During my career, I’ve heard multiple times, “Joey, I wish I had your confidence.” Little did they know, I was always fighting that fear of, “Am I good enough?” or “Can I do this? Can we do this?”
I believe most of us experience these moments of doubt. They seem to be the loudest when we have our most significant opportunities in front of us. Can you think of the last time you had that fear? I know it certainly hit me as I began to practice on-site for my TEDx talk last February.
If we recognize this fear as natural and a part of growing in our careers, it helps us push it aside and brings us closer to reaching our full potential. It also helps when we have strong personal connections to others. That sense of belonging helps us step through the fear. Everyone needs help and support to reach their full potential. This is why having supporters, mentors, advocates, sponsors, and encouragers helps our confidence.
Early in my career, a friend and coach helped me realize that I was not supportive enough of our team members. I’ve always believed in my teams. The problem? I wasn’t saying it out loud. My coach put it bluntly: “Joey, your belief is invisible.” That stung — but it changed me. He helped me realize that I need to be more of an encourager as well as a sharer of my belief in team members.
Expressed belief is rocket fuel. It shifts people from self-doubt to initiative, from hesitation to creativity. Here’s how to make it show up.
Game Changers
1. Express Belief
In mentor meetings, I started pairing constructive coaching with explicit belief:
“Here’s where you can improve — and I believe you will. Your ceiling is higher than you think. I’m betting on you.”
My personal purpose is to inspire people to see and realize their full potential, and by expressing my belief in team members, I found more joy even in tough conversations.
That combination — clear standards plus clear belief — built confidence faster than either alone.
2. Share a Positive Vision
In team meetings, I began narrating our momentum: “I see us sharing more context, raising issues sooner, and helping each other finish strong. That’s magnetic energy.” We are exceeding client expectations, and you are converting them into raving cheerleaders.
Naming progress turns it into identity. Teams rise to the story you tell about them.
3. Practice Encouragement
I was always so competitive in my early years that I did not need specific encouragement, yet many team members do. Over time, each of us has a higher ceiling when we have encouragers around us.
I learned to be more encouraging with other team members. This is an intentional act of caring, and when you are authentic, it moves mountains.
What Changed
Confidence grew. Ideas surfaced earlier. Calculated risks increased. Our people moved from “Do I belong?” to “Watch what we can do together.”
Try this week
- Add one belief sentence to every coaching conversation.
- Catch someone in the act of progress and name it publicly.
- Ask this question in your next 1:1: “Where do you think you’re underestimating yourself?”
- Think of someone who might need encouragement and write them a personal note.
You’ll find a deeper dive on unleashing potential — and measuring the momentum — in Leading with Significance and on my YouTube Channel.
Tom Hood says “Joey Havens shows the way to build a magnetic firm that attracts, retains, and develops people in a never-ending cause to constantly be better. We need this book and message more than ever.”
Grab your copy of Leading with Significance to find more magnetic insights to help you on your unique journey.
For more information on my presentations or to access my beBetter blog library go to joeyhavens.com.
