Promoting self-efficacy: Small levers, big impact
- Aurelia Hack
- Nov 12
- 5 min read
Reading time: approx. 6–8 minutes
A new project. New software. A difficult decision. And suddenly you hear that little voice inside you: "Can I even do this?"
Almost everyone knows this moment – either personally or within a team. And yet, it is often overlooked in many organizations: Instead of addressing self-doubt and insecurity, new targets are set, bonuses are promised, or training courses are mandated.
This might help in the short term. But in the long term, something crucial is missing: the feeling of being able to make a difference.
This very feeling – the so-called self-efficacy – is the silent engine behind motivation, engagement and mental health.
It determines whether we face challenges with courage or retreat, whether we want to learn new things or remain in stress mode.
Studies show: People with high self-efficacy
are more committed
more resilient to stress,
and perceive their work as more meaningful and fulfilling
What self-efficacy really means
The term originates from the psychologist Albert Bandura .
He describes self-efficacy as "the belief in one's own ability to successfully perform certain actions in order to achieve desired results" .
In a work context, this means: I trust that my actions matter. That I can overcome challenges – not because it's easy, but because I believe in myself.
People with high self-efficacy
set more ambitious goals,
They remain persistent even in the face of setbacks.
and view mistakes as learning opportunities rather than defeats.
Conversely, this means that if a company lacks confidence in its own effectiveness, then even the best incentive system is useless.
Why self-efficacy is the underestimated lever for motivation and mental health
1. Self-efficacy increases performance and commitment
People who believe in their abilities show, on average, higher work performance – regardless of intelligence or experience.
A meta-analysis with over 20,000 participants revealed that self-efficacy explains around 28% of the variance in job performance – more than many classic motivational factors.
Another study also showed that employees with high self-efficacy are more likely to take on responsibility, show more initiative, and contribute more to team success.
2. Self-efficacy protects mental health
Self-efficacy is more than a performance factor – it is a psychological protection mechanism .
People who perceive themselves as effective,
report fewer burnout symptoms,
experience stress as more controllable,
and show faster recovery after exertion.
A large-scale study showed that the higher the self-efficacy, the lower the risk of emotional exhaustion and psychosomatic complaints.
The same applies in a corporate context: Employees who feel empowered experience crises as challenges – not as threats. And that is precisely one of the strongest resilience factors in the workplace.
3. Leadership influences self-efficacy – every day
Managers play a key role.
Research shows that managers who strengthen trust, autonomy and competence automatically promote the self-efficacy of their employees.
Self-efficacy doesn't develop in isolation. It grows where leadership fosters trust, allows for mistakes, and makes potential visible.
Three levers that leaders can use to strengthen self-efficacy in everyday life
Here are concrete measures you can use as a manager – effective and practical.
Make small successes visible – instead of only celebrating big goals
Bandura called them "Mastery Experiences" – successes that show: I can really do this.
Practical ideas:
Break down large projects into intermediate goals so that progress becomes tangible.
After completion, celebrate not only the result, but also the learning journey.
In retrospectives, consciously ask: “What worked well – and why?”
Studies show that even consciously perceiving small steps forward significantly increases motivation.
Promoting role models and peer learning
Self-efficacy also arises from observing others – so-called “vicarious learning”.
Practical ideas:
Peer learning sessions: Colleagues share how they have overcome challenges.
Leaders speak openly about their own learning processes – that's encouraging.
Making success stories visible: "This is how we did it."
When employees see that others have been successful in similar situations, their fear of failure decreases – and their belief in their own ability grows.
Creating space for reflection and psychological safety
Self-efficacy requires security.
Where mistakes are punished or weaknesses are taboo, a genuine sense of effectiveness cannot arise.
Practical ideas:
Regular reflection sessions: "What helped me to find a solution?"
Focus on resources rather than deficits.
“Fail-forward” rituals: Mistakes are shared as learning opportunities.
A study by Harvard Business School showed that teams with high psychological safety also exhibited significantly higher self-efficacy – and were more innovative.
Conclusion: Self-efficacy is the new performance system
Self-efficacy does not mean: "I can do everything."
Rather: "I know that I will find ways – and that my actions count."
Leaders who strengthen this feeling create a work environment in which people take responsibility, want to learn, and are energetic about their work.
And this has an effect: on motivation, mental health – and ultimately on the numbers.
What you can do to strengthen your self-efficacy
Self-efficacy is not a talent that you "have or don't have" – it can be trained.
And that's exactly the good news: Even small changes in your attitude and your daily routine can make a big difference.
Here are three effective ways to strengthen your own sense of self-efficacy:
1. Reflect on successes – even the small ones.
Our brains are programmed to notice mistakes, not progress. Therefore, regularly remind yourself of what you have accomplished – even if they are only tiny steps.
Tip: Keep a "success journal" or write down three things you did well every Friday. This trains your brain to recognize success – and strengthens your confidence in your abilities.
Studies show that just two weeks of conscious reflection on success measurably increases the sense of self-efficacy.
2. Seek out challenges – not just security.
Self-efficacy doesn't grow in comfort zones, but in learning zones.
When you face new situations, you gather evidence that you can master even the uncertain.
Tip: Choose tasks that slightly overwhelm you – about 10% above your comfort zone. This creates "success through effort" – the most effective self-confidence training of all.
3. Embrace the change of perspective
Effectiveness often doesn't come from everything working out – but from how you view setbacks.
If you interpret a mistake as "proof that I'm not good enough," your self-efficacy shrinks. If you see it as a "data point for learning ," it grows.
Tip: After every setback, ask three questions:
What did I learn?
What can I do differently next time?
What shows me that I have still made progress?
This conscious change of perspective reduces stress and strengthens resilience.
Conclusion:
Self-efficacy therefore begins in the mind – but it has an effect on the entire system.
The more often you experience that your actions matter, the clearer it becomes: You are not the product of your circumstances, but of your attitude towards them.
If you want to strengthen your team or your company – mentally, emotionally and effectively – then let's talk.
I support leadership teams, organizations and individuals in creating work environments where motivation is not based on pressure, but on meaning, trust and self-efficacy.
💭 Reflection questions to take away:
When did I last feel truly effective in my work – and what contributed to that?
How often do I encourage others to find their own solutions – instead of giving quick answers?
What small successes could I make more visible within my team to foster greater self-confidence?
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