Stop Sabotaging Your Success

In this episode, Cindy Esliger explores how we negotiate against ourselves before we ever have the chance to ask for what we want. We talk ourselves out of raises, opportunities, and difficult conversations because we've already decided the answer will be no. Cindy examines how our inner critic and inherited limiting beliefs convince us that we're simply being realistic when we're actually letting fear make our decisions. She explains why the first negotiation is always with ourselves and how questioning our assumptions, building better beliefs, and asking for more can change the direction of our careers.

Our inner critic rarely announces itself as fear. Instead, it shows up disguised as practicality, humility, or realism. Cindy explains that our inner critic isn't the enemy; it's a protector working from an outdated job description. Rather than trying to silence it, we can reassign it to help us prepare. She explores how inherited beliefs keep us playing not to lose instead of playing to win, and why asking ourselves courageous, open questions is essential to understanding what we actually want. Negotiation isn't about rehearsing the perfect argument. It's about gathering information, understanding different perspectives, and finding ways to create value for both sides.

Asking for more is one of the lowest-risk, highest-reward moves available to us, yet so many of us, especially women, have been conditioned not to do it. Cindy explains why refusing to ask is often just another way of protecting ourselves from rejection that might never happen. She shares four practical steps for negotiating more effectively at work: 1. Do the legwork, 2. Think beyond salary, 3. Be realistic, and 4. Keep it professional. She also explores how crafting a message that resonates with the other person and making requests one at a time can strengthen our position. We may not get everything we ask for, but we'll almost certainly get less than we deserve if we never ask at all. It's time to stop negotiating against ourselves and stay in the game long enough to find out what happens. 

Key Moments:

00:00 The Negotiation Before the Negotiation

03:03 When Fear Disguises Itself as Reality

04:23 Reassigning Your Inner Critic

07:15 How Limiting Beliefs Hold You Back

10:09 Rethinking What Negotiation Really Means

11:41 The First Negotiation Is With Yourself

13:02 The Power of Asking Courageous Questions

15:54 Why You Need to Start Asking for More

17:18 Why Women Face Additional Negotiation Challenges

20:06 Why Good Work Doesn't Speak for Itself

21:32 Four Steps to Negotiate More Effectively

22:59 Anchoring, Communication, and Making Your Ask
 

Resources discussed in this episode:

• Guide to Winning the Negotiation with Yourself
• Astronomic Audio
• Confidence Collective

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Contact Cindy Esliger 

Career Confidence Coaching: website | instagram | facebook | linkedin | email

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Cindy Esliger explores the invisible work of managing everyone else's emotions while quietly suppressing our own. Being the steady one at work, smoothing over awkward moments, and absorbing other people's frustrations can become so automatic that we don't even recognize it as work. Cindy explains how emotional labor and the habit of keeping the peace can leave us exhausted, especially in male-dominated workplaces where women are often expected to manage the tone of the room. She examines why we take on problems that aren't ours to solve and how setting boundaries can help us reclaim our time, energy, and peace of mind.

Managing everyone else's feelings can mean doing two jobs at once: our actual job and the emotional maintenance for everyone around us. Cindy explains how fawning, the stress response that has us appeasing and accommodating others to keep the peace, can drain our mental energy and chip away at our confidence. This becomes particularly challenging when dealing with a coworker or friend who constantly complains and leaves us feeling emotionally depleted. Cindy identifies three types of complaining that are important to distinguish: 1. Venting to release frustration, 2. Problem-solving to seek advice or find a path forward, and 3. Ruminating on the same problems without attempting to resolve them. Recognizing the difference helps us understand when someone genuinely needs support and when we've become a receptacle for their frustrations.

