Believe in Others to Free Yourself

Competence gets in the way when you don’t believe in others. People do it themselves because they think they can do it better.

Do it with is better than do it yourself.

One-person teams are a myth.

Do-it-yourself Managers Distrust Others:

1. Focus on handling tasks themselves and end up overworked and overwhelmed.
2. Complain that others can’t get it right.
3. Restrict the growth and limit capacity.
4. Enjoy the power of constantly giving approval.
5. Neglect developing team members.
6. Protect information to maintain control.
7. Enjoy the spotlight and keep others on the fringes.
8. Struggle to trust others.
9. Insist on a “do it my way” approach.
10. Believe the “good” people on the team are like them.

Do-It-With Managers Believe in Others:

1. Create a list of your team members. List their passions, strengths, and goals. Choose how you’ll support their growth and self-expression.
2. Notice energy in others and amplify it. Nurture vitality because energized people build the future.
3. See energy in others and fuel it. Successful leaders constantly follow, manage, and fuel vitality. Energized people build the future.
4. Seek input. Start asking, “What do you think?” every day.
5. Tell people to go for it. Skills develop as we go, not before.
6. Let people solve their own problems but stay available to help. Give space for learning. Explain the big picture, then see how people fill in the details.
7. Provide time for skill development.
8. Handle one-offs yourself if you are skilled in those areas.
9. Encourage team members to go beyond their comfort zones.
10. Move slower today to go fast later.

Learn to believe in others. Do it for yourself. Do it for others.

Remember the person who believed in you? Be that person for others.

How can high-performing managers learn to believe in others?

Still curious:

If You Struggle to Trust People Read This

How to Build Teams that Trust Each Other

How to Learn to Trust Others | Psychology Today