“If you have no confidence in self, you are twice defeated in the race of life.”

– Marcus Garvey

Those with high scores in confidence are more likely to believe they are worthy people, enjoy high esteem, and be less in need of external validation. They are also more likely to have what it takes to see a difficult task through to its conclusion, or persevere in the face of a setback.

Those low in confidence may exhibit some of the following attitudes and behaviours:

  1. Will be reluctant to express a view in a discussion or debate
  2. Low self-belief and will be reluctant to presentations or oral work
  3. Will take critical remarks as confirmation of their limiting beliefs
  4. May try to bluster and over-talk
  5. Will be easily intimated and back down quickly
  6. May be a passive team worker and not contribute as well as they can

People high in interpersonal confidence are more assertive and less likely to be intimidated in group settings.

High levels in both are always, as is the case with the other facets of mental toughness, a strength. However, without self-awareness, this can create problems for others. Common problems include: taking on too much, extreme confidence which can intimidate others, can appear arrogant, may be perceived as bullies and sometimes believe they are right even when they are wrong.

For those high in interpersonal confidence they: will get their own way even if others have a better way, may appear poor at listening, won’t allow others to contribute in discussions, may be seen as bullies and rely on the ‘gift of the gab’.

As with the other facets of mental toughness, it’s a question of degree and the levels of self-awareness a person has about their mental toughness scores and associated behaviours.

Improving confidence levels for those who score lower can have a big impact on job performance and engagement levels, while those with very high levels can benefit from the insight into their typical behaviours, positively impacting teamwork.

That’s why it’s important to be able to use a proven and reliable psychometric tool to be able to assess mental toughness.

This was the last in the series of blog posts looking at the components that make up mental toughness and some of the warning signs for people who are low in them. Mental Toughness is developable and has been proven time and time again to have a hugely beneficial impact in the workplace. Whether that’s accounting for a 25 per cent increase in performance, the adoption and positive behaviours and an increase in the mental wellbeing of staff leading to reduced absenteeism.

If you’d like develop mentally strong and resilient people then please get in touch. We can provide one-day MT training or a two day programme which will equip up to five people with the knowledge to train your people and administer the MTQ48 measure in your organisation.

To find out more, get in touch – we’d be happy to help!