Setting boundaries doesn't mean we don't care about someone. It means we're willing to advocate for our own needs instead of taking responsibility for problems that aren't ours to solve. Cindy shares seven practical strategies for dealing with a chronic complainer: 1. Empathize when it's genuinely warranted, 2. Redirect the conversation when it starts looping, 3. Be intentional about whether we're venting or looking for feedback, 4. Lead by example, 5. Ask before offering an opinion, 6. Don't be dismissive, and 7. Draw a clear boundary around our time and availability. Cindy reminds us that redirection isn't rejection and that healthy relationships are mutually supportive. We can listen, be present, and care about others without becoming entangled in their emotions or feeling responsible for their outcomes. Their problems are not our problems.

Key Moments:

00:00  Introduction: Their Problems Are Not Your Problems

01:26  The Invisible Emotional Labor of Managing Everyone Else

04:10  Fawning and the Cost of Keeping the Peace

05:46  Recognizing When You're Taking On Too Much

07:01  Dealing With the Chronic Complainer in Your Life

08:15  Why Setting Boundaries Feels So Difficult

09:31  Practical Ways to Redirect Difficult Conversations

10:48  Communicating Boundaries Without Guilt

12:04  What Healthy and Mutually Supportive Relationships Look Like

13:25  Three Types of Complaining: Venting, Problem Solving, and Ruminating

14:49  Seven Strategies for Managing Chronic Complainers

16:16  How to Hand Someone's Problems Back Without Being Harsh

17:42  Caring About Others Without Carrying Their Problems

Resources discussed in this episode:

• Guide to Releasing What Isn't Yours to Carry
• Astronomic Audio
• Confidence Collective

—

Contact Cindy Esliger 

Career Confidence Coaching: website | instagram | facebook | linkedin | email

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, Cindy Esliger explores what it really takes to rebuild our careers, professional reputations, and confidence after burnout. Burnout isn't just about exhaustion or dreading another Monday morning. It can change how we see ourselves and the people we work with, leaving us questioning our judgment and assuming the worst about others. Cindy examines why returning to work after burnout can be so difficult, whether that means returning to the same job, changing organizations, or starting over in a completely different field. The goal isn't to prove we can survive the same conditions that burned us out in the first place. It's to redefine what good work looks like and build a career that's actually sustainable. 

One of the biggest contributors to burnout is perfectionism, especially when it's combined with micromanagement and what Cindy calls the myth of control. We convince ourselves that if we work harder, check everything one more time, and eliminate every possible mistake, we can protect ourselves from failure. But that exhausting cycle erodes our confidence and makes us hold on even tighter. Cindy explains how burnout can also lead to cynicism, where we stop giving people the benefit of the doubt and start assuming everyone has bad intentions. While cynicism can feel like hard-won wisdom, it often damages the relationships, trust, and professional opportunities we need to rebuild. Cindy introduces hopeful skepticism as a healthier alternative and offers three ways to challenge our cynical assumptions: 1. Examine evidence before jumping to dark conclusions, 2. Run small behavioral experiments, and 3. Take calculated risks by putting trust in people.

Rebuilding after burnout doesn't mean becoming blindly optimistic or pretending that difficult workplace experiences never happened. It means learning to distinguish between real evidence and the fears we've carried forward. Cindy shares three practical habits to help make that shift: 1. Reduce how much news we consume, 2. Make it policy to share the good things we notice about others instead of defaulting to commiserating, and 3. Treat trust like the experiment it is. By letting go of impossible standards, rebuilding self-trust, and choosing hope over cynicism, we can create something sturdier than the career we had before burnout. We don't have to return to the person who burned out. We can become someone who works differently, trusts more deliberately, and makes decisions based on what we know about our own limits. 

