Catégorie : limiting belief

  • The 5 stages of depression: useful for understanding… but beware of the shortcut

    The 5 stages of depression: useful for understanding… but beware of the shortcut

    More and more often online, you will find five “stages of depression”: pre-depressive, progressive, acute, remission and recovery.

    This representation is not completely absurd. It describes fairly intuitively one possible trajectory of a depressive episode: something begins to change, symptoms settle in, become significant, then may gradually decrease until recovery.

    But these are not five universal, officially recognised clinical stages that every person with depression must necessarily go through.

    And that distinction matters.

    Because depression is not an organised tour with five compulsory stops and “recovery” waiting at the terminus.

    Depression is unfortunately highly variable. It may develop gradually or appear to arrive abruptly. It may be mild, moderate or severe. There may be one episode or several over a lifetime. Improvement may be complete or leave residual symptoms. Relapse or recurrence may also occur.

    So what do these famous five stages of depression actually describe? And how far can the model help us understand what is happening without misleading us?

    Before the five stages: what do we mean by “depression”?

    The word is used so often in everyday language that it can end up describing very different realities.

    “I’m depressed.” “I’ve got the blues.” “I’m going through a rough patch.” “I have depression.”

    Those sentences do not necessarily describe the same thing.

    Clinical depression is not simply sadness. The World Health Organization explicitly distinguishes it from ordinary mood fluctuations and temporary emotional reactions to difficulties. It notably involves depressed mood or a persistent loss of interest or pleasure, potentially accompanied by fatigue, sleep or appetite disturbances, concentration difficulties, guilt, low self-worth or hopelessness.

    In France, the Haute Autorité de Santé notes that a characterised depressive episode involves symptoms present almost every day for at least two weeks, representing a change from previous functioning and causing significant distress or impairment.

    In other words: sadness is a human emotion; depression is considerably more complex.

    There is no single depression that looks the same for everyone

    This is the first problem with trying to fit depression into five neat boxes.

    A depressive episode may be mild, moderate or severe. Two people meeting criteria for a depressive disorder may have noticeably different experiences.

    For one person, fatigue and loss of motivation may dominate. For another, sleep problems, anxiety, irritability or inability to feel pleasure. Another may experience rage, frustration or anger linked to helplessness.

    One person may continue working at enormous cost while another can no longer manage their usual activities.

    Talking about depression therefore means talking about a range of possible manifestations and trajectories, not a single script.

    Stage 1: the pre-depressive stage or early signs

    In the popular five-stage model, the first stage is a period in which something begins to change.

    Unusual fatigue, disturbed sleep, irritability, gradual loss of motivation, concentration difficulties, isolation or the feeling that previously enjoyable activities now require disproportionate effort may appear.

    The problem is that these early signs of depression are not specific.

    Fatigue has many possible causes. Professional stress is not automatically the beginning of depression. A week in which you want the entire human race to bugger off is not, by itself, a psychiatric diagnosis.

    The idea can nevertheless be useful as an invitation to notice a lasting change from your usual functioning, rather than as a compulsory medical stage.

    Stage 2: depressive symptoms settle in

    The second stage describes symptoms becoming more established.

    What looked like a bad period begins to last. Lack of energy affects work. Social interaction becomes costly. Previously pleasurable activities bring less pleasure. Sleep or concentration problems persist.

    An important concept here is anhedonia: a marked reduction in interest or pleasure.

    Depression does not always look like someone constantly crying. It may also feel like:

    “I don’t feel much anymore.”

    or:

    “Everything takes effort and nothing really appeals to me.”

    When several symptoms persist, intensify and significantly affect daily life, assessment by a health professional becomes particularly relevant.

    Stage 3: the acute phase of depression

    This is what the model presents as the peak of the episode.

    Symptoms of depression are numerous or intense enough to seriously disrupt daily functioning: depressed mood, loss of interest or pleasure, exhaustion, sleep disturbance, appetite changes, cognitive difficulties, guilt, loss of curiosity, bitterness, anger, self-devaluation or a very pessimistic view of the future may occur.

    In severe forms, normal professional, family or social activities can become extremely difficult. Suicide risk also needs to be assessed where relevant.

    But even here, calling this the “third stage” can mislead.

    A person does not have to consciously experience stages 1 and 2 before reaching this point. Some depressions develop slowly; others appear much more abruptly, particularly in the context of major traumatic or cumulative events.

