Why “Self-Concept” Matters in Your Career
When asked the question “Who are you?”, you might answer in a number of different ways – “I’m an introvert”, “I’m a mother”, “I’m a people pleaser”, “I’m an entrepreneur”, “I’m a loyal friend”.
How we see ourselves is shaped by our values, beliefs, and experiences throughout our lives. This sense of self translates into how we show up in various areas of life, including our careers.
In the workplace, the beliefs we hold about our skills, knowledge and value influences what we think we’re capable of accomplishing and can significantly impact our work experiences, both positively and negatively.
The concept of self has been explored extensively in psychology, with Carl Rogers being one of the most influential theorists. Rogers emphasised that “self-concept” is central to personal growth, defining it as “the organised, consistent set of beliefs and perceptions about oneself.” He suggested that self-concept consists of three components: the self-image (how we see ourselves), the ideal self (how we wish to be), and self-esteem (how much we value ourselves).
Our self-concept is rarely static. It evolves throughout our lives, shaped by our environment, the experiences we have, and the people around us. It can shape how we interact with others, how we approach challenges, and whether we feel empowered to pursue opportunities for growth.
If you’ve encountered self-reflection as part of personal development, whether through formal evaluations, coaching, or personal introspection, you will likely have begun to explore the beliefs, strengths, and values that define you. This process can be incredibly illuminating as it creates an opportunity to address gaps between how we see ourselves and how we wish to be. However, it can also force us to confront a difficult question: Are the beliefs and values we hold truly our own? Often, we carry expectations or beliefs that we’ve "acquired" from society, family, or peers, which may not align with our true selves.
A mismatch between our self-image and ideal self can create what Rogers termed "incongruence," leading to discomfort and tension, which can directly impact well-being and behaviour in various settings. In the workplace, this can manifest in several ways, from feeling stuck in a role that doesn’t fulfil us to making decisions that don’t align with our core values. Instead of thriving in a role that reflects our strengths, we may find ourselves living according to someone else’s standards, unable to express or embrace our full potential.
So, what’s the real significance of self-concept in our working lives?
It turns out that how we see ourselves impacts almost every facet of our professional behaviour. A positive or negative self-concept can influence our interactions, decision-making, and risk-taking. For example, individuals with a strong, positive self-concept are more likely to feel confident about their abilities and pursue opportunities. They believe in their capacity to learn and grow, which motivates them to seek new challenges.
On the other hand, a negative self-concept - one rooted in self-doubt and limiting beliefs or ongoing incongruence - can hold us back. If we don’t believe in our skills or potential, we may shy away from growth opportunities or avoid challenging projects that could elevate our learning. This lack of belief can create a self-fulfilling cycle: we don’t take risks because we doubt ourselves, and without those growth experiences, our negative self-perception is reinforced.
Moreover, it can play a crucial role in how we manage stress and setbacks. Someone with a healthy self-concept is more likely to view challenges as opportunities to learn, while others may internalise failures as personal deficiencies. This divergence can have long-term career implications.
These examples broadly touch on how a positive or negative view of ourselves can impact our experiences at work. However, our self-concept can of course be much more complex than this. For instance, someone with a strong sense of independence, which they may believe is a strength, could find it difficult to share responsibility and delegate within a leadership role. Exploring this could help identify development goals to overcome challenges that might arise from this trait, such as learning to trust team members, fostering collaboration, and enhancing their ability to empower others. By recognising the impact of their self-concept on their leadership style, they can work on balancing their independence with a more inclusive approach, ultimately leading to a more effective and adaptable leadership style.
Developing Your Self-Concept
Changing negative perceptions of ourselves is an ongoing effort, especially if ingrained beliefs have been reinforced over many years. Professional support, such as coaching or counselling, can be invaluable in this process, offering guidance and tools tailored to individual needs. However, there are also steps you can take on your own to begin building self-awareness and challenging self-limiting beliefs and negative self-talk that may be holding you back and hindering your growth. Here are just three ways to start:
1. Journaling can be a powerful tool to capture a written record of our thoughts and feelings. Reflecting in this way can help create self-awareness and develop an understanding of what’s behind our actions and reactions, in a more objective way. For example, giving us space to explore why a discussion we had with a colleague left us feeling uncomfortable, or dismissed. As we develop greater awareness of negative thought patterns and triggers, we can start to identify, challenge and reframe them.
2. Celebrating Growth: Often “growth experiences” go hand in hand with feeling uncomfortable, so we might find ourselves moving on quickly without acknowledging our achievements. Combining reflection and recognition can help us see how far we’ve come and can motivate us to continue our personal growth. Whether it’s backing yourself to contribute your ideas, or reframing a negative belief that’s been holding you back, take a moment to pause and give yourself the credit you deserve!
3. Practicing Self-Compassion: How often do you offer compassion and understanding to others, yet struggle to extend the same kindness to yourself? Especially in times of failure or difficulty, treating ourselves with the same empathy we offer others can reduce feelings of unworthiness and encourage a healthier and more balanced view of ourselves. This could be replacing negative self-talk with more forgiving and supportive thoughts, for example, when making a mistake, instead of fixating on what you’ve done wrong, you might say “everyone makes mistakes, what can I learn from this”. This can help transform setbacks into opportunities for growth.
Developing a positive, healthy self-concept isn’t a quick, one-time effort, but an ongoing journey of self-reflection, introspection and growth. It’s nonlinear and old habits may resurface along the way. However, as we challenge limiting beliefs, embrace our strengths, and align our actions with our values, we can create more opportunities for personal wellbeing and professional fulfilment. Ultimately, nurturing a positive self-concept allows us to show up fully, thrive in our roles, and pursue our aspirations with confidence and purpose.