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Why Competence Doesn't Always Create Confidence
- July 15, 2026
One thing that has been recurring over the years, whether I have been coaching leaders and managers, quality assuring trainers or delivering leadership development, is that competence and confidence are not the same thing.
In reality, my experience is some of the most capable people I have worked with have been the least confident.
That might sound strange, but it is something I have seen time and time again.
People often assume that confidence naturally comes with experience. That if someone is knowledgeable, skilled and performs well, they will automatically believe in themselves.
The reality is often very different.
I have worked with individuals who have years of experience, recognised qualifications and exceptional technical ability, yet still question whether they are good enough. At the same time, I have met people with far less experience who appear incredibly confident.
It constantly reminds me that confidence is not always a reflection of competence.
I am sure many of you reading this will resonate with the words competence and confidence and reflect on yourself.
In This Article You Will Learn
In this article, we explore why competence does not always create confidence, why this matters for leaders and organisations, and how coaching and leadership development can help people recognise the capability they already possess.
See here for any information on our Leadership and Management training
We Are Good at Measuring Competence... Not Confidence
Most organisations have well-established ways of measuring competence, let’s face it in the past the focus has been on technical skills. If you look at last week’s blog I talked about the term soft skills and how a label creates such a judgement in us.
Qualifications, Performance reviews, Skills assessments, Training records, Professional development.
All of these have an important place, and rightly so.
However, very few organisations spend the same amount of time understanding confidence in their people and their teams. Our coaching team regularly talk about this see here for information on our coaching services
Over the years I have seen incredibly capable people hold themselves back because they underestimate what they bring to the workplace, decision making becomes an issue for many. They avoid opportunities, hesitate before applying for promotion or question decisions they are more than capable of making.
The frustrating part is that their capability has never really been the issue.
It is often their confidence that needs developing.
I have seen this in so many people and people you would not expect to see it in, as always once you create a safe space all of this unravels.
Confidence Looks Different in Everyone
One of the reasons I enjoy coaching so much is that every individual is different.
Confidence is not always loud, it is quiet. It is not always the person speaking the most in meetings or putting themselves forward for every opportunity.
Sometimes it develops gradually through encouragement, experience and support.
As leaders, we have to be careful not to mistake confidence for competence, I have seen this mistake quite a few times.
The loudest voice in the room does not mean always the most capable, equally, the quietest person may have the greatest potential.
Over the years I have learned that one of the most valuable things a leader can do is recognise potential before someone recognises it in themselves.
AI Can Measure Performance, But It Cannot Build Confidence
Artificial Intelligence is changing how we work, and there is no doubt it brings enormous opportunities. Hopefully you have read our recent newsletter and recent blogs on AI. If not reach out and I will send a link for the newsletter.
It can analyse information, identify trends and help organisations make faster decisions.
I use AI myself and see the benefits every day as written about in my blogs.
However, AI cannot recognise the hesitation before someone volunteers an idea, it cannot sense when a new manager is questioning whether they are good enough.
It cannot build confidence through trust, encouragement and meaningful conversations.
That remains one of the most important roles of leaders, coaches and managers.
I consistently write as technology continues to evolve; I believe these human skills will become even more valuable.
Confidence Grows Through People
One of the biggest lessons I have learned throughout my career is that confidence rarely develops in isolation. It develops because someone believes in you.
A manager gives you an opportunity, or a coach asks the right question.
A trainer creates a safe environment to learn; someone recognises your potential before you do.
We see this regularly across our Leadership and Management Programmes, our coaching services and our Train the Trainer courses, see here for information on our train the trainer courses. Often people arrive believing they need more knowledge, when they already have the capability. What they need is the confidence to use it.
That is one of the reasons I believe leadership and management is becoming more human, not less.
Helping people recognise their own capability may be one of the most valuable skills a leader can develop.
Frequently Asked Questions
Can someone be competent but lack confidence?
Yes. Many highly capable people underestimate their own ability despite having the skills and experience to perform well.
Why is confidence important in leadership?
Confidence helps leaders make decisions, communicate effectively and support others, but it should always be balanced with self-awareness and good judgement.
Can coaching improve confidence?
Yes. Coaching helps individuals recognise their strengths; challenge limiting beliefs and build confidence through reflection, experience and action.
Will AI help people become more confident?
AI can support learning and development, but confidence is built through human relationships, experience, encouragement and trust.
Why should organisations develop confidence as well as competence?
Developing confidence alongside competence helps people reach their potential, take on new opportunities and perform more effectively in the workplace.
Final Thoughts
Over the years I have come to one simple conclusion. Competence and confidence are two very different things; one can often be measured.
But the other must be developed, which takes time and focus.
Perhaps one of the greatest opportunities leaders have is not simply developing people's skills but helping them recognise the skills they already have. Coaching skills are so needed in all managers, I really focus on this on all of our management training.
Because sometimes the biggest barrier to performance is not capability.
It is believing that the capability is already there.
If you would like to learn more about our Leadership and Management Programmes, Coaching Services or Train the Trainer courses, please get in touch with Target Training Associates.
Contact us here on Tel 0800 302 9344 or via the link below.
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