We hope that the year has started well for you and your organisation.
With the global stage set for change in 2025, the need for decisive, value-driven and self-aware leadership has never been greater.
The new year has arrived amidst political transitions, challenges, and continued economic pressures. Under this backdrop, strong leadership is not just essential to successfully navigate uncertainty, but also to work towards transforming challenges into opportunities. Skilled leaders have the power to guide their organisations toward stability, innovation, and success.
Confidence is crucial for leaders. It inspires trust, motivates teams, and fosters decisive action. A confident leader can help to steady the ship in uncertain times. Their confidence could help them make bold and informed decisions and enable them to tackle challenges head-on.
A good dose of self-awareness and an understanding of the impact of one’s behavioural make-up on others will help to balance the scales.
Awareness of others is equally important. How do your people need to be managed? How do we need to package communication to ensure that the message is received as intended? How can we bring and keep the team on board? What support do they need?
A confident leader who is unaware of their employee’s confidence levels might risk leaving their team behind. A good but slightly risky initiative might fall flat because the team doesn’t have the immediate confidence to follow.
By understanding and addressing their team member’s confidence, leaders can provide the support, development, and encouragement needed to create a positive and trustworthy environment where individuals feel valued and capable.
That is the topic of our latest bite-sized conversation on what makes people tick.
Understanding ‘confidence’ is far more complex than it seems. Confidence is often seen as something that you either have or lack. The reality is far more nuanced.
In this latest episode, Fiona Brookwell and Michael Jones talk about the three distinct types of confidence: self-confidence, social confidence, and knowledge-based confidence. These “muscles” play unique roles in shaping how we interact, create, and contribute in personal and professional settings.
They discuss how these confidence types are not always present in equal measure and that they might not be aligned. What feeds and energises them? What does it mean for someone with high social confidence to work in an office of introspective people? Can someone who feels ill at ease in social situations successfully deliver a presentation? Do we give those who need introspection space for deep thinking and reflection? Can we flex either way?
Our natural preference for introversion or extraversion affects our confidence. Both bring valuable contributions to workplace dynamics and creativity. However, fostering awareness of these contrasting preferences can lead to stronger team collaboration and better communication.
So, whether you’re naturally introspective, thrive on social interaction, or find yourself somewhere in between, this episode provides practical insights into how to navigate a world that often leans toward favouring extraversion. It’s also a reminder that confidence isn’t one-size-fits-all – it’s a blend of different drives, skills, perspectives, and personal strengths. Confidence is a muscle that benefits from exercise!
Why not explore our full library of short conversations on people matters? Which episode did you find most surprising?
Staying on the topic of confidence….
It takes the right mindset and tools to confidently take control of your career. It also takes confidence for a manager to have effective career development conversations and help your employees develop.
In the last edition of People Matters, we introduced Career Intelligence® Conversations.
This training programme has been developed by Anita Rolls, a trusted Business Partner at RPX2.
It is designed to provide managers and employees with the necessary toolkit to engage in more meaningful, trust-building conversations that strengthen relationships and drive positive – and mutually beneficial – outcomes.
We are pleased to share that Anita has just published #Take The Wheel: How to Drive Your Career Growth Within Role and Beyond. This guide asks whether you are steering your career with intention or just drifting along? It’s designed to help you to take control of your professional journey with confidence and clarity.
It’s packed with actionable strategies, real-world examples, and thought-provoking exercises that are directed at recent graduates, experienced professional, and team leaders alike. The guide offers tools you need to align your personal ambitions with organisational success — without sacrificing your well-being.
If you are ready to “Take the Wheel”, and transform the way you and your organisation manage careers and development, please speak to Anita Rolls today.
Registrations are now also open for the first-ever Career Intelligence® Live Webinar Series: “Take the Wheel – How to Own Your Career as an Employee.”
This series begins on Wednesday, 5th February and has been designed to accommodate employees worldwide, across all time zones, and from organisations of any size, including non-profits.
If you would like to learn more or reserve your spot, please click here to find out more.
Why not join our conversation with Anita as she passionately shares the story behind the Career Intelligence framework.
In the last edition of People Matters, we announced the launch of our curated new range of transformative development programs and consultancy services that address your top business challenges.
Here is a reminder:
Please get back to us if you have any questions or visit our website to find out more about the products and services at RPX2 Ltd.
At RPX2 Ltd, we are all about data, insights and action. As a Certified Elite Partner of The Predictive Index (PI) and international specialist in Talent Optimization, we empower businesses to make data-driven people decisions with confidence.
Knowledge transfer is key, and we offer the popular PI Drive Results with Talent Workshop to all our PI clients.
This interactive executive workshop gives you all the skills, knowledge and theory you need to successfully apply the PI methodologies and tools, decode workplace behaviour, create a self-aware and agile organisation, and optimally align your people strategy to your business strategy to maximise results.
Here is what some of our participants have said about the course:
“We found this course eye-opening and extremely informative”
“A workshop of outstanding quality. The combination of professionalism and geniality made learning easy for me”
“With each session, I found the next level of understanding unlocked, almost as if my vision was being sharpened”
“The trainers were very approachable and made the information easy to digest”
“It was not only a great experience in learning something new, but also an opportunity for deep self-understanding”
“If your people/employees are a key to your success in your business, then this workshop will give you advanced insights into truly making them your competitive differentiator”
“Our trainer was so knowledgeable about the product and friendly. You were never made to feel awkward about asking a question”
“I highly recommend this course to anyone hoping to better understand the correlation between behaviour and job requirements”
Please get in touch with the Training Team for more information or visit our workshop booking page (sorry, for existing PI clients only). Spaces are going fast, so book early to avoid disappointment.
Curious but not a Predictive Index client yet? Please contact Michael Jones for an informal chat.
Why not explore the other products and services at RPX2 Ltd and find out how our expertise can empower you to address your people, leadership, and performance challenges. We’re excited to help you unlock the full potential of your teams and achieve your goals with confidence.
Get in touch with Michael Jones today – let’s make 2025 a year of confident leadership, data-driven people decisions, meaningful impact, and purpose-driven progress