Fear of Success Prominent Fear of Imposter Syndrome

Erica Kesse

Combatting Fear for Leaders

Imposter syndrome is the persistent inability to believe that one's success is deserved or has been legitimately achieved as a result of one's own efforts or skills: Another name for it is perceived fraudulence involving feelings of self-doubt and person incompetence that persist despite your education, experience, and accomplishments. The prominent fear in imposter syndrome is having a fear of success. 


Fear of success boils down to the belief that if you pursue your goals and dreams, your efforts will ultimately cost you and your life will change for the worse. 


You may avoid success because you worry about all of the challenges you need to overcome to make your dreams a reality. Or you might fear that if you make the attempt, you may discover once and for all that your goals are out of reach. 


You might worry that achieving success will turn you into a different person or cause greater negative consequences, such as relationship repercussions or social and economic backlash. 


Or maybe you have a subconscious belief that money is bad and “good people” aren’t supposed to be financially successful – so you worry that achieving your dreams will turn you into a selfish person or sellout. 


But all of these fears you use to avoid success are just stories you’re telling yourself! They are not objectively “true” in any way. If you allow yourself to believe in them, you will never take action or feel the life satisfaction that comes from discovering what you’re truly capable of accomplishing. 


It is when an individual is consistently afraid of not being capable of his accomplishments and lives with the fear of being exposed as frauds. It includes not just the fear of being accused of being a fraud but also makes an individual feel that they do not deserve any of the good things happening to them. It also brings out the feeling of being inferior and one constantly feels the following:


   “It’s happening to me because of my luck, I personally do not have anything to do with the success”

   “I still haven’t done enough”

   “All this praise is only till they find out the truth”

   “Everyone is so happy to be around me, but I feel like a fake”


Types of Imposter Syndrome

1. The Perfectionist: Impostor syndrome and perfectionism are two sides of the same coin. Perfectionists set very high goals for themselves and when they fail to achieve those goals they doubt their own capabilities. They often fail to realize that they punish not just themselves but also the group they are associated with. They become control freaks and feel that no one can do a work as good as them. They become micromanagers, find it difficult to decentralize the authority, set high standards and expect 100% out of everything and when things don’t work out they sulk in grief.

2. The Superwoman/man: Imposter syndrome influences a person’s psychology so much that they tend to consider themselves to be frauds that are running game on everyone. So in order to cover up these insecurities, they stay in the workplace for longer durations to show that they are putting an actual value to the work. They completely dismiss their hobbies and passions. And whenever they are not working, they rue that they are putting a lot of time into the drain. They become complete workaholics.

3. The Natural Genius: People struggling with imposter syndrome are also natural geniuses. They associate success with their abilities rather than the efforts. If they are finding it difficult to finish a particular work they doubt their abilities and believe that they must not be good enough. They can’t stand the thought of being not good enough. They set their bar really high and expect to get it done in the first try itself. The natural geniuses with imposter syndrome will have a track record of getting A ’s, being called the smart one in the family, failures will shake their confidence and try to avoid challenges with the fear of not being able to do it in the first try.

4. The Rugged Individualist or Soloist: Another type of imposter syndrome where the individuals do not like to be mentored nor they take assistance from anyone. They feel that asking for help would reveal them as fake. Fakers who are faking to ace at everything. Even if they need assistance from somebody they make it sound like a requirement for the work and not for themselves.

5. The Expert:  This segment of people suffering from imposter syndrome feels that they will be exposed very soon of their fraud. They feel that they have tricked their managers into getting their jobs or projects. They often shy away from applying to jobs, they look for more and more training and certifications to improve themselves.

 

Let’s process the fear of success a little more. 

Fear of success can show up in many areas of your life – here are the most common: 

Self-sabotage

Self-sabotage is when you create challenges for yourself that make it harder for you to achieve future success. 

You may consistently “forget” deadlines, make poor financial choices, or always start projects but never finish them. These acts of self-sabotage ultimately cost you by preventing you from moving forward.

Negative beliefs

Negative self-beliefs are automatic thoughts such as “I’m inadequate,” “I’m weak,” or “I’m a failure.” 

We turn these negative beliefs into self-fulfilling prophesies by constantly looking for evidence that proves them correct. If you expect yourself to fail or experience a negative outcome, guess what? You will. 

Avoidance

Avoidance strategies protect you from such emotions as anxiety and discomfort in the short term, but in the long run, they cause you to experience more of the feelings you’re hoping to avoid. That’s because they reinforce your fear around whatever you’re avoiding, so the next time you’re in that same situation, you’ll feel even more uncomfortable and go even further to sabotage your future success.

Procrastination

Fear of success can cause you to procrastinate and delay the completion of your tasks just long enough for opportunities to pass you by, or start projects but never finish them. 

