Self-doubt doesn’t always announce itself loudly. It’s subtle. It’s the quiet voice that questions your ability to succeed, the hesitation that holds you back from taking risks, or the overthinking that turns a simple decision into a mental marathon. It’s sneaky because, for many, it feels normal—just a part of the job, a part of life.But left unchecked, self-doubt becomes a powerful force of interference. It distorts your potential, clouds your judgment, and leaves you second-guessing not just your decisions but your value. I’ve seen it paralyze leaders, stall careers, and ripple through teams like an invisible current pulling everyone down.
For a long time, I thought interference was external—market conditions, team conflicts, resource limitations. And while those are real challenges, they’re often manageable. The true battle is internal. The real interference isn’t “out there”; it’s within us.
Here’s the truth: self-doubt doesn’t go away entirely. It’s part of being human. But we can learn to manage it—to turn down its volume and reframe its narrative. The shift begins when we stop being our own worst critic and start being our own coach.Instead of tearing ourselves down with negative self-talk, we can ask:
• What’s the evidence for this doubt?
• What’s one thing I can do today to move forward?
• How would I coach someone else through this moment?
This reframing is powerful. It allows us to disrupt the cycle of overthinking and replace it with intentional action.
Leaders aren’t immune to self-doubt—in fact, the stakes often make it worse. The pressure to succeed, the fear of letting others down, the constant need to perform—it can feel overwhelming. But here’s what I’ve learned: your team takes its cues from you.If you let self-doubt rule your actions, your team will pick up on it. They’ll hesitate, question themselves, and hold back. But when you model self-awareness and resilience—acknowledging your doubts without being consumed by them—you create an environment where others can do the same.
Managing self-doubt doesn’t mean silencing it completely. It means learning to coexist with it while staying focused on what matters. Here are a few strategies I’ve found helpful for myself and those I coach:
1. Acknowledge It: Name the interference. Don’t ignore it or push it aside—bring it into the light. “I’m feeling uncertain about this decision” is far more productive than pretending you’re fine.
2. Challenge It: Ask yourself if your doubts are grounded in reality or assumptions. Often, self-doubt is based on fear, not facts.
3. Take Small Actions: Momentum builds confidence. Even small steps forward can shift your mindset from “I can’t” to “I’m doing.”
4. Focus on Progress, Not Perfection: Self-doubt thrives on unrealistic expectations. Let go of the need to have it all figured out and celebrate the steps you’re taking.
When I coach others, my goal is to help them see that self-doubt isn’t a barrier—it’s an invitation. An invitation to grow, to challenge old narratives, and to redefine what’s possible. And the same applies to us as leaders.The question is not, “How do I get rid of self-doubt?” but rather, “How do I navigate it in a way that keeps me moving forward?” This shift in perspective has transformed not only how I coach but also how I live.
When you manage your interference, even just a little, your potential shines brighter. Your performance improves—not because you’ve suddenly gained new skills, but because you’ve removed what was holding you back. And in doing so, you show others that it’s possible for them too.So, take a moment today to reflect. What’s the biggest interference in your life or leadership right now?
Is it fear, hesitation, perfectionism—or, like so many, self-doubt? Whatever it is, name it. Then ask yourself: what’s one small step I can take to turn the volume down on that interference and step closer to my potential?That’s how we grow—not by erasing doubt but by rising above it.