A Foolproof Guide to Inspiring Self-Doubt
Why develop confident employees when you can reduce them to quivering puddles of self-doubt? Follow these time-tested techniques for turning competent professionals into second-guessing, approval-seeking zombies.
5 Ways to Inspire Self-Doubt in Talented Employees
#1. Criticize Mistakes Like Crimes
Failure builds character, but why bother? Nothing inspires self-doubt like public humiliation.
#2. Ignore Progress.
Focus on Flaws. Your team hits 9 out of 10 targets. Ask about the one they missed. Growth is overrated when you can nitpick.
#3. Make Them Prove Themselves Daily
Yesterday’s win is today’s forgotten memory. Reset the scoreboard every morning. Help them wonder if they’ve ever been good enough.
#4. Keep Belief to Yourself
Never say, “I believe in you.” That might spark hope. Ignore Helen Keller. “Nothing can be done without hope and confidence.”
#5. Reward Confidence with Criticism
Dismiss their ideas to remind them who the smartest person in the room is. Not them!
When people speak up, say, “That’s dumb. Anyone else?”
Bonus Tip: When people get nervous or ask for support, accuse them of not being “leadership material.”
Follow this list if you want a team of anxious overthinkers.
What’s one way to inspire self-doubt in talented employees?
Self-Trust: Reconsidering Self-Confidence
3 Powerful Steps Toward Confidence
When You’re Doubting Your Leadership — and Others Are, Too (HBR)
Yikes- this one has a bite that rings so true. I can picture faces and hear the voices of leaders I’ve worked for that used some of these exact phrases.
Sad that satire and sarcasm can be true.
A classic favourite is the blank look of (feigned) incomprehension when they speak, coupled with the implied or explicit ‘what are you trying to say’? Extra points if you can repackage the good idea or concept as your own soon after
Seconded: Extra points if you can repackage the good idea or concept as your own soon after
Thanks for the extra points. They made me laugh.
On the serious side, it is draining to have the boss steal your ideas.
I’d love to convert this to a flyer or poster to hang in our break room.
Maybe it will just show up?
Ooh, do I have stories. Once again, Dan, you have spoken the truth out loud.
Thanks for the good word, Deborah.
Concentrate on “now” and ignore growth. Growth can occur at a more convenient time. “Now” we must address the tyrant named Urgent.
The tyranny of the urgent is a gift that keeps on giving. It makes us feel important and it makes us too tired to deal with issues that matter in the long-term. Let someone else deal with tomorrow!
I find Urgent to be a shape-shifter. It keeps everyone guessing what direction they’re really going, which can inspire self-doubt at an organizational level.
Thanks Dan. I had fun with this post today.
Dear Dan,
Interesting analyses on an egoistic leader who would prefer to suppress his subordinates with fault-finding mechanism. The purpose can be to build up a pressure to perform and bring quick results. Many a times, this approach does more of harm and push the staff to get discouraged and start doubting their own strengths. The result can be a fear-based office culture and spread of disharmony.
All employees at every level need a positive work culture supported with good encouragement and freedom to operate well fostering creativity and innovation.