Confidence is important for effective leadership.
But lots of managers get this completely wrong.
Confidence inspires trust and reassures your team that things are under control.
But many leaders misunderstand what confidence means. They think it’s about pretending. Acting like they have all the answers, even when they don’t.
This is dead wrong.
Pretending can work in the short term, but it erodes trust over time. People see through it pretty quickly. They start to wonder what else you’re hiding or whether your decisions are solid.
Real confidence comes from being honest and real. Accepting that you don’t have all the answers isn’t a flaw; it’s a strength.
How does this play out in practice?
1) If you don’t know the answer, admit it.
Let’s say a team member or your boss asks a question you can’t answer. Instead of bluffing, say, “I’m not sure about that, but I’ll find out and get back to you.” Then actually do it—ASAP. If you follow-through properly, your credibility will shine through.
2) When things aren’t clear and you’re uncertain, own it and make a call anyway.
At times a bit of direction is needed, but you won’t be entirely sure which way to go. Be upfront: “OK, I’m pretty uncertain about this, but given what we know, let’s proceed with X.” If later on you need to course-correct, explain why. People are usually fine with a pivot if it’s clearly communicated.
Here’s the good news: when you’re honest about not knowing, people trust you more.
Why? Because they’re not left wondering if you’re bluffing. Vulnerability isn’t a liability—it’s a leadership superpower. It builds trust by showing people that you value truth over appearances.
So, stop pretending. Show real confidence by being honest and accountable. It’s what separates insecure leaders from the truly strong ones.
Want to read more about vulnerability as a leadership superpower? Check out this article on apologising at work.
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