You may think you’re sparing yourself from the challenge of taking action, but really you’re keeping yourself stuck where you are. 

Perfectionism

Perfectionists deal with the fear of success by setting an unrealistically high bar for themselves that they know they’ll never meet. 

Low self-esteem drives them to see external validation and other people’s approval rather than relying on their own internal compass to guide them toward a life that will make them happy. 

Quitting

Do you find yourself quitting things at the first setback you encounter? Or maybe you work for months on something then quit when the finish line is just in front of you. 

People usually quit because if they don’t believe they have what it takes to cope with the results. And if they never finish the job, they’ll never know how well (or how badly) it will turn out. 

Self-Destructive Behavior

Engaging in self-destructive behaviors such as substance abuse, binge eating, gambling, or compulsive shopping is another sign that you may be struggling with a fear of success. 

Emotional Blocks

When you imagine yourself achieving success, do such emotions as guilt, anxiety, or pressure come up for you? 

If the thought immediately makes you feel an intense amount of pressure or makes you worry about relationship repercussions, that’s a sign that fear of success is getting in the way of your goals. 

Lack of Motivation

When you think about everything you have to do to achieve your goals, do you get fired up – or does the idea leave you feeling drained or overwhelmed? 

If the latter, please understand that those feelings don’t mean you’re lazy! It’s far more likely that your fear of success is the problem. 

Discomfort

Achieving success involves outgrowing your current situation and stepping into unfamiliar territory – and that can be uncomfortable. 

You have to get comfortable with being uncomfortable and trust that your efforts will deliver the life satisfaction you seek – and that even if you stumble, you will be able to find your way forward to your goals. 



Imposter Syndrome is when many types of fears join forces. Imagine a huge nasty mud monster with several faces of fear pushing out of it saying negative things to you and knocking you down so it can consume you. The way to combat it is love. It is with love for yourself that allows you:

  • to have tell yourself the truth, to be aligned with you mind, heart, a gut to move with ease and knowing, 
  • to be able to see it for what it really is in visualizing the best version of yourself, 
  • to be able to take the negative thoughts, acknowledge them, and let them float away without attaching, 
  • to be able to continue to rest in doing the things that bring joy in your life. 

 

Success in addressing, or at least reducing, imposter syndrome most likely results from supporting our internal constructs and can be helped through a focus on:

Identify Your Obstacles

How: Take some time to reflect on where your fear of success has come from. What experiences caused you to develop this fear – and what roadblocks are you putting in your own path as a result? 

Overcome Negative Beliefs

The mirror exercise is a simple yet powerful way to combat a fear of success and reframe how you think about yourself and associate success with yourself. Here’s how you do it: 

Before going to bed, stand in front of a mirror and appreciate yourself for all you have accomplished during the day. 

Start by looking directly into your eyes for a few seconds, then address yourself by name and begin appreciating yourself out loud for the following things:

  • Achievements: Business, financial, educational, personal, physical, spiritual, or emotional
  • Personal disciplines you kept: Dietary, exercise, reading, meditation, prayer
  • Temptations that you did not give into: Eating dessert, lying, watching too much TV, staying up too late, drinking too much

Maintain eye contact with yourself throughout the exercise. When you’re finished appreciating yourself, complete the exercise by continuing to look deep into your own eyes and saying, “I love you.” 

Then stand there for another few seconds to really feel the impact of the experience—as if you were the one in the mirror who had just listened to all of this appreciation.

Growing positivity

How: Wake up in the morning and tell yourself 3 things to which you are grateful.

Adopting a growth mindset

How: Seek the vision of yourself that is 30 years older, ask them to comfort you with the wisdom of how you should have fun and enjoy life now. 

How: The Hour of Power: Every morning start “the Hour of Power” – 20 minutes of visualization and meditation, 20 minutes of exercise, and 20 minutes of reading inspirational or informational books. 

Practicing visualization

How: Spend at least a few minutes a day clearly visualizing what your life will look like once you achieve your goals. Imagine what it will feel like, smell like, and taste like – and how YOU will feel when you wake up into that life every day. 

This will help you keep that image top of mind and subconsciously prompt you to make decisions that will lead you closer to making that vision a reality. 

Use of positive self-talk

How: Stop often and tell yourself nice things like “You are enough” “You have done enough” “I deserve unrelenting joy”

Utilizing mindfulness

How: See yourself standing on a dock watching the boat sail by you. Each boat is a thought. Acknowledge their shape, color, mask, etc. and let them sail on by without getting on any of the boats and riding. Stay grounded on the dock.

Adopting positive coping mechanisms

Coping mechanism/ skills and self care is all the same thing. These are things that you like to do. Ask yourself what you want to do and when you want to do it and how you want to do it then get started. 


