Efficacy and Self-Efficacy

When asked what efficacy means, one definition is that it is “result-producing behavior, able to gain ends through efficient means” – sounds good. Further, self-efficacy might be thought of as “one’s own power or capacity to produce the desired effect” – also good.

Remember though, self-efficacy doesn’t mean that you’re doing it solo; quite the contrary. While it means that you have the individual traits of independence and freedom, capacity and tenacity, it also means that you also have accountability and responsibility to your organization, friends, family, etc. Responsibility to reach out, step in, push ahead, move forward…and whatever other clichés there might be about reaching, stepping, pushing, or moving. And then, be accountable for the results and the outcomes…own it.

Referring back to the blog on “self-esteem and self-esteam,” if organizational pride begins with pride in oneself, it follows that organizational efficacy begins with self-efficacy. Recently, I challenged our Finance and Administrative Services managers to ask themselves, “What can I do as a leader?” During each day, week, month, year, ask yourselves:
What can I do?
What can I do to resolve issues?
What can I do to move a project, program, or process forward?
What can I do even if I don’t technically “own” the issue?
What can I do even if it means taking responsibility and not the credit?
What can I do that’s non-threatening to others, addresses the politics of the situation, is clear, is data driven, supports my staff, supports a “University First” approach?
What can I do?
And then answer yourselves, “It’s up to me.”

So, if you want something, go get it. If you want organizational change, go do it. It’s up to you.