Que faites-vous si votre patron ne fait pas confiance à vos capacités d’évolution de carrière ?

Hearing this from your leadership smacks you in the face and stings like a cold shower. No one wants to hear this and it feels personal. There is a reason your leader said this. Request time with them to get the no kidding, facts behind their reasoning. Ask great questions and then sit down and see things from their perspective. They see things you don’t. Find out what you control and what is out of your control. For what you control, make plan and move forward. For those out of your control, let them go. If you have additional insight to give to your leader that could change their mind, share it with them in the follow up meeting you schedule after the fact finding meeting.

Energy and mindset are contagious. If your leader doesn't trust you, is it possible that you don't trust them? If that's the case, what steps are you willing to take to build mutual trust? That said, professional development must have mutual goals. Create a professional development plan that puts front and center the areas in which your leader wants you to grow. Once you've done so, I believe they'll be much more open to the areas in which you believe you should grow.

In my experience, my boss did not believe in my abilities, but I was able to gain her trust by providing daily documents and facts about my abilities, so that in her absence, I became the leader of the organization.

En cuanto a evaluar honestamente tus capacidades es importante el evitar ocultar información o engañar sobre tus conocimientos o certificaciones, se necesita construir relaciones de confianza y no es suficiente el hecho de que tengas un conocimiento sino que al certificarlo sea verdadero. Por mi experiencia conozco profesionales que lamentablemente colocan en sus perfiles profesionales muchos certificados y a la hora de validar esos conocimientos carecen de las competencias, por lo tanto siempre trata de ser sincero , realiza tu trabajo con excelencia y si te equivocas siempre debes reconocerlo.

This can feel frustrating. The tendency when we feel frustrated is to push back and let emotions such as anger, overwhelm, or sadness take over our self talk. It may seem counterintuitive, but try taking a step back for a minute to truly hear what your boss has said to you in an objective way. What words were used? Where exactly is the capabilities gap they believe you have? When you reassess the conversation with an open mind, you come from a place of increased resourcefulness and ability to react constructively. As Stephen Covey said "Seek first to understand, then to be understood."

Schedule a meeting with your boss to openly discuss their concerns about your abilities and career growth. Approach the conversation with curiosity and a genuine desire to understand their perspective.

Understanding what is important to your immediate supervisor helps in adjusting where you should primarily spend your energy, especially if you recently started in the role. Additionally, show them that you are there to make their job easier and that you are important to the process and to them.

Como líder, he aprendido que la clave para fomentar relaciones laborales efectivas reside en el diálogo abierto. Al conversar con tu jefe sobre tus metas y percepciones, es vital buscar entender antes de ser entendido. Solicitar ejemplos específicos sobre tus áreas de mejora no solo muestra compromiso, sino que también abre puertas a oportunidades de desarrollo personalizadas, fundamentales para construir confianza mutua.

Yes, I agree, but some leaders have reached this position very soon before they have reached the full maturity of leadership, and we must show them our abilities in such a way that they really nail it.

It is always important to get specific feedback and ask for examples and explanations to better understand the situation. An example: „You are not experienced enough.“ should be questioned and asked for details and for improvement potential and next steps.

Además de fijar metas también debes mostrar disposición ,particularmente como líder de procesos si observo un colaborador que no muestra iniciativa y evade asumir pequeñas nuevas responsabilidades, no podrá aspirar a que le asigne oportunidades pues no voy a confiar en sus competencias. Mi recomendación es que muestre iniciativa y pidale a su jefe que le haga seguimiento para que poco a poco confíe en las habilidades adquiridas

Regarding the worries and concerns in which the boss has clear goals, using the OKR method, i.e. objectives and key results, step by step, he should get closer to them and track them so that the boss knows about my capabilities and knows that I I will not go astray

Ask for specific feedback on areas where your boss feels you may be lacking. Understanding their concerns can provide valuable insight into areas for improvement and help you address any misconceptions.

Le feedback est indispensable. mais ce qui importe n'est pas d'avoir simplement des infos de sa part mais de boucler ces informations donc d'en faire quelque chose. Une question pourrait être simplement : ok, et comment puis-je m'améliorer par rapport a ce que vous venez de dire ?

Yes, if we constantly get feedback from the boss and ask him for his opinion after reaching every key result, he will happily give feedback, and because we respect his opinion, his trust will increase little by little, and this will bring you closer in a short period of time. It becomes your boss

When you combine your capabilities and, for example, using the software you know, prepare an analysis and report without the request of the boss and voluntarily, the boss will realize your analytical ability and also your self-motivation, and this is the winning card.

Take proactive steps to address any perceived gaps in your skills or experience. Look for opportunities to volunteer for challenging projects or seek out opportunities for professional development on your own.

En mi experiencia, demostrar iniciativa es esencial para destacar en cualquier entorno profesional. Al ofrecerme para liderar nuevos proyectos, no solo he podido mostrar mis capacidades, sino también reafirmar mi compromiso con los objetivos del equipo y de la Empresa. Este enfoque proactivo es una pieza clave para modificar la percepción de los líderes y fortalecer la confianza en tus habilidades.

L'initiative doit être cependant bien jaugée. Si une personne a une basse perception des compétences et qu'elle vous voit vous lancer dans un nouveau projet, dans sa logique il lui serait normale de vous freiner, d'avoir peur plutot que d'en attendre un résultat positif. A utiliser stratégiquement donc.

Contar con un mentores ha sido transformador en mi carrera. Este acompañamiento me ha permitido ganar perspectivas valiosas y enfocar mejor mis esfuerzos de desarrollo. Al buscar activamente mentoría, no solo me ha ayudado a nivel personal, sino que también refuerzas de esta manera la confianza de tu jefe en tu capacidad para avanzar y contribuir significativamente a la organización.

Le meilleur mentor est celui qui nous critique, même si ce n'est pas agréable de lui demander. Mais en faire un allier, prendre sur soi est parfois un moyen stratégique de garder la main sur ce qui se déroule.

Las criticas constructivas siempre te van a ayudar , como profesionales a medida que pasan los años creemos que somos cero error y es al contrario, así que las críticas constructivas te ayudaran a el crecimiento profesional, por lo tanto, identifica siemre el propósito de los comentarios de tú jefe y si descubres que hay algún conocimiento que necesitas adquirir ponte manos a la obra y comienza a buscar la ayuda o a estudiar porque todo se puede aprender.

It may mean that it’s time to move on as you have outgrown your current situation. We cannot expect our boss to be our everything.

Though it would be nice, it’s realistic to understand that everyone will not be your mentor nor champion. If your direct boss lacks trust in your ability to grow, take initiative to schedule a meeting to request specific examples that support your boss’ thought process. Additionally, verbalize your vision and goals for the position you’d like. Being open to listen to what may be tough to hear places you in a position to accept or reject the feedback. If there are no examples to support your boss’ opinions, you then have opportunity to remain the same, improve in response to the recommendations or refuse to let the opinion of one stop the progression of your career.

Build Trust Over Time. Recognize that rebuilding trust may take time and consistent effort. Focus on consistently delivering high-quality work and demonstrating your commitment to personal and professional growth.

I believe in this type of situation, actions speak volumes. Invite the boss to a meeting to discuss your professional goals and be curious as to what steps you need to achieve them. Ask your boss what support you can expect from them. Continue to let your performance be a testament to your competence.