So You Think You're Confident?

Self-confidence is what empowers you to take action in periods that are difficult and down right scary. Confidence is created over time as well as through experience. The big question is, "Do you still get butterflies when you are about to take action?" If your answer is no, then you need to ask yourself if you truthfully believe you hold the desire and feel deserving of what the outcome of your actions will be. One of your greatest inhibitors with regard to being confident that I've experienced with clientele is they try hard to create and work toward the life they desire, but their self-worth and the value they possess of themselves stands in their way toward reaching it.

So yes! Your self-confidence impacts your self-worth. And yes, your self-worth impacts your self-confidence. The opinion of life in general is that we have a tendency to magnetize what we believe we are worthy of receiving. Consequently, self-worth is one of the most important elements of how we go about escalating our self-confidence; that is, you need to possess belief in your own skills, abilities and most notably, you need to consider yourself truly deserving of the outcome you desire.

You can picture all you want, make yourself feel good, concentrate on encouraging emotions, etc. But unless you sincerely like yourself for who you are and think with every thread of your fiber you deserve to get the best out of life, you might not be able to improve your self-confidence, which in turn brings about good fortune, friends, love or success.

So here are a few questions to ask yourself in order to find out if your view of self stands in your own way to success:

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Coaching and Your Business

As a small business coach, I work with different types of clients – both individuals and companies. Some individuals work for somebody else but hold the desire to begin their own company, while others have been in business for a few years yet seek to move their business to the next level. A growing pattern in both small and large corporations is the human resources division acknowledging the importance of coaching for personnel, which in turn supports a more powerful bottom line for the company. Before hiring a corporate coach for you, your business and your staff, it would be advantageous to have an understanding or an appreciation of a few simple corporate coaching concepts and techniques. The familiarity of how coaching works and what it can help you achieve will make it simpler and easier for you. These are:

a)  Select the appropriate coaching model
b)  Communicate effectively with your coach
c)  Get maximum returns on your investment (on hiring a coach)

Coaching Objectives
Coaching essentially works on three tiers and in a corporate setting can often meld with the roles of consultancy. The first level or tier is performance, the second is behavior, and the third or outer layer is solution. The following provides a brief description of each layer.

Performance  Your coach will observe as well as study your sales and profit levels, employee productivity, business financials, and your senior management team or leadership team. Depending on your business situation, your coach may end up making suggestions and offering new perspectives to enrich your profitability from its current levels. To make certain the coach stays in a coaching role and does not fall into a consultant's function, it is imperative that your senior management team is on board with the styles of brainstorming for solutions communication that will take place. Performance transitions into reviewing your guidelines of effectiveness to make certain the staff is empowered to be as efficient as possible. Keep in mind, employees can be only as successful as the tools they're given, and your business's guidelines and processes are vital to their success.

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Mentoring: Encouraging Success

Once you establish your own company, we have a tendency to look at our previous experience and how it has encouraged your employee's success – to notice what worked and what didn't. One of the essentials of a flourishing business is the openness to share your wisdom and enthusiasm of doing what you love with others. One of the easiest ways is to create a mentoring program. Mentoring doesn't always mean you are "grooming' new employees for their rise in the corporation; it also means mentoring students toward gaining much-desired skills in the work place.

I would like to share with you a few of the advantages of how establishing a mentoring program can encourage your small business to be even more successful while also touching on how setting up a mentoring program in a small- to medium-sized organization can help you develop your human resources and use these resources in the most efficient manner possible.

To begin, let's identify the key advantages of mentoring programs.

Reduced Learning Curve

When an organization establishes a mentoring program, it can prove to be individually one of the most important resources for employees in their initial learning phase or the new hire period. When a member of staff is transferred or promoted to a new department, having an adviser supports a less-demanding or stressful work environment.

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