Key Moments:

00:00 How burnout changes the way we see ourselves and others

01:45 What returning to work after burnout really looks like

03:01 Rebuilding professional reputation and trust in our own judgment

04:30 Redefining success by prioritizing sustainability over achievement

05:52 How perfectionism and micromanagement contribute to burnout

07:27 The myth of control and the downward spiral of perfectionism

09:04 Why burnout can turn into cynicism at work

10:17 Why cynics may be less accurate than they think

11:41 The personal and professional costs of cynicism

13:05 How cynicism becomes a self-fulfilling prophecy

14:31 Moving from cynicism to hopeful skepticism

16:03 Three practical steps for challenging cynical assumptions

17:24 Testing expectations and taking small risks with trust

18:49 Why asking for help is an important part of rebuilding trust

20:29 How expecting the worst can limit our opportunities

21:46 Three habits for replacing cynicism with hope

23:23 Building a stronger professional identity after burnout

Resources discussed in this episode:

• Guide to Rebuilding Trust, Confidence, and Reputation After Burnout
• Astronomic Audio
• Confidence Collective

—

Contact Cindy Esliger 

Career Confidence Coaching: website | instagram | facebook | linkedin | email

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, Cindy Esliger explores what healthy professional reciprocity actually looks like and why the people in our inner circle can either accelerate our growth or quietly drain us. Healthy professional peer pressure raises the bar for what we’re willing to accept for ourselves. The right people notice when we start playing small, hold us accountable for goals we identify, and are willing to risk a little friction instead of pacifying us. Cindy also distinguishes mentorship from sponsorship. A mentor gives advice, while a sponsor spends their own political capital by saying our name in the rooms where decisions are actually being made.

Building those relationships requires more than doing excellent work and hoping someone notices. Cindy explains why visibility matters, why feedback should be treated as a gift that we use, and why showing up for others first can serve as both a filter and a magnet. She also examines what happens when being agreeable turns into fawning and makes us the path of least resistance for everyone who needs something done. Reclaiming agency doesn’t require becoming confrontational. It can begin by delaying our default acceptance. Instead of immediately saying yes, we practice disagreement on low-risk issues before the stakes are high, and pay attention to who respects boundaries and who escalates the moment we stop being agreeable.

Ultimately, healthy professional relationships have to include reciprocity. Cindy encourages us to audit our inner circles by asking what we’ve given and what we’ve actually received in return, not as a petty scorecard but as an honest gut check. She recommends testing before investing, clearly asking for the support we need, and protecting our energy when someone consistently proves incapable of reciprocating. Healthy reciprocity is a discipline. Give deliberately, pay attention to what comes back, and recalibrate without guilt. Most importantly, stop mistaking being needed for being valued because those two things are very different, and only one helps build the career we actually want.

Key Moments:

00:00:07 Who Is Actually in Your Corner?
Cindy introduces professional reciprocity and asks whether the people in our professional circles are genuinely rooting for us or simply benefiting from what we provide.

00:01:32 Healthy Professional Peer Pressure
A strong inner circle raises the bar, notices when we’re playing small, and holds us accountable instead of allowing comfortable stagnation.

00:02:53 Are They Pushing You or Pacifying You?
Cindy explains why constant reassurance can create an echo chamber and why people willing to risk a little friction can be valuable to our growth.

00:04:13 Mentors Versus Sponsors
Mentors offer advice, while sponsors use their reputation and political capital to advocate for us in rooms where important decisions are made.

00:05:35 Understanding the Real Power Structure
Cindy discusses how influence doesn’t always follow the organizational chart and why choosing the wrong sponsor can carry professional risks.

00:07:04 Building Trust and Visibility
Reliability, visibility, and acting on useful feedback help build the kind of credibility that creates stronger professional relationships.

00:08:31 Close the Feedback Loop
Using someone’s advice and telling them what happened demonstrates that their input mattered and makes them more likely to give honest feedback again.

00:09:46 Become the Support You Want to Receive
Going first can act as both a filter and a magnet by revealing who reciprocates and attracting people who value the same kind of professional generosity.

00:11:07 Respect Is Social Capital
Cindy explores how giving respect first can build influence and why curiosity about difficult workplace dynamics creates more agency than simply waiting to be treated fairly.

00:12:49 When Fawning Becomes the Default
Compliance, over-accommodating, and avoiding conflict can turn someone into the path of least resistance for coworkers who need something done.