    The acute phase therefore describes intensity, not the third level of a video game that everyone must unlock.

    Stage 4: partial remission

    When symptoms begin to decrease, some articles describe a fourth stage: remission.

    This term does have clinical meaning.

    But remission and recovery are not the same thing.

    A person can feel considerably better without having returned to previous functioning. Fatigue, sleep problems, cognitive difficulties or residual anhedonia may remain.

    And importantly: remission is not “acceptance”.

    Acceptance may describe how a person psychologically understands and lives with their illness. Remission concerns the evolution of symptoms.

    You can fully recognise and accept that you are depressed while still being in the middle of a depressive episode.

    Stage 5: recovery and relapse prevention

    The fifth stage is described as recovery: symptoms have greatly decreased or disappeared, functioning gradually returns and activities resume.

    But feeling better does not necessarily mean everything is over overnight.

    Clinical recommendations commonly distinguish an acute treatment phase from maintenance treatment, which aims to consolidate remission, restore functioning and quality of life, and reduce recurrence risk.

    This helps explain why follow-up may continue after symptoms improve.

    After depression, learning to recognise your own early warning signs, vulnerability factors and what helps maintain improvement can be useful.

    Where the five-stage model becomes misleading

    This is where I begin to have a problem with the five neat boxes.

    Because they easily suggest:

    1 → 2 → 3 → 4 → 5 → finished.

    Reality is considerably less disciplined.

    Someone may improve and then worsen. Some symptoms may disappear while others remain. There are single episodes, recurrent depressions and persistent or chronic forms.

    A real trajectory might look more like:

    early symptoms → worsening → improvement → residual symptoms → further improvement

    or:

    depressive episode → remission → another episode months or years later

    or something far less easy to draw as a tidy arrow.

    The five-stage model can serve as a simplified map. The problem begins when we confuse the map with the territory.

    What if my symptoms do not fit these five stages?

    That absolutely does not mean your suffering is illegitimate or that you are somehow “doing depression wrong”. There is no great depression examiner waiting to give you a mark, and depression is not a performance.

    This is precisely the danger of overly linear psychological models: they can create a norm where they were only meant to help understanding.

    Conversely, recognising a few symptoms in an article does not allow you to diagnose yourself with depression.

    If a persistent low mood, loss of interest or pleasure, significant fatigue or other symptoms continue and affect daily life, speaking with a doctor or mental-health professional can help assess what is happening and what forms of support are appropriate.

    So, are the five stages of depression bullshit?

    Not exactly.

    But they are not a psychological law either.

    Pre-depression, establishment of symptoms, acute phase, remission and recovery are a fairly intuitive way of describing one possible trajectory of depression.

    They can help explain that a depressive episode evolves, that symptoms may develop gradually and that recovery itself may take time.

    What becomes problematic is treating them as five official, universal and successive stages.

    Clinical classifications and guidelines focus instead on symptoms, duration, severity, functional impact, evolution, remission and risks of relapse or recurrence.

    Ultimately, the most useful question may not be:

    “Which stage am I in?”

    but:

    “What has been changing for me, for how long, what effect is it having on my life, and what help do I need today?”

  • Why hire a coach? 40 situations where coaching can help

    Why hire a coach? 40 situations where coaching can help

    We sometimes imagine that people hire a coach only when they have “a problem”.

    That is rather reductive.

    You can also seek coaching because you are going round in circles, because a situation keeps repeating itself, because you have a decision to make, because a relationship has become difficult, because you want to improve the way you manage… or simply because you know where you want to go but cannot work out how to get there.

    There is therefore no single doorway into coaching.

    After years of supporting people, I have seen individuals, couples and professionals arrive with extremely different requests. Some were in the middle of a crisis. Others were doing reasonably well but wanted something to change. Others simply needed an outside perspective to understand what was happening.

    So rather than explaining abstractly “why you should get coaching”, here is a much more interesting question:

    In what situations can coaching actually be useful?

    Why choose individual coaching?

    You do not need to wait until you have hit rock bottom before asking for support. Fortunately.

    How can I rebuild my self-confidence?

    When you systematically doubt your abilities, constantly seek external validation or no longer dare to do things you actually want to do, the work rarely consists of repeating in front of a mirror that you are wonderful.

