Confidence Supplemental

Practice and repetition are key to building confidence. When using supplemental coaching, structure peer-to-peer practice sessions and provide structured feedback. Start by sharing the good things a teammate did, then gradually offer areas for improvement. Structured feedback is more accepted and prevents discounting of others' input. Self-coaching is important too. Practice speaking out loud and simulate real scenarios. The speaker gives an example of practicing for a keynote speech and how it made a significant difference in their performance. Practice and repetition are crucial for talent development and building confidence. When it comes to confidence, I often go back to, again and again and again, practice and repetition. When using supplemental coaching, one of the great things that you can do is structuring peer-to-peer, rotating practice sessions, repetition sessions, whatever you're coaching to. Remember to structure the feedback. Remember our lesson on feedback progressions. When you set up peer-to-peer coaching, do not leave feedback to chance. When you get feedback, structure it. Share with the people. When you're working with your peers, the first three or four sessions, only share the good things that your teammate did. Then when we get to maybe session five, six, seven, start to share them in the phrase of the opportunity where I think you could improve is X, Y, Z. Here's an area where I think you could improve. Here's the opportunity and fill in the blank. When you structure feedback and everybody knows the feedback is structured, it becomes more accepted. If you leave it to chance, sometimes people will interrupt and say, no, no, no, no, no, you shouldn't do that. Here's what I would do. Even though their intentions are good, what they ultimately do is discount the other person. It's not their intention. Feedback can be a very loaded issue for people, especially when you bring people together. Number two, self-coaching is really important. When you think about whether it's working more with data analytics, more with graphs, public speaking, customer service, handling angry customers, salespeople, handling objections, have people practice the things they need to say out loud. If that is in alignment with what you're coaching to. I believe the more we practice on our own and then we practice with others, we'll absolutely accelerate not just talent development, yet confidence in the area where practice is being applied. Most people won't do it. Let me give you an example. Years ago, I was asked to do a keynote speech in front of 5,000 people. I had a friend say to me, well, have you ever done a keynote? I said, well, no, I speak in front of people all the time, very arrogantly and quite frankly, assumptively on my behalf, thinking, well, I'm very comfortable speaking. He said, a keynote's a whole different animal. I said, what do you mean? He said, what do you really like when you speak? That's why I like walking around. And it hit me like a sledgehammer and I said, oh, my gosh, you're right. I knew it. And so what I did on my own is I practiced with bright lights and I pretended to look at the back of the room in my office like I was making eye contact. He said, what you have to do is scan the audience as if you're making eye contact, but you're looking in the back of the room. He said, you're probably not going to see people's faces. He was one thousand percent correct. I believe at that company, Publicly Traded, I was the only keynote speaker brought back three years in a row. And without his advice or coaching, I probably would have bombed it. I go back to that practice and that repetition and how well it served me.