00:14:11 Reclaiming Agency Through Small Boundaries
Rather than suddenly becoming confrontational, Cindy recommends delaying automatic agreement, practicing low-risk disagreement, and watching how people respond to boundaries.

00:15:40 Audit Your Inner Circle
One-sided relationships create a particular kind of exhaustion. Cindy encourages an honest assessment of what we continually give and what actually comes back.

00:17:06 Test Before You Invest
Before committing significant time, energy, or social capital to someone, offer a smaller amount of support and notice whether they reciprocate.

00:18:28 Stop Mistaking Being Needed for Being Valued
Healthy reciprocity requires giving deliberately, noticing how others respond, and recalibrating relationships without guilt when the exchange remains one-sided.

Resources discussed in this episode:

• Guide to Building a Circle That Actually Has Your Back
• Astronomic Audio
• Confidence Collective

—

Contact Cindy Esliger 

Career Confidence Coaching: website | instagram | facebook | linkedin | email

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, Cindy Esliger explores what happens after someone has burned us at work and trusting people no longer feels safe. Betrayal, sabotage, or exclusion can change our baseline assumptions about the people around us, leaving us more guarded and questioning our own judgment. Cindy explains that the goal isn’t to trust people again or throw caution to the wind blindly. It’s to become more discerning about who earns access to us while staying engaged enough to build the relationships, visibility, and alliances we need to succeed. A healthy professional boundary is a filter, not a wall, and graduated trust lets us protect ourselves without running our careers from a defensive crouch.

Rebuilding trust also means learning to take calculated emotional risks again. Cindy explores how measured vulnerability, thoughtful delegation, and small attempts at reconnecting can help us rebuild trust in other people and in our own judgment. She also explains why becoming more politically savvy is an important part of protecting ourselves at work. Political savvy isn’t about manipulation or becoming someone we’re not. It’s about understanding how decisions actually get made, reading formal and informal power dynamics, recognizing unwritten rules, managing how we’re perceived, and communicating in ways that land with the person in front of us. Cindy outlines four ways to improve our political savvy: 1. Start with how we package ideas, 2. Timing matters as much as content, 3. Relationships matter, and 4. Self-promotion.

None of this works particularly well when an old wound makes every interaction feel like a five-alarm threat. Cindy shares five tools worth practicing until they become a habit: 1. Stay present, 2. Visualize the outcome we want, 3. Reprogram automatic negative self-talk, 4. Reframe our thinking around office politics, and 5. Keep perspective. Rebuilding trust is incremental work, made up of small deposits such as one selective disclosure, one well-timed conversation, one delegated task, or one thoughtful thank you. We don’t have to trust blindly to move forward, and we don’t have to stay closed off to stay safe. We can become more selective, politically savvy, and patient as we learn to trust other people and, just as importantly, our own judgment again.

Key Moments:

00:00 How to Rebuild Trust After You’ve Been Burned

03:01 Betrayal, Sabotage, and Exclusion

04:40 Why Boundaries Are Filters, Not Walls

07:45 Reconnecting After Isolation and Setbacks

09:14 Using Vulnerability and Delegation to Rebuild Trust

11:35 Taking Calculated Emotional Risks

13:53 What It Really Means to Be Politically Savvy

16:54 Reading Workplace Dynamics Without Becoming Cynical

20:00 Four Ways to Improve Your Political Savvy

22:40 Five Tools for Managing Your Reactions

24:28 Rebuilding Trust One Small Step at a Time

Resources discussed in this episode:

• Guide to Rebuilding Trust Without Losing Your Edge
• Astronomic Audio
• Confidence Collective

—

Contact Cindy Esliger 

Career Confidence Coaching: website | instagram | facebook | linkedin | email

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, Cindy Esliger challenges the belief that career success comes from being completely self-reliant. Working hard, figuring things out alone, and proving your competence may serve you well early in your career, but that same independence can eventually become a limitation. Cindy explains why career success is never a solo pursuit and why asking for help isn't a weakness but a leadership skill. The people who advance learn how to multiply their thinking through collaboration, build relationships with people invested in their success, and become more strategic about where they spend their time and energy.

