Equality Through Authenticity: Moving between Self-Esteem and Self-Worth
If you have followed Indigo Brave’s work for a while, you will understand the difference between self-esteem and self-worth and the essential nature of moving between the two.
True equality in a workplace cannot exist when people are constantly comparing their value through rank, title, or continuous output. At the core of the Indigo Brave methodology is a distinction between conditional self-esteem and intrinsic self-worth.
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Built on external outputs, status, and praise.
Fluctuates with every win, failure, or piece of criticism.
Drives over-controlling, over-functioning, and imposter syndrome.
Reinforces rigid, defensive workplace silos.
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Rooted in an inherent, unshakeable realization of internal value.
Independent of rank, productivity, or external approval.
Views failure as a neutral learning opportunity.
Welcomes radical transparency and equal voice.
A healthy Relational Field
When leaders operate from intrinsic self-worth rather than conditional self-esteem, workplace dynamics flatten in the best way possible. A leader no longer needs to possess every answer or maintain an illusion of composure.
By practicing the difference between our Esteem and Worth, we start to see where we may be experiencing a self worth ‘hole’ which we might be trying to fill from the outside. As we know this is impossible! Only we can ‘fill up’ our self worth from the inside. We define our own self worth because is is simply our being level of existence. When we become expert at this it changes how we define ourselves and therefore what level we are communicating from (internally and externally). Then we can truly offer real vulnerability in a contained and professional way. This means that every team member is given the psychological safety to drop their armor, admit mistakes, and contribute equally.
Our value as a Leader grows exponentially. We can then serve the team beyond hierarchy and high-performance cultures naturally follow.