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Top 3 Reasons Why You Choke Under Pressure

Top 3 Reasons Why You Choke Under Pressure

We’ve all experienced it.

Freezing up during an important presentation or speech.

Missing the final free throw or penalty kick that wins the game that matters.

Saying the most foolish things on a big date.

No one is immune. Elementary school kids, professional athletes, politicians, etc. have all choked under pressure. But how do we define choking under pressure? People who are bad at what they do don’t choke under pressure as their poor performance is to be expected. A person chokes when they have full ability to perform well but underperforms in key situations.

So, why do people choke under pressure? And more importantly, how can we prevent it? Here are my theories about this and what I’ve found to be helpful in handling the pressure:

Taking Conscious Control

You become a strong performer by putting in thousands of hours of practice.

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The point of practice is to outsource skills from your conscious mind to your subconscious mind so you can perform those skills automatically.

We take for granted many of the skills we outsource to our subconscious. Think of something you’re good at and break it down to the individual skills involved. For example, driving, which is automatic for most people, requires many skills. You need mechanical coordination to work the pedals and steering wheel, visual perception to stay in the lane and avoid accidents, and symbol recognition to read road signs and the various gauges on your dashboard. Let’s not forget the processing power to make quick decisions based on all of that information.

Despite having to use these skills simultaneously while driving, we don’t pay any attention to them. Not only that, we can fiddle with the radio, talk with other people, and even eat and drink while still smoothly driving to our destination.

For any skill, the more your subconscious takes over, the better you’ll be (granted you practice the skill properly). All top performers outsource many of their skills to their subconscious. That’s why it looks effortless, because it is.

So why do strong performers choke?

They take conscious control of skills that they have already outsourced to the subconscious.

In key situations, they want to perform well. They want to be their best so they try to “take control” of their actions consciously, which actually ends up sabotaging their performance.

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Think of the last time you choked under pressure? Were you “trying hard” to perform well?

Fix: Trust yourself and the time you’ve put in to practice. You are better off letting your subconscious take control. Of course, if you’ve been practicing bad habits, you will automatically perform in a less optimal way whether or not you consciously take control. To practice properly, get a good coach that will give you specific feedback during your practice sessions.

Revisiting the Past or Projecting into the Future

Think back to your best performances. What was going through your mind? You probably can’t remember thinking about anything. You were just in the moment — doing, not thinking.

Throughout our lives, we collect experiences and file them away for future use. Before high-pressure situations, our brain begins to search for similar experiences. It will review the results from similar situations in the past and then project those into the future. That is why those who have choked in the past tend to choke over and over again.

We can even take on other people’s experiences. If your mind is filled with examples of people being nervous and freezing up during a speech, what do you think will happen right before you give your first speech?

When you flashback to the past to predict your future, you don’t take into account all of the training and practice that has happened since then. It is important to recognize that your past experience is obsolete.

So what can you do?

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Fix: Mentally rehearse successful outcomes. All memories are reconstructions, and your brain cannot tell which really happened and which were made up. Collecting positive experiences will create a positive future. This will bring confidence as opposed to anxiety and self-doubt.

Another strategy is to stay present – a lesson I learned when I traveled around the world. To focus on the now, pay attention to the input from your five senses. If you’re playing basketball, notice the feel of the basketball in your hand, the sounds on the court, and the faces of your teammates. When your mind is occupied with the now, it won’t slip into the past or the future.

Attracting Negative Results

The most common phrase people tell themselves when they have to perform in a high stakes situation is:

“Don’t mess up.”

Whether they’re thinking this or saying it out loud, it usually leads to one result:

Messing up.

When you tell yourself not to do something, you cannot help but to imagine doing it. Some people take it one step further and start “catastrophizing.” They imagine how performing poorly in this one event will destroy their lives. When your whole life is on the line, it’s hard to stay relaxed and perform to your best.

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So how do you prevent this?

Fix: Focus on what you want to happen. If you are going on a big date, tell yourself to “be charming” as opposed to “don’t be quiet.”

Deep down, we all want to win and do well. That is natural and normal. Many of us have been brought up to believe that increasing the stakes will make us try harder and, therefore, perform better. I encourage you to do the exact opposite — don’t worry about the results.

Do what you’ve practiced to do and let it happen. If you’ve trained hard enough, you’ll win. If you don’t win, train harder next time. Results are in the past and cannot be changed in the present. Focus on what you can do and not what you should have done.

For those of you who want a reminder to carry with you or memorize, here is the 10-second version to stop or prevent choking in any situation:

  • Trust your skills and all of the time you spent practicing.
  • Visualize vividly the result you want before your performance.
  • Focus on your five senses to stay in the present during your performance.
  • Let go of the results and decide what you’ll do next.

What strategies do you use to perform at your best under pressure?

If you found this article helpful, share it with others.

More by this author

Robert Chen

Executive Coach

10 Greatest Success Tips in Both Life and Business The Downside of Being an Expert What You Can Do Every Night To Make A More Productive Tomorrow 13 Lessons Life Has Taught Me Top 3 Reasons Why You Choke Under Pressure

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

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Featured photo credit: Amy Hirschi via unsplash.com

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