As careers progress, hard work reaches a limit on its return on investment. Cindy explores the shift from being rewarded for individual output to being valued for influence, visibility, relationships, and the ability to get work done through other people. She also shares her experience of finally earning a seat at the table in a male-dominated industry, only to discover that being invited into the room did not guarantee her perspective would be heard or valued. Understanding organizational dynamics, knowing where influence actually sits, and building support before important decisions are made are all part of learning to play the game without losing integrity.

Cindy offers four places to start changing our experience at work: 1. It’s more than just optics; 2. We’re not broken; the barriers are structural, not personal; 3. Take up space, and 4. Upgrade the stories we tell ourselves and each other. Confidence is an inside job, but nobody has to build a successful career entirely alone. By creating networks, finding mentors and advocates, making capabilities visible, and learning the rules of the game, it becomes possible to stop simply working harder and start moving forward more strategically.

Key Moments:

00:00 Stop Doing Everything on Our Own

01:35 Why Career Success Is Not a Solo Pursuit

04:24 When Hard Work Reaches Its Limit

05:48 The Career Shift Nobody Warns Us About

07:06 Building a Strategic Career Plan

07:06 Learning to Play the Political Game

08:29 Getting a Seat at the Table

11:09 When Being in the Room Is Not Enough

13:56 Women Do Not Need Fixing

16:44 Building Networks, Mentors, and Advocates

18:10 Confidence Is an Inside Job

19:33 Four Places to Start

23:53 Stop Trying to Do It Entirely Alone

Resources discussed in this episode:

• Guide to Getting Out of Your Own Way
• Astronomic Audio
• Confidence Collective

—

Contact Cindy Esliger 

Career Confidence Coaching: website | instagram | facebook | linkedin | email

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Cindy Esliger explores how to tell the difference between paying our dues and getting stuck with dead-end work that does nothing to move our careers forward. Many talented professionals automatically accept the note-taking, coffee runs, meeting setup, and other busy work because being agreeable feels safer than pushing back. But simply working harder is rarely the answer. Cindy explains why our automatic yes can become a career blind spot and how learning to make more deliberate decisions about where we spend our time can help us move toward the strategic, visible work we actually want. 

Not every unglamorous assignment is a trap. Sometimes doing work we would rather avoid builds trust, develops an important skill or relationship, or gives us visibility with someone who influences where we end up next. Cindy offers a three-question filter for deciding whether to accept, negotiate, or decline an assignment: 1. Does it build a skill or relationship we are actually going to need later? 2. Is it visible to someone who actually influences where we end up next? 3. Would saying no here cost us more politically than just doing it this one time? She also uses the metaphor of solving a maze from the end rather than the beginning. By getting clear on where we want to go and working backward, it becomes easier to recognize the detours and traps before we encounter them.

Once a task really is identified as a dead end, Cindy shares seven ways to decline it or minimize our involvement while protecting important workplace relationships: 1. Reframe instead of flatly refusing, 2. Know the difference between our manager’s top priority and someone else’s request, 3. Offer a reduced-scope version instead of full ownership, 4. Redirect to the right owner, 5. Turn the pattern into data, not a complaint, 6. Ask directly for the visible work, and 7. Manage the emotional residue in real time. The goal is not one dramatic boundary-setting moment. It is small, repeated actions that compound over time because consistency beats intensity. The no and the ask are a pair. By setting one boundary, asking for the work we actually want, and letting go of the identity of the reliable yes person, we can begin making room for something new. 

Key Moments:

00:01:34 Why Soft Skills Matter for Career Growth

00:04:05 Breaking the Habit of Automatically Saying Yes

00:07:04 Paying Your Dues or Accepting a Dead End Task?

