Connect with us

Success Advice

The Thing About Risks and Why We Love Our Heroes That Take Them

Published

on

Image Credit: JON SOOHOO/NBAE/GETTY IMAGES

In light of Kobe Bryant’s death on January 26, 2020 from a helicopter tragedy, I am compelled to write about the risk profile that many of our heroes and industry titans must face and master on the path to success. The question I’m pondering is this: Do all successful people, by nature, become numb to risk-taking? Is a risk-taking tendency almost a prerequisite of success, regardless of industry? Are all successful people inherently delusional, as a prerequisite to pushing the boundaries required to excel in their lines of work?

Actor Will Smith said as much in a YouTube interview:“There’s a certain delusional quality that all successful people have to have. You have to believe that something different than what has happened for the last 50 million years of history, you have to believe that something different can happen.”

In Bryant’s case, CNN reported minutes before the crash occurred, the pilot of the doomed helicopter had requested special permission to continue flying despite foggy weather conditions. The last thing heard from the pilot to air traffic control was that he was trying to avoid a cloud layer. It didn’t work.

Why had the pilot requested special visual flight rules clearance—which would allow a pilot to fly during poorer weather conditions than those allowed for normal visual flight rules? We don’t know what happened for sure on that flight, but it’s safe to say that risks were taken with the weather conditions—risks that may not have been taken under different circumstances, or with different passengers on board.

The truth is we will never know and the world is left mourning the loss of nine souls which left us too soon.

The Voice Inside

The journey to success is lonely. Those who have made it have learned to listen to their own inner voice rather than the voices on the sidelines telling them to quit or their goals are too lofty. This is a blessing and a curse, especially when it’s the inner voice that got you to the mountaintop.

It’s easy to think of other successful risk-takers whose stories ended prematurely. A recent example was pro racecar driver Jessi Combs, who was dubbed “the fastest woman on four wheels.” At age 39, Combs died trying to best her own record speed of 398 miles per hour, which she had recorded in 2013. She crashed in Oregon’s Alvord Desert.

Apple’s co-founder Steve Jobs was known to push the envelope. He had been pushing the envelope his whole life. He tried to do the same thing with his cancer treatment and it didn’t work out. Live Science published a piece that explored, Did Alternative Medicine Kill Steve Jobs

The article notes, Jobs delayed the recommended medical treatment for pancreatic cancer for nine months. He attempted to treat his condition through alternative medicine and eating a special diet. It required surgically removing the tumor.

Not all risk-taking results in the uber-successful losing their life, but other things may be lost by “going all in.” Jim Carrey described “losing himself” while method acting as Andy Kaufman for the film “Man on the Moon.” An article by Josh Rottenberg for the Los Angeles Times described Carrey “plunging himself so deeply into the role that he was never the same again.”

“Only those who will risk going too far can possibly find out how far it is possible to go.” – T.S. Eliot

Ripping the Envelope Open

Other successful risk-takers (who are still alive connected to their own identities, and continuing to reap big rewards from their risk-taking) are founder of Virgin Airlines Richard Branson, whose risk-taking exploits Alison Coleman writing for Forbes called “the stuff of legend.” “…as I’ve always said, no one ever reached for the stars from the comfort of their couch!” Branson said in Coleman’s Forbes interview.

A few more examples:

  • Dropbox’s Drew Houston—who was told by Steve Jobs that Apple’s iCloud service would take over the Dropbox market—took a big risk in not selling to Apple. Now Houston’s company is worth $12 billion.
  • Oracle’s Larry Ellison—Oracle wasn’t always the most popular database company in the world. Ellison had to take many risks to propel the once struggling tech firm to domination, once even mortgaging his house to keep the business going via a credit line.
  • Uber’s Travis Kalanick—Uber’s co-founder, who also co-founded the now bankrupt file sharing company Scour Exchange, was accused of copyright infringement. Kalanick didn’t let failure stop him, and overrode funding challenges and many competitors in the ridesharing app space to ultimately become the behemoth.
  • Pinterest’s Ben Silbermann—Silbermann already had an enviable job at Google when he left to form Pinterest. It wasn’t an instant hit, with only 3,000 accounts. Silbermann stuck with it, running the site out of a small apartment for a while. Eventually, the app was launched on iOS and the rest is history. The company is now valued at $12.7 billion.

“You’ll always miss 100% of the shots you don’t take.” – Wayne Gretzky

You don’t have to be famous to be a risk-taker to fit this profile. I know that even in my own business, I have practiced “the success delusion.” There have been many times when I have had to convince myself that things are better than they really are in an effort to keep moving forward.

One of the reasons we love our heroes is because they step into the unknown and gamble. We, as mere mortals, marvel at it. I know that it isn’t that these champions are free from fear but that they are not paralyzed by it. Every person on that helicopter on Jan. 26 was a hero and a risk taker. May we celebrate their lives and may their legacy inspire every one of us.

What do you think—are all successful people inherently a little delusional?

My name is Paul Argueta. I have been featured on the Inc 5000 list twice. I own a real estate brokerage and employ over 100 independent contractors as real estate agents. I am a huge sports nut and decided that I would find a way to combine sports with real estate. These days I assist Pro Athletes during their relocation process and even E-Sports gamers. I am happily married with 5 children. Balancing the pursuit of success while being a present husband and father is a challenge and my passion. You can reach me at https://www.facebook.com/talktopaulargueta.

Advertisement
Click to comment

Leave a Reply

Your email address will not be published. Required fields are marked *

Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

Published

on

Why one-size-fits-all leadership doesn’t work
Image Credit: Midjourney

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

Continue Reading

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

Published

on

leadership tips for new CEO
Image Credit: Midjourney

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…)

Continue Reading

Entrepreneurs

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.

Published

on

Bridging the gap between employees and employers
Image Credit: Midjourney

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.

Continue Reading

Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

Published

on

entrepreneurial leadership skills and traits
Image Credit: Midjourney

When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

Continue Reading

Trending