    It is more about understanding what undermines that confidence, what maintains the problem and how to regain a more accurate perception of your abilities.

    How can I stop sabotaging myself?

    You know what you should do. Sometimes you have even started.

    And yet, mysteriously, you procrastinate, give up, repeatedly choose the wrong person, turn down an opportunity you wanted or find an excellent reason not to change anything.

    The famous “self-sabotage” generally deserves better than a kick up the backside and three inspirational Instagram quotes.

    We need to understand what the behaviour is protecting.

    What can I do when I feel stuck?

    You have thought about the problem from every possible angle. Then from the other direction. Then once again, just in case the problem had politely changed overnight.

    Sometimes thinking more with exactly the same premises simply produces… more of the same thinking.

    An outside perspective can reveal blind spots, contradictions, alternatives or resources you can no longer see.

    And also…

    • How can I learn to set boundaries?
    • How can I make a difficult decision?
    • How can I break a recurring pattern?
    • How can I manage my emotions better?
    • How can I stop procrastinating?
    • How can I communicate better?
    • How can I say no without feeling guilty?
    • How can I find my place?
    • How can I get through a period of change?
    • How can I understand my needs better?
    • How can I leave a relationship or situation that no longer suits me?
    • How can I turn a desire for change into concrete action?

    The common denominator is not necessarily suffering.

    It is often the gap between the situation you are living and the one you would like to build.

    Why choose couples coaching?

    No, couples coaching is not reserved for couples deciding between booking a session and throwing plates at each other.

    You can come because the relationship is in crisis, of course. But also precisely to avoid getting there.

    How can I discuss a difficult subject with my partner?

    Money, sex, children, family, division of labour, life plans, jealousy, commitment…

    Some subjects become so emotionally loaded that eventually you are no longer discussing the problem, but every previous argument about the problem.

    Coaching can recreate a framework in which each person can speak and hear what the other is actually trying to say.

    How can I set boundaries in my relationship?

    Loving someone does not mean accepting everything.

    But setting a boundary without turning it into a threat, ultimatum or punishment can require genuine relational learning.

    How can we deal with family problems affecting our relationship?

    In-laws, children, ex-partners, blended families, differences in parenting…

    A couple does not exist in a vacuum. Some difficulties arise precisely at the boundaries between the couple and the people around them.

    And also…

    • How can we start talking again?
    • How can we stop having the same arguments?
    • How can I express my needs without attacking my partner?
    • How can we rediscover closeness?
    • How can we manage an important difference between us?
    • How can we make a decision together?
    • How can we rebuild trust?
    • How can we divide responsibilities more fairly?
    • How can we live with our differences?
    • How do we know whether we still want to build something together?

    Sometimes the goal is not to “save the relationship at all costs”. It may also be to understand what is happening and help two people make a more conscious decision about what comes next.

    Why hire a coach in a business?

    Because putting eight human beings in an open-plan office with a task list, a dashboard, KPIs and someone called a “manager” has, strangely enough, never been sufficient to create a functioning team.

    A company is an extraordinary relationship laboratory: objectives, power, responsibilities, personalities, constraints, clients, money and sometimes urgency. Everything is there to produce the best… and occasionally a magnificent mess.

    How do I manage a difficult employee?

    First useful question: what exactly is difficult?

    Their behaviour? Their results? Your communication? A conflict of values? Resistance to change? Poorly defined responsibility?

    Defining the problem correctly already prevents you from looking for the solution in the wrong place.

    How do I manage a crisis?

    In a crisis, the temptation is often to react faster at the very moment when we need to think more clearly.

    Coaching can help a leader or manager distinguish genuine urgency from noise, prioritise decisions, anticipate consequences and work on communication.

    How do I deal with a difficult client?

    Setting boundaries while preserving a commercial relationship is a particular skill. Sometimes you need to learn to negotiate, reformulate, clarify what is possible and what is not, and stop confusing customer service with unlimited submission.

    How do I motivate my team?

    Motivation is not a button located somewhere behind an employee’s left ear.

    It can depend on autonomy, recognition, meaning, workload, clarity of objectives, quality of management, working relationships and the feeling of progressing.

