Confidence Counts

Joseph was smart, prepared, and exactly the kind of young person our industry hopes to attract.

Yet when standing up to introduce himself to potential employers, he managed just one sentence before sitting down and quietly saying, “I can’t do this.” That had nothing to do with talent. It had everything to do with confidence.

Last month, I had the pleasure of working with interns from the Center for Insurance Transformation, helping them prepare two-minute introductions for hiring firms. Earlier that day, Joseph (not his real name) pulled me aside and asked if I had any advice on how to “not be so nervous” speaking in front of a group. I reassured him that these nerves are common. Behavioral research consistently identifies public speaking as one of the most widespread sources of anxiety, particularly early in a career.

We practiced his introduction for 30 minutes. He was thoughtful, articulate, and ready for the presentation. But when the moment arrived, nerves—and something deeper—took over.

After the session, I spoke with Joseph again. I gently pointed out that many other students in the program had been just as nervous, but they pushed through. That’s when he said something that stopped me in my tracks: “I don’t feel like I belong here.”

There it was.

Joseph was just as capable as his peers, but he lacked confidence. He later shared that he had grown up in very difficult circumstances and was never told he was “good enough.”

That conversation crystallized something I’ve seen many times: lack of confidence can be the single biggest factor in how far a young person goes in a career.

Joseph has enormous potential. He’s smart, personable, and professional. On the surface, there are no obvious signs that he struggles with confidence. That’s what makes confidence such a powerful—and hidden—differentiator in career success.

Confidence Matters

Confidence is important at every stage of life, but particularly early in a career. It affects whether someone feels comfortable asking questions, can recover from mistakes, engages with clients and executives, and contributes meaningfully to a team. Confidence shapes not just how employees perform, but how quickly they accumulate experiences that build momentum. The assured employee volunteers for a client call, presents an update, and asks for feedback.

Each of those moments is another data point leaders use when deciding who is ready for more. Conversely, self-doubt can slow career progression because confidence conveys readiness. Lack of confidence can make a worker seem disengaged or short on ambition. Senior leaders sponsor those they notice, not those who stay in the background. The downside to the firm is that talented individuals who lack confidence may soon feel unseen or valued and may leave the organization.

Many of today’s interns are the first in their families to work in a corporate environment. They haven’t been exposed to the unspoken rules, norms, and expectations that exist in business. Without confidence, they can easily fall prey to imposter syndrome—questioning whether they truly belong in this world.

It’s up to industry leaders to help them navigate a world that may feel unfamiliar and intimidating. But identifying this issue can be difficult. Lack of confidence doesn’t always look like insecurity. In fact, it’s often quite subtle.

Common, but easily overlooked, signals include:

• Overpreparing but reluctant to speak up (Joseph was a classic example.);
• Excessive apologizing: “Sorry to bother you,” “This might be a dumb question…”;
• Minimizing accomplishments: not taking credit for work they’ve done or downplaying its importance; and
• Avoiding stretch assignments: not raising a hand, even when they’re capable of taking on a new job.

Lack of confidence does not mean a lack of ambition. Often, it shows up as fear—of making a mistake, of not getting it right.

Building Confidence

Here are practical ways leaders can help in the workplace:

• When giving feedback, be specific and timely. “You handled that client’s question really well” is far more powerful than just saying “Good job.” It helps interns internalize what good looks like.
• Share your own early mistakes. Say things like, “You’re not expected to know this yet” or “Asking questions is part of the job.” Let young professionals know that imperfect presentations and nervous moments are expected and acceptable.
• Ask open-ended questions such as, “What do you think about this?” or “What would you do next?” Avoid putting interns on the spot in ways that feel evaluative rather than supportive.
• Give interns ownership of small, manageable pieces of work, with the support they need to succeed. Confidence grows fastest through successful experiences.
• Advocate for them when they’re not in the room. Share positive observations with others—and let the intern know you did so. This builds trust, belonging, and confidence.

There are also many pitfalls to avoid when engaging with young professionals. Don’t confuse their silence for disengagement. Don’t assume confidence will naturally develop over time without support. Don’t reserve feedback only for when something goes wrong; positive feedback is critical. Don’t underestimate the weight of your words; they matter more than you think.

The Big Picture

The Council Foundation’s mission is to attract new talent into our industry and to help our members retain it. Confident interns and early career professionals stay. They raise their hands. They grow into leaders.

As the insurance sector builds our intern and apprenticeship pipelines, let’s build them with young people who truly see themselves as part of our industry.

You may never fully know the impact of the confidence you help build—but the person receiving that support always will. Sometimes, the most lasting investment in someone’s career isn’t what we teach them. It’s helping them believe that they belong.

A quick update on Joseph: with thoughtful coaching and encouragement from the Center for Insurance Transformation team, Council staff, and his college dean, Joseph approached his internship interviews with growing confidence—and it showed. He aced the interviews and was selected by his first-choice firm for a summer internship.