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Real confidence comes from competence and capability building, not just better communication about company challenges. Confidence builders that work: ? Invest in skills training that makes team members more valuable both internally and externally ? Create "stretch assignments" where people can win at increasingly difficult challenges ? Establish clear paths for increased responsibility and compensation, even in a small structure

? Building confidence as a small business owner starts with clarity. When you’re clear on your offer, your audience, and your unique value, confidence follows naturally. In my experience, confidence also grows through action and small wins. Instead of aiming for perfection, I focus on consistent progress—whether it’s posting on LinkedIn regularly, reaching out to one new lead a day, or simply refining my pitch. Another tip: surround yourself with people who reflect your future, not your past. Community and mentorship can fast-track both growth and self-belief. You don’t need to have it all figured out—you just need to start.

Este primeiro ponto é extremamente importante, mas existe um que o precede em importancia: o exemplo. Torne-se a pessoa que você deseja em sua equipe. Quando você é um exemplo a ser seguido, mesmo nos momentos mais intensos, sua equipe vai te modelar. Isso, por si só, gera a confian?a da qual falamos aqui.

Building trust is a long process, starting from my perspective by showing example, humility, resilience and willing to make things happen. Then giving the chance to people surrounding you to express their feelings, fears, ideas in a safety environment without judgement.

SMART goals are management 101, but I'd argue they often create the opposite effect in small businesses - turning dynamic, entrepreneurial energy into corporate bureaucracy. Small teams need agility more than perfect goal structure, especially when market conditions change rapidly. The real confidence killer isn't unclear goals but feeling micromanaged through over-detailed planning processes. Better motivation approach: ? Set quarterly "outcome targets" but let teams figure out the tactical execution path ? Focus on impact metrics over activity metrics - revenue growth beats "number of calls made" ? Create rapid feedback cycles (weekly wins) rather than long-term milestone celebrations that feel distant

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Para fomentar la confianza, concéntrese en la transparencia y la celebración de los éxitos, grandes y peque?os. Comparta abiertamente la dirección de la empresa y reconozca regularmente las contribuciones individuales y de equipo para construir un sentido de valor y propósito compartido.

Set goals that actually mean something to your team. Bring them into the process so they own the outcome, not just the task. Keep goals clear, measurable, and doable, but still challenging enough to push growth. When wins happen, celebrate loud and specific. It builds momentum. And that momentum builds confidence.

Most are not geared to goal-setting and as a result it is extremely difficult to start for most folks. SMART goals are a great tool for doing something that helps break the cycle of being stuck in the hamsters wheel. They also generate accountability that helps with the achievement of the underlying goal.

Real confidence comes from surviving genuine challenges, not from supportive feedback loops. Confidence-building realities: ? Give people problems slightly above their current skill level with minimal safety nets - competence builds confidence ? Distinguish between skill gaps (need training) and performance gaps (need accountability) - different solutions required ? Create peer mentoring systems where team members teach each other, reducing dependence on you as the bottleneck

Show empathy. Understand what makes your team tick. What are their needs / wants / dreams? Once you understand these offering support becomes infinitely easier and much better received.

Programa de integración y formación de empleos vocacionales Inscripciones abiertas ahora Perfil de la personalidad solamente CL $25000 (US $30) #orientacioneducacionaldocentespa #orientadoreducacionaldocentespa Juntos en la inclusión educativa social Reflexiones sobre la luz en las tinieblas Aprender a ayudar en la vocación de servicio Julioandaurmoya@gmail.com NIVELES DE ACCESO : 1 PERFIL DE LA PERSONALIDAD 2 CAPACITACIóN 3 EMPLEO EN EL áREA TE ESPERAMOS PACIENTEMENTE EN SAN ANTONIO PUERTO CHILE PLANIFICAR Y HACER CONFIANZA CURSOS PARA EL EMPLEO INCLUSIóN DE LA EXCLUSIóN ACCESO A LA ATENCIóN PRESENCIAL Y ON LINE

When working with a team, I delegate objectives to be achieved as a group, but not the responsibility—and with responsibility comes stress. My team should feel entitled to share that stress. If they lack encouragement, they should feel confident to ask for more. Even if tasks are theirs, resilience and support aren’t fully delegated. My seniority allows me to provide energy, feedback, and calm direction. People under stress often need to vent, feel heard, or receive clear answers. I want my team to know they can ask for help not only with tasks but also with the emotional load. Refilling their tanks is part of leadership.

Support means showing up, not just checking in. Give your team tools to grow and room to fail without fear. Make feedback real but respectful focused on learning, not blame. When they know you’ve got their back, they take bigger swings. And that’s where confidence starts to grow.

What people need is recognition and a space to share their thoughts. Boredom or lack of motivation can creep in if the task becomes mundane and people don’t get to express themselves. That’s why removing the hierarchy and fostering collaboration can be a great way to boost motivation. When people get to work on what they want to work or see their efforts materialising into something good - it can serve as a great catalyst to motivate them. And how to give your employees that space? Well, you can start with team-building exercises that are less forced and more fun.