Source https://www.scoopify.org/imposter-syndrome/#:~:text=It%20is%20when,of%20this%20syndrome https://positivepsychology.com/imposter-syndrome-tests-worksheets/

https://jackcanfield.com/blog/fear-of-success/

Boundaries Make Better Leaders — The Mental Health Strategy Every CEO Needs

By Erica Kesse • December 20, 2025
When Leadership Starts to Take Too Much Every CEO knows what burnout feels like — that quiet exhaustion masked by productivity. You keep pushing because that’s what leaders do. But here’s the truth: if you don’t manage your boundaries , your brilliance won’t last. Boundaries aren’t barriers — they’re leadership systems that protect focus, time, and mental health.  Why Boundaries Are Strategic, Not Selfish We often mistake saying “no” for being unhelpful or inflexible. But high-performing leaders understand that boundaries are an act of clarity . They communicate what matters most and protect the energy required to lead sustainably. Think of boundaries as your business infrastructure — invisible, but essential for stability. Without them, CEOs become reactive instead of strategic. With them, leaders stay composed, decisive, and clear-minded — the exact qualities that make organizations thrive. The Burnout Cycle CEOs Must Break Here’s how burnout quietly grows: You say yes to everything. You’re spread thin. You lose focus. You feel resentful or drained. This cycle hurts not just your health, but your organization’s health. When leaders are emotionally depleted, decision quality drops, communication becomes tense, and creativity disappears. The FIRM Approach to Setting Boundaries One of the most effective frameworks from the therapeutic world is the FIRM method : F — Frame the boundary clearly: “I’m available for strategy calls on Tuesdays.” I — Identify why it matters: “This helps me stay focused and give you my best.” R — Reinforce with consistency: Boundaries only work if they’re honored. M — Model it for others: When CEOs set boundaries, it gives permission for others to do the same. Boundaries aren’t rigid — they’re reliable. They show your team how to respect limits while still achieving results. How Boundaries Protect Mental Health Boundaries reduce the mental clutter that causes anxiety and fatigue. They create space for recovery and reflection — both vital for high-quality leadership thinking. When CEOs manage time wisely and say no when necessary, they model emotional regulation , the foundation of mental health. A calm leader creates a calm company. Boundaries in Action: Small Changes, Big Shifts Here are small but powerful boundary practices you can start today: Block “thinking time” on your calendar like a client meeting. End meetings five minutes early to reset before the next. Turn off notifications during deep work. Communicate your limits clearly and without apology. Over time, these small acts rebuild your energy and focus — and your team will respect you more, not less. The CEO’s New Role: Leading with Sustainability Leadership is no longer about endurance; it’s about sustainability. Boundaries are what allow CEOs to perform at their best without losing themselves in the process. They transform leadership from survival mode to strategic mastery. When you lead with boundaries, you show your team that clarity and care can coexist. And that’s what defines modern, mentally healthy leadership.

Holding Space at the Top — How Leaders Can Create Safe Cultures Without Losing Authority

By Erica Kesse • December 12, 2025
Leadership in the Age of Psychological Safety In today’s corporate world, success isn’t just about strategy. It’s about psychological safety . CEOs are realizing that performance peaks not when people are pushed, but when they feel secure enough to take risks and speak up. But here’s the challenge: how do you build that kind of trust without losing authority ? The answer lies in a powerful yet often misunderstood concept — holding space . What “Holding Space” Really Means for Leaders The term “holding space” comes from therapy, where it means being fully present with someone — without judgment, without trying to fix them, just allowing them to process. In leadership, holding space means creating an environment where employees can bring their ideas, mistakes, and emotions to the table safely. This isn’t about being soft; it’s about being strong enough to stay steady when others can’t. In practice, holding space as a CEO looks like this: Listening without interrupting or rushing to solutions. Asking, “What do you need to move forward?” instead of “Why didn’t you do this?” Allowing others to own their growth and decisions. It’s leadership built on presence, non-judgment, and agency — the three pillars of holding space. Presence: Leadership Beyond Multitasking We live in a world that rewards speed, yet presence requires slowing down. When leaders are distracted — checking emails mid-meeting, glancing at their phones — it signals disinterest and damages trust. But when you are fully present , you send an unmistakable message: “You matter.” Presence is contagious. Teams mirror their leaders. If you lead with calm attention, your organization learns to slow down and focus too — and that’s where creativity and better decisions happen. Non-Judgment: The Language That Builds Safety Many leaders unintentionally erode trust with judgmental language. Questions like “Why did you do that?” or “Who’s responsible for this?” trigger defensiveness. Instead, try curiosity-driven language: “How did you get to that conclusion?” “What’s the context behind this choice?” This small shift reframes conversations from blame to collaboration. Non-judgment doesn’t mean ignoring mistakes — it means addressing them with respect and clarity. Agency: Giving Teams Control Builds Loyalty Micromanagement is often fear disguised as leadership. But in healthy organizations, agency is empowerment . Let people choose how to solve problems, when possible. Set clear outcomes, then step back. Agency turns employees into owners — and owners care more deeply about results. As a CEO, showing trust in your team’s judgment builds the very loyalty and performance most leaders chase through control. Creating a Safe Culture Without Losing Authority Many executives fear that leading with empathy might make them appear weak. The truth is the opposite. When a leader can hold firm boundaries and offer empathy simultaneously, it creates stability and respect. Authority isn’t about domination — it’s about steadiness. Practical ways to build safe yet structured cultures: Clarify expectations early. Safety comes from knowing the rules of engagement. Celebrate learning, not just outcomes. Reward curiosity and reflection. Model accountability. Admit your own mistakes; it sets the tone for honesty. You don’t lose authority when you hold space — you earn deeper trust . The Business ROI of Psychological Safety Google’s Project Aristotle found that psychological safety was the number-one predictor of high-performing teams. When people feel safe, they innovate more, collaborate better, and stay longer. For CEOs, this means: Lower turnover More creative problem-solving Stronger alignment between purpose and performance A safe culture doesn’t weaken business — it strengthens the system from within. Holding space might sound therapeutic, but it’s one of the most strategic leadership tools of our time. When you blend empathy with boundaries, you build an organization that performs because it feels safe to be human. That’s how the best CEOs lead in 2025 — not just with vision, but with emotional intelligence, clarity, and care .