    And also…

    • How can I give difficult feedback?
    • How can I handle disagreement within my team?
    • How can I delegate without micromanaging?
    • How can I assert my authority without becoming authoritarian?
    • How can I manage interpersonal tension?
    • How can I improve communication?
    • How can I support change?
    • How can I develop cooperation?
    • How can I manage competing priorities?
    • How can I reconcile performance with healthy working relationships?

    The aim is not to manufacture smiling managers capable of reciting three communication methods.

    It is to develop the ability to understand human situations and intervene with greater discernment.

    So how do I know whether I need coaching?

    A simple rule can help.

    You do not necessarily need a coach because something is wrong.

    Support can become useful when:

    you want something to change, but your usual methods are no longer enough to produce that change.

    You may know exactly what you want. Or not yet know.

    You may have a very concrete problem. Or simply that irritating feeling that something is wrong without being able to put your finger on it.

    That is precisely where the work begins.

    And why tell me all this?

    Because throughout my experience as a coach, I have worked with very different individual, relational, couple and professional issues.

    My job is not to tell you how to live your life.

    Still less to hand out prefabricated solutions in the style of “the five habits of successful people before 6:12 a.m.”

    It is to understand with you what is happening in your situation, bring to light what you cannot yet see and build solutions that are usable in your reality.

    Of course, I could tell you here that I am absolutely wonderful.

    That would be slightly suspicious.

    So the simplest thing is to let the people I have already coached speak for themselves:

    → Read my clients’ testimonials

    And if one of the questions in this article looks suspiciously like the one you are asking yourself, perhaps that is already a good place to start.

  • Bespoke professional training: learn, experiment… and even have fun

    Bespoke professional training: learn, experiment… and even have fun

    Delivering training is one of my greatest pleasures. I was already talking about it four years ago…

    As an Aquarius who loooves pouring the waters of knowledge over the world, I still have a blast designing bespoke training programmes, but also delivering them to people who are hungry to understand, experiment and discover new ways of doing things.

    And because I mainly work with adults, often in a professional context, I quickly discovered something:

    wearing a badge around your neck and having a meeting at 2 p.m. does not suddenly make you lose all desire to play.

    Quite the opposite.

    It has even become one of my specialities: creating professional training courses and playful workshops that make it possible to learn differently, encourage encounters, create connection, step outside your comfort zone and, above all, actually experiment with what we are talking about.

    Because there can be one hell of a gap between understanding something intellectually and being able to use it at work on Monday morning.

    Adult training should not look like six hours of PowerPoint

    We have all been through that training session.

    You are sitting down.

    Someone is talking.

    A PowerPoint containing approximately 847 slides scrolls past your eyes.

    At some point, a pyramid appears.

    Nobody really knows why.

    By 3:17 p.m., your soul has left your body, but you continue nodding politely.

    I do not want to do that.

    Professional training can obviously transmit knowledge. But if the aim is for participants to then change something in their practice, knowledge alone is not always enough.

    You need to be able to try.

    Question.

    Get things wrong.

    Try again.

    Observe what happens.

    Compare your experience with other people’s.

    And sometimes laugh wholeheartedly at what has just happened.

    That is why, whenever possible, I favour active and experiential learning.

    I do not only want participants to leave knowing something more.

    I want them to have done something with that knowledge.

    Bespoke professional training

    I am not a great believer in training courses pulled straight out of the freezer.

    A management team struggling with communication, a company wanting to strengthen team cohesion and a group wishing to reflect on their relationship with work do not have the same needs, culture or constraints.

    So why offer them exactly the same training?

    When I design bespoke training for a company or organisation, I therefore begin by understanding what is actually happening.

    What is the need?

    What is already working?

    Where is it getting stuck?

    What would you like to see change after the training?

    And above all: what should participants be able to do differently when they leave?

    That is the basis on which I build the content, exercises and facilitation methods.

    Training then becomes a means, not an end.

    My speciality: learning through experimentation

    I particularly enjoy creating playful, participatory workshops.

    Not “playful” in the sense that I am going to force Gérard from Accounts to mime something in front of his colleagues at 8:32 a.m. or be accused of resisting change.

    I promise, Gérard.

    You can breathe.

    Games and experimentation are interesting when they have a pedagogical purpose.

    They can very quickly reveal a group dynamic, a communication reflex, a relational difficulty or a different way of solving a problem.

    Above all, they make visible mechanisms we could spend hours talking about without ever actually observing.

