The ability for team members to possess a high level of self- efficacy comes from developing self- esteem. A worth of self is where the belief in competency and overall success in work effort arises. External factors that impact self esteem and thus self efficacy can lie in whether or not all such factors have been accounted for in the success of a particular endeavor. At the same time, ensuring that the goal of such endeavors is a realistic one, thereby impacting the self esteem and self efficacy of an individual, is a part of the external review process. Yet, it can be seen that this pivots internally within the organization. Business and team cultures have to ensure that there is a constant validation of the worker who seeks to build their self -efficacy and their self- esteem. The organization can internally encourage these realities through establishing a climate the values the input of the employee and does not consistently seek to exert power over them. The organization can create bonds of support and trust within the network that encourages the self- esteem and fosters the self- efficacy of the individual. Moving towards this realm of support and away from one of intimidation and pressure helps to foster the self- efficacy that encourages individuals to take chances and risks. It is an internal setting where self- esteem is validated and supported and not reduced.