The New CEO Mindset — Why Mental Health Is the Core of Modern Leadership

By Erica Kesse • December 5, 2025
The Shift Every CEO Needs to Make For decades, leadership was defined by performance — numbers, market share, and speed. But in 2025, the most effective CEOs are no longer the loudest voices in the boardroom; they’re the ones who know how to pause. They’ve learned that mental health isn’t a personal issue; it’s a leadership strategy. The modern leader’s competitive advantage is no longer just intelligence or vision, but emotional steadiness.  The Hidden Cost of “Always On” Leadership The traditional model of success rewards constant motion — long hours, instant decisions, and endless availability. But neuroscience shows that this style of leadership pushes the brain into what psychologists call “System 1 thinking” — reactive, fast, and emotionally charged. In the short term, it feels productive. In the long run, it leads to burnout, poor decision-making, and a toxic work culture that drains innovation. When CEOs don’t protect their mental health, it doesn’t just affect them personally — it ripples through the entire organization. Stress at the top multiplies downward. Emotional regulation and psychological safety start with the leader. Why Mental Health Is a Leadership Skill Mental health has become a core leadership competency — not a perk or an afterthought. Leaders who prioritize emotional stability lead teams that are calmer, more creative, and more loyal. Why? Because they model regulation instead of reactivity. Here’s what that looks like in action: Presence over panic. Instead of reacting to every crisis, emotionally intelligent CEOs know how to pause, assess, and respond with clarity. Non-judgment over blame. They create psychological safety by replacing “Why did this happen?” with “What can we learn from this?” Agency over control. They empower teams to take ownership, giving them space to think and grow instead of micromanaging. These traits are what therapists call “holding space.” In leadership, that means creating an environment where people feel safe to think, fail, and grow without fear. Holding Space: A CEO’s Superpower Holding space is more than a feel-good phrase. It’s a practice rooted in psychotherapy — the art of being fully present, calm, and non-judgmental, even in discomfort. Applied to business, it becomes a strategic leadership tool . When leaders learn to hold space — for themselves, their team, and the organization — they make better, more sustainable decisions. Here’s how: They stay grounded under pressure. This steadiness prevents emotional contagion, where team stress mirrors the CEO’s stress. They create trust. Teams perform better when they know their leader listens before reacting. They think systemically. By slowing down, leaders can identify patterns in culture and performance — not just symptoms. In short: mental health awareness translates into sharper strategic leadership. From Burnout to Boundaries The first step toward mentally healthy leadership isn’t more meditation apps — it’s boundaries. Boundaries are not walls; they’re structures that protect energy and focus. For CEOs, that can mean: Scheduling “no-meeting” time for deep thinking Logging off email after a certain hour Saying no to projects that don’t align with vision Healthy boundaries are acts of leadership , not weakness. They communicate to your team that rest, clarity, and focus are valued. Creating a Mentally Healthy Organization Leaders set the tone for how the entire organization treats well-being. If you talk about self-care but answer Slack messages at midnight, your team learns that rest isn’t really respected. Here’s what builds a culture of mental wellness that also fuels performance: Normalize reflection. Start team meetings with “What worked this week?” instead of “What went wrong?” Encourage honest dialogue. Invite feedback on how processes or workloads affect stress levels. Train managers in emotional intelligence. EQ can be developed — and it pays off in retention and innovation. When CEOs model calmness and care, they create psychologically safe organizations — and that’s what keeps good people.
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