    That is when the experience becomes interesting.

    We are no longer merely talking about what we do. We can look at what we have just actually done.

    Learning, experimenting… and even having fun

    I like people to think during training.

    I like questions.

    I like disagreement.

    I like the moment when someone says:

    “Wait, I don’t agree.”

    Excellent.

    Now we have something to work with.

    A good training course should call on participants’ judgement, critical thinking and capacity for reflection.

    It should not infantilise them.

    Adults arrive with experience, knowledge, habits, doubts, resistance and sometimes excellent reasons to question what they are being told.

    That is material.

    So rather than asking people to absorb a ready-made answer, I prefer to create situations in which they can test, compare, debate and draw conclusions.

    And yes, sometimes laugh.

    You can work seriously without constantly taking yourself seriously.

    Training is not content consumption

    This has become even more obvious with online training.

    Watching a video is not necessarily learning.

    Reading a PDF is not necessarily learning.

    Clicking “next” seventeen times in an e-learning module is definitely not necessarily learning.

    Consuming content is not learning.

    Learning requires something to happen with the information.

    Connecting it to existing knowledge.

    Retrieving it.

    Using it.

    Testing it.

    Making a mistake.

    Correcting it.

    Explaining it.

    Applying it in another context.

    That is why, when I work on online training or e-learning, I am interested in what the learner is actually going to do between two pieces of content.

    An exercise.

    A decision.

    A case study.

    A question.

    A situation to analyse.

    A real-life experiment.

    Something that turns passive exposure into active engagement.

    Designing pedagogical experiences for existing training programmes

    I do not necessarily need to create the entire training course.

    Sometimes you already have the expertise.

    You already have the content.

    You know exactly what you want to teach.

    But the training lacks interaction, experimentation or a way of turning knowledge into something participants can actually use.

    That interests me too.

    I can design pedagogical workshops, role-plays, games, case studies, icebreakers and practical exercises that fit into an existing programme.

    The objective is not to add entertainment for entertainment’s sake.

    It is to ask:

    “What experience would help participants understand this idea rather than merely hear it?”

    Training programmes adapted to your people, your context and your objectives

    Over the years, I have had the opportunity to work with very different organisations and audiences:

    ALEP, SOAT, the En Embuscade micro-nursery, Astro Bitch, Cuisinella, L’Or du Commun, Contact + and Marschall SAS…

    Different organisations, different audiences, different needs.

    And that is exactly what I enjoy.

    I do not want to endlessly repeat the same training course in front of different people.

    I prefer to understand what you need and build something that makes sense for you.

    Are you looking for bespoke training for your company?

    You may already have a very precise idea.

    Or simply a problem:

    “My team is no longer communicating properly.”

    “Our managers could use some support.”

    “We would like to work on cohesion.”

    “Something is happening in this team, but we are struggling to put our finger on it.”

    That works for me too.

    We can start with the problem rather than the solution.

    I design professional training courses, participatory workshops and bespoke interventions, particularly around human relationships, communication, management and cooperation.

    And what do I like most about my job?

    Being asked to do it again.

    So, will the next training session be for you?

    Contact me. I would be delighted to discuss it with you.

  • Limiting beliefs: how to identify them and break free

    Limiting beliefs: how to identify them and break free

    “I lack self-confidence.”

    “I’m incapable of doing that.”

    “If I raise my prices, I’ll lose my clients.”

    “I always end up with the wrong people.”

    “People like me don’t succeed in this field.”

    “I know my clients: I know exactly what they want.”

    All these sentences have something in common.

    They may be true. Or partly true. Or completely false.

    The problem is that when we treat them as indisputable truths, we often stop checking.

    And that is when a belief can become a limiting belief. Not simply because it is negative, but because it begins deciding for us what is possible, impossible, dangerous, reasonable or even worth trying.

    What is a limiting belief?

    A belief is a representation we consider sufficiently true to use it to interpret the world.

    We need them.

    We cannot start every morning by experimentally checking whether fire still burns, whether our colleagues exist or whether gravity is still working.

    Our brains build models.

    The problem arises when certain conclusions become too rigid, even though the reality that produced them was much more circumstantial.

    I failed once.

    “I’m not capable.”

    Someone left me.

    “People always end up abandoning me.”

    Three prospects rejected my price.

    “Nobody will pay that much.”

