Your Business Wins If Your Teams Can Embrace Confidence

5 minute read

Every business needs to work increasingly harder to become as competitive as possible in the modern commercial world, and key to that is the need to nurture and develop talented individuals and teams. Professional and personal development can take on many forms, but in recent times there has been a noticeably stronger emphasis on confidence. This doesn’t mean creating employees who are loud and aggressive; instead, it pertains to imbuing team members with the ability to identify confidence blockers and develop support strategies to  overcome them. In the process, higher levels of confidence will inevitably lead to stronger and more courageous decision-making.

As is the case with employees in all sectors and all parts of the world, the more developed they become the greater the results they can go on to achieve. If your organisation is investing in developmental learning, you’re helping to construct and assemble building blocks that will combine to create an infrastructure in which talented individuals can truly grow. And one of the most important human characteristics needed for that growth is confidence.

Crucial though this quality is, it’s also something that can be difficult to quantify. Confidence is not something that can be measured with a definable scale, of course; a disparate group of people need differing levels of confidence in order to succeed, for example, and confidence within individuals can manifest itself in many different ways. One thing we can be sure of, however, is that men and women who have sufficient confidence are more likely to succeed. Interestingly, a 2023 report from Gitnux underlines this fact, stating that 93% of people believe that self-confidence is ‘critical to professional success’.

More confidence leads to better employees

On a personal and professional level, increased confidence can lead to:

…and so much more.

The problem for many people, both employees and employers, is that the whole subject of confidence is clouded by various misconceptions. It’s wrong to assume that all brash, outgoing people are confident, for example, and equally wrong to think that quiet introverts lack confidence completely. The real truth is that everyone has some degree of confidence, even in relatively small amounts, so it’s vital for HR Managers, Talent Developers and others to understand how to bring it to the fore.

Early Talent Managers in particular will be aware of the need to instil confidence in younger people, especially perhaps when dealing with large graduate intakes. Encouraging the development of confidence and inclusion can be vital, not only to the success of the company but also to the wellbeing of the employees. In 2022, HR Review revealed that UK employees with a lower sense of belonging are 80 percent more likely to quit their jobs. The message is clear: the development of graduate intakes can be as much about feeling wanted as it can be about feeling valued.

For commercial organisations looking to outperform their rivals, the benefits of having a confident workforce are all too obvious. Confident people function well, even under pressure, and have faith in the decisions they make. Having belief in one’s own abilities can also lead to improvements in mental health and wellbeing levels. Courageous actions, so often a cornerstone of a successful career, are often a by-product of having increased quantities of confidence.


Empowering Your Talent to Embrace Confidence

Development Beyond Learning (DBL) is an award-winning learning provider operating across a number of national and regional markets, working with global clients based in a wide cross-section of industry sectors. We offer a Confidence module that’s aimed specifically at defining its true meaning in both personal and professional terms. Participants are able to identify potential obstacles to the development of this vital quality and to overcome them, and to use their strengths to become increasingly confident. In effect, this is a rewiring of the brain that everyone is capable of doing. In addition, module attendees will learn how to have a more robust belief in the decisions they make.

Of course, a confident workforce invariably develops into a happy workforce, and this can lead to higher levels of employee retention. According to, replacing one member of staff can cost upwards of 50% of the individual’s annual salary, so it’s easy to understand why it’s so important for HR Managers and others to do all they can to keep their most important and most talented individuals. If those people are happy, and if they are developed to be sufficiently confident, then the benefits are clear to see. Effective learning modules such as those provided by DBL really can make your organisation more successful.

DBL provide the learning modules to help your business succeed

Maintaining clear communication channels with our partners has helped DBL to remain at the forefront of workplace learning strategies. We have always stressed the importance of synchronising our modules to perfectly complement the needs of the client, and this has enabled us to offer learning solutions that are not only rewarding but, crucially, are adjusted accordingly to fit in with the aims of the organisation.


To find out more about DBL and the early talent development modules that we offer, please head to the Contact page to start the ball rolling. We look forward to hearing from you very soon.


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