#185: Ditching the Self-Doubt Tax by Developing Authentic Confidence at Work

May 20, 2024
2:00 pm

In this episode, I interviewed Julie Smith, Founder of Talent Sprout Limited, about her journey starting her consulting firm after many years in HR leadership. We discussed the challenges of developing talent and overcoming self-doubt, particularly for women advancing in operations roles.

Julie explained concepts from her new book, “Coach Yourself Confident,” including the “self-doubt tax” and strategies for embracing confidence. We also talked about the impact of insecurity in toxic work environments and how to lead effectively even with difficult bosses.

Listen to the full discussion here:

Stream by clicking here.
Download as an MP3 here.

Connect with the Guest:

Julie Smith, the founder of Talent Sprout Limited, had a 15+ year corporate career with Mars and PepsiCo before founding Talent Sprout. Her extensive experience at the director level in demanding, fast-paced organizations equips her with firsthand knowledge of what it takes to succeed. This background enables her to empathize with leaders facing the highs and lows of corporate life and support them as they navigate the challenges of senior roles.

Questions I Asked:

Why did she leave PepsiCo after many years in HR leadership roles to start her own consulting firm?
What were some of the main challenges Julie faced in starting and managing her own consulting business?
What are the key concepts discussed in her recently published book “Coach Yourself Confident”?
Can she share examples of impactful coaching engagements and outcomes she has experienced?
What are her perspectives on developing talent and overcoming self-doubt in business environments?

Show notes:

[01:13] Was there a specific event or realization that prompted Pepsi, a company known for its strong HR practices, to consider alternative approaches in its setup despite its success in areas like culture, learning, and talent development?
[3:30] What were some of the main challenges, and what aspects of the journey have made it so worthwhile that you’re continuing forward after 14 years?
[5:37] When dealing with executives and production companies, do you have any secrets or strategies that work particularly well in opening up minds and getting people on board with talent development initiatives?
[10:39] Are there any practical tools, perhaps one or two that you frequently discuss in your book, that individuals can readily apply to help themselves in talent development initiatives?
[15:34] Are there specific strategies or structures beyond mentorship programs that you’ve observed to be particularly effective in talent development across the various companies you’ve worked with? While not specifically focusing on women, are there any insights or approaches that stand out as being especially successful in this regard?
[23:43] Could you share one or two examples of instances where you’ve seen a significant impact in your work with executives or organizations, from the starting point to the end point?
[30:05] If you’re in a team with leadership challenges and the main leader isn’t addressing them, what practical steps can you take within your realm of influence to navigate the situation effectively?

Quotes from the Episode:

“I think it takes a lot of how you reach into your values, what’s important to you, and your sense of responsibility for both peers and the broader organization to step forward and stay in your center really adult place.”

“It’s incredibly difficult to work for somebody whose behaviors feel like they cross a values line, whether it’s your personal values or the organization’s stated values. You don’t allow that bad behavior to impact the people to the extent, and you don’t allow it to affect the commitment of those beneath you to lead in a positive and beneficial way for the organization.”

“Being comfortable in your own skin means knowing who you are and being okay with that.”

“One of the most challenging versions of self-doubt is when individuals don’t admit it. Instead, you may see bluster, proving, and arrogance, which can be disconnecting for others. While imposter syndrome is often associated with women, it’s not solely a female issue; men also experience it. However, men may find it harder to admit, leading them to bury it under an overly confident facade.”

Soundbite from the Episode:

About the Host:

What a great discussion I had with Julie Smith. I am your host, Radu Palamariu, Managing Director of Alcott Global for APAC and Europe, working on C-level and top management executive search assignments with Top Fortune 500 companies and local conglomerates in value chains for manufacturing, logistics, transportation, supply chain management, and e-commerce and also the co-author of “From Source to Sold – Stories of Leadership in Supply Chain”.

Alcott Global provides Executive Search Solutions for key positions at all pillars of the end-to-end value chain: planning, procurement, manufacturing, logistics, e-commerce, and overall supply chain operations.

In our Makers & Movers face-to-face events, we bring together value chain executives to connect, collaborate, and innovate – a forum focused on business value creation.

Yearly, we celebrate and award the Top 30 Leaders in Supply Chain for their achievements in digitizing operations, decarbonization, and sustainability, as well as in creating a diverse and equitable environment for supply chain teams to thrive and excel.