00:07:47 Three Questions to Evaluate the Next Request

00:09:51 Working Backward From the Career Goal

00:12:38 Knowing When to Persevere and When to Let Go

00:13:59 How the Safety of Busy Work Keeps Us Stuck

00:14:48 Seven Ways to Strategically Say No

00:15:19 Reframing a No as a Negotiation

00:16:44 Turning a Pattern of Busy Work Into Data

00:17:31 Pairing the Strategic No With a Direct Ask

00:18:21 Building Confidence Through Small Assertive Actions

00:19:47 Setting One Boundary to Start Changing the Pattern

Resources discussed in this episode:

• Guide to the Strategic No
• Astronomic Audio
• Confidence Collective

—

Contact Cindy Esliger 

Career Confidence Coaching: website | instagram | facebook | linkedin | email

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, Cindy Esliger discusses why so many of us move from one task to the next without stopping to acknowledge what we have accomplished. Big workplace wins can be inconsistent. Promotions get delayed, exciting projects get shelved, and sometimes the scoreboard just doesn’t reflect the effort we’re putting into our work. When that happens, small wins matter more, not less. Cindy explains why tracking an accomplishment isn’t the same as celebrating it and why deciding in advance how to treat ourselves when a win shows up can help us stop and appreciate it instead of letting it evaporate into thin air.

Waiting for someone else to notice our good work can leave us feeling invisible, so Cindy encourages us to make our accomplishments visible on purpose and become more comfortable saying what we do well. She also challenges us to shift from focusing only on outcomes to recognizing effort-focused wins, because we can control our level of effort every day. A daily or weekly ritual of asking, “What’s one thing that went right?” can train our brains to look for evidence that things are working instead of focusing only on what’s broken or unfinished. Small wins build big careers, and acknowledging them isn’t a detour from productivity. It’s part of what makes the next stretch of effort possible and much more enjoyable.

Work, however, is only one part of an integrated life, and Cindy reminds us that balance doesn’t require giving everything equal amounts of time and energy. What matters more is alignment, making intentional choices about the most important things in every moment, and accepting the trade-offs that come with those choices. Cindy identifies seven areas where we can look for small victories: 1. Mental health, 2. Physical health, 3. Social health, 4. Intellectual health, 5. Financial health, 6. Spiritual health, and 7. Professional health. When a workplace win is scarce, that doesn’t mean a win isn’t available today. It may simply mean we need to look somewhere else for it, then actually celebrate it when we find it.

Key Moments:

00:00:07 Why We Overlook Our Small Wins

00:01:25 When the Big Wins Are on Hold

00:02:43 Stop Waiting for Someone Else to Notice

00:05:15 Shift From Outcome-Focused to Effort-Focused Wins

00:06:39 Create a Daily or Weekly Win Ritual

00:08:07 Your Job Is Not Your Whole Identity

00:09:29 Choose Priorities and Make Intentional Trade-Offs

00:11:59 Focus on What You Are Gaining

00:13:21 Seven Areas to Find Small Victories

00:18:54 Pick One Small Win and Actually Celebrate It

Resources discussed in this episode:

• Guide to Recognizing Your Progress
• Astronomic Audio
• Confidence Collective

—

Contact Cindy Esliger 

Career Confidence Coaching: website | instagram | facebook | linkedin | email

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, Cindy Esliger explores what progress really looks like after a career setback, especially when confidence has taken a hit. Not getting the promotion, opportunity, or yes we were hoping for can quickly turn disappointment into a much harsher opinion about what the outcome says about us. Cindy explains why the real obstacle is often not a skills or knowledge gap, but a belief gap. Limiting beliefs can turn one setback into a reason to play small, stay under the radar, and stop putting ourselves forward. The challenge is learning to separate the facts of what happened from the story we build.

