Success Advice
7 Ways to Kick Your Fear of Success in the Face and Have the Success Your Heart Desires
Think about the positive emotion you felt when you watched or listened to a successful businessperson you admired. You thought to yourself how amazing their success is and imagined how life would be if you experienced massive success. The thought of being successful in life and in business comes with inspiration, excitement, high energy, and motivation.
But when it comes to the details and taking action, the journey to success may come with intimidation, wavering, hesitation, doubt, and trepidation. People don’t often express fear of success, but it is displayed in their behavior.
Behaviors that display fear of success include procrastination, making excuses, getting cold feet, not following through, self-sabotaging talks and not making decisions that will move you forward. Everyone’s meaning and measure of success are different, however, whatever your meaning of success, it is attainable.
Here are seven ways to kick fear of success in the face and move toward what your heart desires:
1. Dispel the mental lies
When we want to do something we’ve never done before, our thoughts tend to race. Thoughts run through our minds daily and we have conversations in our heads. Sometimes these conversations are similar to the analogy of the devil on one shoulder telling you one thing and the angel on the other shoulder telling you the opposite. The back and forth dialogue creates analysis paralysis. Any negative thing you’ve told yourself – stop now.
“Fears are nothing more than a state of mind.” – Napoleon Hill
2. Don’t overthink things
Overthinking is an activity that contemplates possible outcomes in a way that is unproductive. You think too much on a particular thing to a point where it affects your actions, thoughts, and emotions. When you overthink, you are slow to make a decision. When you hit this block, it’s important to get to a place you can clear your mind. Change your environment and do something different for a few hours. Speak to someone about your challenge. Usually, they will offer insight you may not have thought of. This helps you get out of the indecisive state.
3. Remove emotion and focus on the task
Have you ever done or said something you regretted while in an emotional state? Emotional based decisions can potentially cause more harm than good. Emotions should not be a guide when making decisions. While I am not suggesting to ignore what you are feeling, I am however saying to be aware. Negative emotion can bring about impulsive actions or reactions. This is where being mindful can save yourself from emotion induced problems.
4. Think the opposite of your fears
Write out your fears. Then, write the impact this fear has on your progress. Next, write the activity you need to do to push through that fear. Take action and trust that something good will happen for you even if it’s incrementally. Focus on positive outcomes. Ask yourself, what if this does work? Then tell yourself good will come from it. This activity will put you in a mindset of accepting and preparing for the success you desire.
5. Do what you fear most
This may sound cliché but this is a solid method to help you overcome fear. The more you implement this into your life the quicker you will see massive results. I heard one time that “fear is faith in the wrong thing”. When you take action on what you fear the most and come out on the other side alive and well, you will gain the much-needed confidence to do it again. The experience will provide you with ways to improve and you will realize that it was not as bad as your mind tried to trick you into believing it would be. So jump in and do it!
6. Surround yourself with those that take massive action
Those you interact with regularly have a huge influence and impact on your success. It’s true about what’s said about the company that you keep. If you surround yourself with mentors, visionaries, action takers, and doers, you will be inspired and motivated to do the same. Interacting with individuals that don’t make excuses and encourage you to take steps toward your desired outcome have a greater impact on your life than those that are merely satisfied, not interested in growth and find reasons not to do something that will move them forward.
“The path to success is to take massive, determined actions.” – Tony Robbins
7. Use your imagination
In the book “As a Man thinketh” by James Allen, he discusses the power of thought. You have the ability to think your way into a successful life. Actions are followed by our thoughts so thinking successful thoughts will produce the right action. Walk the walk and talk the talk. Practice what successful people do, go where they go, dress for success, walk with a consistent pace and upright, and align how you speak to the success you desire. I recall listening to a Brian Tracy teaching telling a story about the time he was asked to teach about a topic he knew nothing about. He didn’t decline the request; he simply learned what was needed to be successful in accomplishing that request. You too have the same ability to create success for yourself.
This is not an exclusive list but when you have done these things and see results, you will experience a shift in your mindset. Fear will diminish and confidence in yourself and your ability will get stronger. Affirm your success daily, take action, and expect positive outcomes. Kick fear in the face and walk in the success your heart desires!
Image courtesy of Twenty20.com
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The Leadership Shift Every Company Needs in 2025
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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