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Is Fear of Failure Keeping You Stuck in a Lifeless Job? Here Are 5 Things to Do

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Are you stuck in a job that doesn’t fulfill you and you can’t seem to find a way out? Chances are that your fear of failure is holding you back. You constantly dream of change, but the dream is quickly replaced by worse case scenarios or self-doubt: What if you don’t find a better job? What if you don’t stand out in a competitive market? What will others think if it doesn’t work out?

At the end of this line of reasoning is the conviction that you’re not the only one who’s not satisfied, and that’s just how life goes. After all, bills won’t pay themselves, right? So you keep toiling away, increasing your level of self-dissatisfaction while quietly hoping that things will somehow improve on their own.

Fear becomes the self-imposed obstacle that prevents you from taking the steps that are necessary for the change(s) you long for. I can recall numerous times in my life where I gave in to my fears and compromised with my goals and desires to play it safe. I was stuck and my dream life and career felt so out of reach. The voice of my inner critic showed up every time I attempted change, to convince me I wasn’t ready and I didn’t have enough to shift.

So how do we overcome the fear of failure, so we can propel change? By removing the notion that change is a threat. Our ego thrives on fear. Its sole purpose is to keep us safe and protect us from taking risks. When we perceive a threat we activate the part of our brain called “amygdala” and we go into fight, flight or freeze mode.

Our simple survival mechanism limits our potential by overemphasizing the fear of failure. Fight or Flight takes hold, but growth does not. We survive, but we don’t thrive, and therein lies the problem. We crave meaningful work that doesn’t drain us, but fulfills us and makes us happy. So how do we take the leap?

Here are 5 life hacks that helped me overcome fear and land a meaningful career:

1. Recognize the desire to change

It serves as a clear sign that you should do something about your situation. Don’t fear it, embrace it. It’s an indicator light in your personal console telling you that you urge for more because you can achieve more. Don’t ignore the blinking light, pay attention and start asking why it’s on in the first place. Trust the urge to start exploring what that might be with the initial intent of finding answers.

“You are never too old to reinvent yourself.” – Steve Harvey

2. Examine your fears, then challenge them

Write them down and face each one of them. This will help you really reveal where they come from. Recall that your ego and its survival mechanisms will over inflate these fears. Pop the balloon by grabbing a pen and asking yourself what is there really to be afraid of.

3. Put it in perspective

Seriously, what is the worst that could happen? If you’re not fulfilling your Plan A, then you’re already living out the downside scenario. Focus on what you’re grateful for, and count your blessings – they’ll still be here no matter if you fail or succeed, as well as the people who love you. The opinions of the rest don’t really matter. You’ll find that it is even easier to bounce back from failure than suffering from the inertia caused by fear. But, this takes courage.

“Failure isn’t the opposite of success, it is a part of it.” – Arianna Huffington

4. Be courageous

All you have to do is try. And the best way to try is through practice. Getting over your fears takes self-training, like a muscle that you need to exercise to build strength. Be intentional about putting yourself out of your comfort zone. Commit to challenging yourself and you’ll see that you’ll learn to bounce back quicker than expected. Your fear will lessen, and your confidence will build as will the resilience needed to enact change.

Arianna Huffington has a great quote to remind us that “Failure isn’t the opposite of success, it is a part of it.” Failing is an inevitable part of the process, so you may as well get it out of the way and face it with courage. But there’s failing, and then there’s taking the risk of failure in the pursuit of self-actualization. In other words, be smart about it by…

5. Creating a plan and executing in small steps

I know you might be thinking: “All of this is great, but I can’t just quit my job and design that meaningful new career.” And you probably shouldn’t. You have to strategize and prepare a plan. That way you can start moving forward with confidence (see #4 above). Shift the focus from the worst case scenario to a step-by-step plan. Then go ahead and explore, learn, ask for help, talk to people, save money, consider the bigger picture before you finally take a leap of faith.

Finally, think of what you’re not willing to give up for the change you want. Often these things keeps us stuck. We dread starting over, we’ve come a long way, so we resist breaking up with the person that don’t make us fully happy, with the lifeless job or a toxic friendship. We’ve invested in these things and they’re familiar and easy. Adjusting to the new and parting with the old is difficult.

Shift the perspective to a mindset of learning and growth. In reality no experience is lost or meaningless. You only add to it, and build more from it. That makes you more resilient and brings your personality and skill set to new heights.

Is fear of failure keeping you stuck? Please share with us below!

Vanya is a Professional Leadership Coach, certified by the "Institute For Professional Excellence In Coaching" (IPEC). Prior to her coach certification, she graduated "Sofia University" with a B.S. in History of Philosophy, where she began her journey to study the human experience and the powerful role of the mindset in changing behavior and achieving success. Her entrepreneurial nature and innate drive for personal and professional growth, balanced with a deep connection to purpose have led her to work with leaders, entrepreneurs, and founders. Her personal experience, moving to the USA at the age of 22, allowed her to develop the skills and mindset to navigate constant change, tolerate risk, and build resilience. Based in NYC, today she helps her clients to optimize their leadership potential, gain perspective, improve their productivity and time management skills and define the bigger vision for themselves and their business. You can find out more about her and her work on her website www.liveauthentic.net and her weekly podcast 'The Coaching Journal'.

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Success Advice

What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)

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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.

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Bridging the gap between employees and employers
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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:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • 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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Entrepreneurs

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Learn essential lessons, success strategies, and mindset shifts every aspiring entrepreneur needs to overcome challenges and build a thriving business.

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