There are many barriers to success that must be overcome, depending on what success looks like to you and your organization. In every case, there are external factors we deal with; managing difficult people, getting the product right, establishing confidence in the market, and lots more.
Then there are the internal factors; our confidence in doing the job well, using our experience effectively and dealing with our own insecurities. HBR published an article this year titled – If You’re So Successful, Why Are You Still Working 70 Hours a Week?
The premise of the article is that burnout often relates to a number of factors not excluding how we view ourselves. It’s a paradox really because while we all have genuine insecurities about ourselves, the fact that we do is also evidence of our ego and the desire to look good and perform well. No one wants to look bad and be thought of as incompetent. We all want a clear conscience that we’re doing the right things.
“Conscience is the inner voice which warns us that somebody may be looking.” – H. L. Mencken
Insecurities can be a strength if we are willing to share them openly with colleagues in a manner to build trust and take constructive feedback on how we can change and improve. They’re not a strength when we keep projecting them on others and therefore continue to put barriers between us and the ‘success’ we’re trying to reach.
How can you build more depth and trust in the team by taking a step to share openly about where you need help or how you can improve in an area of difficulty?