Competence and confidence are terms we frequently use, but do we really understand the difference between the two? In simple terms:
- Competence = the ability to do something.
- Confidence = the belief in one’s ability to do it.
However, this brings us to the key question: What comes first? Does the egg come first of the chicken? Do you need the belief (confidence) before you can develop the ability (competence), or does the ability fuel your belief?
This loop between confidence and competence is grounded in psychology. While there isn’t a straightforward answer, research shed light on how both these elements feed into each other.
The Competence-Confidence Loop
One theory that helps explain this is Bandura’s Self-Efficacy Theory. According to Albert Bandura (1977), self-efficacy (closely related to confidence) refers to the belief in your capacity to execute behaviours necessary to produce specific performance attainments. This belief influences how you think, feel, and act in various situations.
How does competence affect confidence?
Research suggests that competence plays a significant role in building confidence. A study published in the Journal of Applied Psychology (Stajkovic & Luthans, 1998) emphasised that individuals gain confidence when they successfully complete tasks and become proficient in them. This means that when you develop competence—through learning, practice, and experience—you begin to trust your abilities. With each accomplishment, your confidence rises.
In simpler terms:
The more skilled you become, the more confident you feel about performing that task.
Does confidence boost competence?
Confidence, on the other hand, can serve as a catalyst to competence. Having belief in yourself encourages you to take risks, try new things, and put effort into honing your abilities. A study by Stankov, Lee, and Luo (2012) found that people who exhibit higher levels of self-confidence are more likely to perform better because they’re more motivated and willing to persevere through challenges.
Confidence leads to taking action, and action is what helps you develop competence. So, there’s a feedback loop: confidence pushes you to engage in the learning process, and gaining competence fuels that confidence even more.
Which Comes First?
While competence may often lead to increased confidence, there are instances where confidence comes first. This is particularly evident in situations where individuals exhibit “illusory superiority” or the Dunning-Kruger effect. In such cases, people who overestimate their abilities (high confidence but low competence) are more likely to take on tasks or challenges.
Although overconfidence may not guarantee success, it propels people into action. This idea is supported by research conducted by Dunning and Kruger (1999), which showed that people with lower competence sometimes overestimate their skills. Despite their lack of ability, their confidence drives them to try, which, over time, may help them develop actual competence.
On the flip side, those with competence but low confidence may hesitate to take action. This “confidence gap” can hold them back from fully realising their potential.
Practical Implications
If you find yourself struggling with confidence or competence, here are a few things to keep in mind:
- Start Small: Take on smaller tasks that allow you to build competence gradually. With every small win, your confidence will grow.
- Seek Feedback: Regular feedback helps you understand areas for improvement, making you more competent while also giving you a clearer view of your capabilities.
- Fake It Till You Make It: Sometimes, a bit of “pretend confidence” can help push you to take actions that eventually lead to competence.
- Growth Mindset: Embrace a mindset focused on learning and improvement. Psychologist Carol Dweck’s work (2006) emphasises the power of believing in your ability to grow and learn, which in turn improves both competence and confidence.
Conclusion
Competence and confidence are intertwined in a dynamic relationship. While competence provides a strong foundation for confidence, confidence can spark the motivation needed to develop competence. Both factors fuel each other in a positive feedback loop. Whether competence builds confidence or confidence builds competence depends on individual circumstances and contexts, but one thing is clear: the balance between the two is key to personal growth and success.
References
https://psycnet.apa.org/doi/10.1037/0033-2909.124.2.240
http://dx.doi.org/10.1037//0022-3514.77.6.1121
https://psycnet.apa.org/doi/10.1016/j.lindif.2012.05.013
https://www.scirp.org/reference/ReferencesPapers?ReferenceID=1850818
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