Programa de integración y formación de empleos vocacionales Inscripciones abiertas ahora Perfil de la personalidad solamente CL $25000 (US $30) #orientacioneducacionaldocentespa #orientadoreducacionaldocentespa Juntos en la inclusión educativa social Reflexiones sobre la luz en las tinieblas Aprender a ayudar en la vocación de servicio Julioandaurmoya@gmail.com NIVELES DE ACCESO : 1 PERFIL DE LA PERSONALIDAD 2 CAPACITACIóN 3 EMPLEO EN EL áREA TE ESPERAMOS PACIENTEMENTE EN SAN ANTONIO PUERTO CHILE PLANIFICAR Y HACER CONFIANZA CURSOS PARA EL EMPLEO INCLUSIóN DE LA EXCLUSIóN ACCESO A LA ATENCIóN PRESENCIAL Y ON LINE

Clave para equipos reducidos: la colaboración no surge sola, se cultiva. Crear espacios seguros para intercambiar ideas, dar retroalimentación y resolver desafíos juntos fortalece los vínculos y potencia la creatividad. Las dinámicas regulares, incluso sencillas, promueven alineación, confianza y sentido de propósito compartido. Cuando el equipo se siente escuchado y valorado, cada persona actúa desde la proactividad, no desde la obligación.

Quando as pessoas trabalham naquilo que gostam sentem-se motivadas, criativas e com proatividade. O que elas precisam é de reconhecimento, e que sejam ouvidas, n?o que estejam sempre a recriminar

Collaboration builds confidence through connection. Create space for open conversations where every voice counts. Make teamwork the norm, not the exception. When people feel seen and supported by each other, they step up. It’s not just about bonding it’s about building a team that moves as one.

When my team hit a rough patch, I started highlighting client success stories in our meetings. It reminded everyone that their work mattered. That simple shift boosted pride and confidence more than any pep talk ever could.

Programa de integración y formación de empleos vocacionales Inscripciones abiertas ahora Perfil de la personalidad solamente CL $25000 (US $30) #orientacioneducacionaldocentespa #orientadoreducacionaldocentespa Juntos en la inclusión educativa social Reflexiones sobre la luz en las tinieblas Aprender a ayudar en la vocación de servicio Julioandaurmoya@gmail.com NIVELES DE ACCESO : 1 PERFIL DE LA PERSONALIDAD 2 CAPACITACIóN 3 EMPLEO EN EL áREA TE ESPERAMOS PACIENTEMENTE EN SAN ANTONIO PUERTO CHILE PLANIFICAR Y HACER CONFIANZA CURSOS PARA EL EMPLEO INCLUSIóN DE LA EXCLUSIóN ACCESO A LA ATENCIóN PRESENCIAL Y ON LINE

Reinforce positivity by sharing success stories and real life examples of when the team has personally, or collaboratively over come rough patches before. This could be in the time of work or in a previous position :)

An example of this would be weekly shoutouts, contributions board, or some way the collective can join in on the praise! This way the employee feels really seen and appreciated.

Elogios s?o bons, mas celebrar com o time cada conquista de um desafio árduo pode ser muito motivador. Reconhe?a que cada um no time é singular e e depois demonstre a for?a da coletividade, e incentive o espirito de time.

As a leader, sometimes it’s more efficient to make decisions yourself but, in the long run, this can stunt team and company growth. It’s crucial to foster a culture where others feel empowered to make decisions. The leader should build a culture where critical thinking leads to the discovery of innovative ideas. If mistakes occur, they should become learning tools for the whole team.

Giving space to people to decide, even if they will choose the same direction as you have already imagined, it will come from them. But then it's important to drive actions from decisions, not to take useless decisions.

Building a growth mindset is key here. Many leaders worry that if their responsibilities can be managed by their junior team, they’ll find themselves redundant within their business. Couldn’t be further from the truth! Empowering confidence through delegation of decision making serves to open up your time, energy and effort to bigger picture projects which grow the business. Aim for a team of leaders, and use the space you create for yourself for direct-impact growth decisions, networking and chasing further responsibilities that build your own toolkit

Inspiring belief and motivation within a small business team starts with creating an environment of trust and shared purpose. From my perspective it is important to lead with authenticity acknowledge challenges openly and celebrate small wins consistently. Providing clarity around goals and showing how each person’s work contributes to the bigger picture can strengthen their sense of value. I believe that offering regular support and opportunities for growth helps build confidence and fosters a motivated and resilient team.

Letting your team make decisions shows you trust them. Step back enough so they can lead in their lane, but stay close enough to guide when needed. When people own their work, they step up with pride and purpose. Empowerment isn’t risky it’s the root of real growth and lasting confidence.