Progress in a low-confidence season rarely looks like the traditional workplace scoreboard. Cindy reframes progress as how quickly and skillfully we recover from setbacks, learn from them, and take the next deliberate action. That means processing disappointment without turning it into self-punishment, recognizing dysfunctional systems and bias without internalizing them, and building a private record of our own growth. A setback can teach us that we need more visible sponsorship, better communication about our accomplishments, or greater clarity about what success actually requires. Tracking our recovery time, lessons learned, actions taken, and the ways we have become faster, calmer, and clearer gives us an internal scoreboard we can trust, even when external recognition is slow to arrive.

Confidence is not a prerequisite for action. It’s often the result of it. Cindy encourages us to stop waiting until we feel ready and instead focus on small actions that allow confidence to compound quietly over time. She also explains why both emotion and logic have a role in creating momentum. Emotion lights the match and logic builds the fire pit around it. Real progress might mean catching a limiting belief before it becomes a decision, sitting with discomfort instead of retreating, putting a lesson into action, shortening our recovery time, or doing one small, brave thing before we feel ready. None of that may appear on someone else's highlight reel, but it still counts as progress.

Key Moments:

00:00:07 What Progress Really Looks Like When Confidence Takes a Hit

00:01:35 The Belief Gap That Keeps Us Playing Small

00:04:33 Processing Disappointment Without Beating Yourself Up

00:07:22 Recognizing Workplace Bias Without Internalizing It

00:08:40 Redefining Progress and Tracking Your Resilience

00:12:44 Confidence Comes After Action

00:15:41 Emotion Lights the Match and Logic Builds the Fire Pit

Resources discussed in this episode:

—

Contact Cindy Esliger 

Career Confidence Coaching: website | instagram | facebook | linkedin | email

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, Cindy Esliger tackles one of the most uncomfortable questions to ask when workplace conflict keeps following us: what if some of it is us? When the same kinds of breakdowns happen with different teams, managers, or companies, it is tempting to build a case for why everyone else is the problem. Cindy explains why honest self-assessment is not about taking all the blame. It is about recognizing the part of the situation that is actually within our control. When we can see our own patterns, habits, and blind spots, we have something we can change. Self-awareness, as Cindy puts it, can be a career accelerant.

Cindy explores the blind spots that can make us harder to work with than we realize, including defensiveness and becoming a “polite saboteur,” where resentment and disagreement hide behind good manners. She points to several signs that deserve our attention: recurring conflict, an instinct to explain away feedback, being quietly left out of conversations, hearing the same criticism from more than one person, and feeling increasingly isolated at work. Rather than acting like a defense attorney building the case for our innocence, Cindy encourages us to conduct a forensic investigation and ask three questions: 1. What is the part that I am playing in this? 2. How am I contributing to this situation? 3. Who am I blaming for this situation that I’m experiencing?

Once we recognize our contribution, Cindy says there is a choice between opting out and going through it. Going through it means staying present with what is actually true, repairing relationships when necessary, and accepting that other people still may not respond the way we want them to. Cindy recommends asking for specific feedback, getting curious instead of defensive, looking for patterns across professional relationships, repairing friction directly, conducting our own forensic investigations, and getting support from someone who can reflect what we cannot see ourselves. Once we can see a blind spot, we can work with it. Asking whether we might be part of the problem is not a verdict. It is an opportunity to take back some power and become someone people trust and want to work with.

Key Moments:

00:00 What If Some of It Is You? 

01:38 When You Are the Common Denominator 

03:10 Self-Awareness Is a Career Accelerant 

04:39 Understanding Your Blind Spots 

06:12 What Defensiveness Is Telling You 

07:38 The Polite Saboteur 

09:30 Signs You Might Be the Problem 

12:26 Conduct a Forensic Investigation 

13:51 The Choice to Go Through It 

15:15 Turn Self-Awareness Into Action

Resources discussed in this episode:

—

Contact Cindy Esliger 

Career Confidence Coaching: website | instagram | facebook | linkedin | email

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.