"Can I contribute effectively to this change initiative?", "Am I the right person for this role?", "What if my input leads to negative consequences?"
These self-doubts used to plague me, especially when assigned new projects or tasks. In the Change Management, where we are tasked with guiding and supporting others through uncertainty, self-doubt can be especially paralysing. When we question our abilities, it becomes difficult to inspire confidence and drive progress in others.
However, I’ve come to realise that self-doubt doesn’t have to be a weakness. If channelled properly, it can be a powerful tool for growth and learning. Rather than relying on abstract advice, I've found that practical steps and learning from personal experiences are far more effective in overcoming self-doubt.
Early in my career, I faced such a challenge when tasked with Human Resource deliverables for an organisational transformation project. While excited about the opportunity, I was also consumed by self-doubt. I was worried about how my actions would affect the team and whether I was equipped to handle the responsibilities assigned to me.
To manage these anxieties, I took proactive steps that helped me grow in my role. I started journaling, which allowed me to process my fears and anxiety. Journaling became a tool for reflection, helping me to gain a clearer understanding of my doubts and their root causes. By writing down myself-doubts, I externalised them, making them less overwhelming and more manageable.
Simultaneously, I actively sought feedback from my manager and colleagues. Their insights helped me understand my strengths and areas for improvement. This feedback not only boosted my confidence but also provided me with a clear direction on how to address my weaknesses head-on. The self-doubt that I initially saw as a weakness actually pushed me to seek out these valuable opportunities.
To make the project less overwhelming, I broke it down into smaller, more manageable tasks. This approach made the overall project feel less daunting and allowed me to celebrate small victories along the way, which further fuelled my motivation.
I also incorporated visualisation into my daily routine. While I didn’t lead the initiative, I played a vital role in supporting the project. Each day, I would take a few moments to vividly imagine myself contributing successfully to the team. This positive visualisation technique helped me reframe myself-doubt, transforming it into a drive to focus on the potential for success rather than a fear of failure.
In Change Management, projects are often filled with uncertainty, complexity, and potential resistance. Even in my current role, it’s crucial to find ways to manage self-doubt and contribute to the team’s success. Journaling and seeking feedback directly addressed the uncertainty by providing clarity and external perspectives. Breaking down the complex project into smaller tasks made it more manageable and less intimidating, while actively building my confidence through small wins and positive visualisation proved essential in overcoming resistance and inspiring others to embrace the change. These actions helped me to grow in my role and ultimately add value to the project's success.
In conclusion, overcoming self-doubt is a continuous journey. By taking practical steps and learning from feedback and reflection, we can cultivate the resilience and confidence needed in driving successful change. Self-doubt is a natural human emotion, but it doesn't have to control us. Instead, we can harness its energy to fuel our growth and development.
Authored by Fatin Nortahirah Norhisham.