    I have always worked this way. Or the famous “we’ve always done it this way”, which drives me up the wall.

    “It’s the only way that works.”

    An experience becomes a rule. Then the rule influences our decisions.

    And our decisions can eventually create a reality that looks suspiciously like our original belief.

    Limiting beliefs, confirmation bias and self-fulfilling prophecies

    This is where things get really interesting.

    Because we love being right. Even when what we believe is making our lives bloody miserable.

    Once a belief is established, we may tend to notice information that confirms it and minimise information that contradicts it: this is one form of confirmation bias.

    You think:

    “Nobody is really interested in what I say.”

    Someone looks at their phone while you are talking:

    EXHIBIT NUMBER 847.

    Someone else listens attentively for forty minutes?

    Strangely enough, that piece of evidence disappears from the case file.

    And sometimes our beliefs also influence our behaviour.

    If I am convinced that nobody will listen to me, I speak less. I defend my ideas less. I make myself smaller. Other people therefore ask for my input less often.

    And I conclude:

    “See? Nobody cares what I have to say.”

    The loop is complete and the toast has been thoroughly buttered.

    Why is it so difficult to change certain beliefs?

    Because a belief does not merely describe reality.

    It can also protect us.

    If I believe:

    “I can’t succeed in this field because I don’t have the right qualifications”,

    that idea may hurt.

    But it also saves me from a particularly unpleasant experience:

    trying and discovering that I might fail for other reasons.

    A belief can protect our identity.

    Our sense of safety.

    Our belonging to a group.

    Our self-esteem.

    It can help us make sense of a painful experience.

    And sometimes, let’s be frankly less romantic about it:

    it can save us from getting off our arse and doing something.

    “It’ll never work” has one considerable advantage: you do not have to try.

    A limiting belief is not always self-deprecating

    We readily associate limiting beliefs with low self-confidence:

    “I’m useless.”

    “I don’t deserve to succeed.”

    “I’ll never manage it.”

    But a belief can also be extremely flattering.

    “I know my clients perfectly.”

    “I know how this market works.”

    “I have nothing to learn from those people.”

    “If it doesn’t work, it’s because other people don’t understand.”

    The belief is no longer protecting only against a feeling of inferiority.

    It can protect a sense of superiority.

    And the result can be exactly the same:

    we stop confronting our representation with reality.

    That is how an entrepreneur who is absolutely convinced they know what their clients want can spend six months building a fantastic offer…

    that nobody buys.

    Then conclude that clients really are idiots.

    That is one hypothesis. There may be others. But they have just created a belief, and they will have no shortage of opportunities to confirm it for themselves and build another offer using exactly the same logic.

    “My clients will never pay that price”

    I hear this one regularly in coworking workshops about our relationship with money, pricing, positioning or price adjustments.

    Someone considers raising their rates.

    And immediately:

    “I can’t do that or I’ll lose my clients.”

    Question:

    How many?

    Silence.

    Which clients?

    Slightly longer silence.

    Which ones explicitly told you they would leave? Were they clients or prospects? Have they ever paid for one of your services before?

    Silence, accompanied by a sudden fascination with the ceiling.

    Maybe the person is right.

    A price increase can indeed cause you to lose some clients. (But it can also attract others who are perfectly compatible with your service.)

    Coaching is not about replacing a pessimistic belief with magical thinking such as:

    “I deserve abundance, so I’ll triple my prices and the universe will provide.”

    Thanks, but no thanks.

    Instead, we can ask:

    What is your current price?

    What is your margin?

    How are you positioned in your market?

    What value does your offer create?

    Which clients are genuinely price-sensitive?

    Have you already tested a different price?

    With how many prospects?

    What happened?

    We then move from a belief to a testable hypothesis.

    And that shift is enormous.

    How can you loosen a limiting belief?

    I actually prefer the word loosen to “eliminate”.

    Because trying to eradicate a belief with positive affirmations may simply mean replacing one rigid certainty with another.

    Take:

    “If I set boundaries, people will abandon me.”

    Abruptly replacing it with:

    “People will always love me when I set boundaries”

    is not much more serious.

    Some people may indeed react badly.

    Instead, we can loosen it:

    “Some people may react badly when I set a boundary. Others will respect it. I can learn to distinguish between the two and decide which relationships I want to build.”

    Now something changes.

