Success Advice
6 Ways to Use Your Fear of Failure to Succeed

Whenever you start striving to reach your goals or chase your dreams, that little voice turns up. The one that tells you you’re not good enough, or smart enough, or strong enough.
It’s your fear of failure and those lies it whispers can become truths if you listen long enough. No matter how hard you try and ignore it, it can stop you powering forward. The bad news is that it never really goes away. The good news is that according to Tony Robbins, some of the most successful people leverage fear in their lives.
Here are 6 strategies to help you stop your fear of failure sucking the life out of you, and use it to succeed:
1. Accept yourself
When you fight something you give it power, and trying to control your fear will make it stronger. Instead, when you feel it, close your eyes and look inwards. Use a little acceptance and commitment therapy (ACT). Stop judging and start feeling and observing what’s happening in your body.
Detach yourself slightly from what’s going on and just observe what you feel and where you feel it. Is it a cold lump in your stomach? Is it pressure in your head? If you do this for a minute or two you’ll feel a sense of calm acceptance, and the power will deflate. With practice, you’ll begin to think “that’s just my fear of failure”, and be able to move on.
“Self-love has very little to do with how you feel about your outer self. It’s about accepting all of yourself.” – Tyra Banks
2. Control your thoughts
We all have random, crazy thoughts that pop into our minds from time to time but we dismiss them because they’re really wacky. The problem is that we don’t do the same for more reasonable, but unhelpful thoughts.
The next time you get one of those thoughts defuse it so you can let it go. Pretend you’re dealing with an unhelpful teenager and tell it, “Thanks, mind”, then move on to a more positive thought.
This also helps if you start thinking “I can’t do this”. You can simply thank your mind for the thought and then consciously ask yourself “HOW can I do this?” Changing the statement to a question will put your brain into problem-solving mode so you’re more likely to come up with solutions.
3. Find your triggers
Do certain situations trigger negative thoughts and feelings? Maybe checking your Facebook feed is discouraging because everyone seems so successful. Maybe being around certain people makes you feel inadequate.
If you notice patterns like this then take steps to stop doing those things, or being around those people. If you can’t stop immediately, take steps to withdraw. For example, if your job gets you down and you can’t leave immediately, put an exit strategy in place. Start an active campaign to leave the workplace and begin something new.
Taking the steps to get out of negative situations will give you a feeling of control, and boost your confidence.
4. Believe in yourself
Feeling overwhelmed by your goals? Convinced you’re not good enough to take on the world? Try focusing on the here and now. Pay attention to little things you can achieve today and ignore the big picture for now.
Long-term plans can overwhelm everyone, the trick is to make sure it doesn’t immobilise you. Focus on the piece of the project that you can achieve now. Believe that you’ll be ready for each step as it arrives.
5. Appreciate yourself
Start an appreciation diary. This is similar to a gratitude diary but different. Each day list three or more things that you’re proud of. This is a place to note all the things you’ve done well – a way of congratulating yourself.
Practice patting yourself on the back, to reinforce the things you’re pleased about and you’ll start to feel stronger and more successful.
“The more you praise and celebrate your life, the more there is in life to celebrate.” – Oprah Winfrey
6. Question the ‘signs’
Don’t wonder if the universe is trying to send you a ‘sign’. Things are what they are – we add meaning that’s often not there. The weird thing is that we don’t do it over the day to day stuff. If your favourite coffee shop is closed for renovations you don’t think it’s a sign that you should give up coffee.
You just go somewhere else for coffee. So apply the same mindset to other setbacks you experience. Don’t think of them as a sign from the universe.
They’re a plot twist in your story, not a sign you’re on the wrong path. Ignore them and stick to your dreams.
Use these tools and release your fear of failure and start your path to success today. I know that you can do it. And so do you.
How has fear of failure stopped you? How do you get past your fear? Leave your comments below!
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Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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