuss them with you. Send me a DM, and we can chat about anything that has piqued your curiosity in this newsletter.

I'm here to help :)

—Govert