    The new thought is not artificially positive.

    It is simply more complex and more open to reality.

    To loosen a belief, I like working with a few questions:

    • What exactly do I believe?
    • Since when?
    • What experiences is this belief based on?
    • In which situations is it true?
    • In which situations is it not true?
    • What information do I tend to dismiss?
    • What does this belief allow me to avoid?
    • What would I risk if it were false?
    • How could I test it without taking a disproportionate risk?
    • What wording would be more nuanced while still feeling credible?

    The aim is not to think positively.

    The aim is to think more precisely.

    “I can’t do that because…”

    This wording is extraordinary.

    Whenever it appears, I want to hear what comes next.

    “I can’t turn down this client because…”

    “I can’t change jobs because…”

    “I can’t ask for that because…”

    “I can’t raise my prices because…”

    “I can’t say what I think because…”

    The “because” often contains the whole story.

    Because what?

    And then?

    What if that actually happened?

    What would the consequence be?

    Would it be unpleasant or genuinely catastrophic?

    Could you deal with it?

    How often has that consequence actually occurred?

    Sometimes the danger is perfectly real.

    And sometimes we discover that we have organised our lives for ten years around a “because” that nobody ever seriously questioned.

    When our beliefs reinforce our sense of powerlessness

    Some beliefs serve another purpose.

    They explain why we have no power.

    “People don’t change anyway.”

    “That’s just how things work in my industry.”

    “I have no choice.”

    “With my personality, I’ll always be like this.”

    “Other people are lucky. I’m not.”

    Again, some constraints are real.

    Not everything is possible for everyone.

    Our resources, history, environment and power relationships genuinely exist.

    But there is an enormous difference between recognising:

    “I don’t control everything”

    and concluding:

    “I control nothing.”

    A limiting belief sometimes loves to slip precisely into that gap.

    Because powerlessness also has a psychological advantage:

    if I can’t do anything, I don’t have any difficult decisions to make.

    “I lack self-confidence” can become a belief too

    Here is a little irony.

    Even low self-confidence can eventually become an identity.

    “I’m someone who lacks confidence.”

    Okay.

    Always?

    With everyone?

    In every area?

    Since forever?

    Have you never made a courageous decision?

    Never defended someone?

    Never learned something you thought you were incapable of doing?

    Never made it through a difficult situation?

    The aim is not simply to answer:

    “Of course you can! You’re amazing!”

    That would be fairly useless.

    It is about putting some granularity back into a sentence that has become enormous.

    Perhaps:

    “I lack self-confidence”

    actually means:

    “When I have to defend my expertise in front of someone I consider more legitimate than me, I strongly doubt my own value.”

    And that is much more interesting.

    Because we can work on that.

    How can you identify your limiting beliefs?

    They hide particularly well behind certain generalising words:

    always.

    never.

    everyone.

    nobody.

    necessarily.

    impossible.

    that’s just who I am.

    people are like that.

    that’s how it works in my profession.

    I know that…

    Whenever a sentence turns a complex experience into a general rule, it may deserve a quick inspection.

    Not to automatically conclude that it is false.

    But to ask:

    “How do I know this is true?”

    Coaching is not about replacing your beliefs with mine

    This is something I care about particularly.

    A coach’s role is not to look at your belief system and decide:

    “That’s false. That’s true. Now think like me.”

    Otherwise, we have solved nothing.

    We have simply changed gurus.

    My job is more about creating a little movement inside certainties.

    Questioning.

    Looking for exceptions.

    Bringing a contradiction into view.

    Distinguishing a fact from an interpretation.

    Building an experiment that allows us to test a hypothesis.

    And sometimes asking:

    “Okay. And if what you just told me were completely false, what would that change?”

    Then watching what happens.

    Stop letting your beliefs drive

    I would keep one image from my old article:

    your beliefs should not be your GPS.

    They are more like an old map.

    Some roads are still perfectly drawn.

    Others have changed.

    Some directions have probably saved you from some spectacular ravines.

    And there may also be an entire motorway that was built after the map was printed.

    So the aim is not to burn the map.

    It is to look out of the window regularly.

    And when a belief tells you:

    “You can’t.”

    do not necessarily answer:

    “Yes I can!”

    Ask it a much more annoying question instead:

    “What makes you so sure?”

    That is often where the work begins.