As the elevator doors closed, Michael’s mind raced with doubt. “You’re not ready for this presentation,” a voice whispered, echoing his deepest fears. Just minutes away from pitching his groundbreaking idea to the board, he felt the all-too-familiar grip of anxiety. Yet, in that moment, he recalled Susan Jeffers’ timeless book, Feel the Fear and Do It Anyway, and knew that embracing this fear could unlock a future he had always imagined.
Michael’s internal struggle illustrates a universal experience shared by professionals across various industries. After all, as humans, we experience the same emotions, and fear is no exception.
In today’s fast-paced business environment, leaning into our fears can pave the way for innovation and breakthroughs, whether it’s applying for that challenging position, integrating new technologies, or fostering a culture of creativity. Much like Michael, who found strength in his fear, you too can feel the fear, face it, and transform it into a powerful force for growth and success.
Personally, I run my own fears through a “Fact or Fiction Check” to ground me in a Reality Check. Check it out in the following five takeaways to help you lean into your fears and transform them into opportunities.
Takeaway 1: Apply for That New Position
Fear: “What if I’m not qualified enough? What if I fail and my career takes a hit?”
Fact or Fiction Check: Is there strong evidence suggesting you’re underqualified, or is this fear fueled by self-doubt and speculation? Every new position involves risk and has a learning curve. If these concerns haven’t created issues in prior roles, the odds are strong you’ll adapt and succeed.
Reality Check: If the opportunity stirs something inside you, it’s a sign to pursue it.
Example: Like Michael, who stepped into the boardroom despite his fears, Emily was a junior analyst who wanted to apply for a senior role. Terrified of not being qualified, she showed up for the interview prepared to highlight her analytical abilities and unique approach to problem-solving. Embracing fear, she earned the position, underscoring the power of facing fear head-on.
Takeaway 2: Have That Challenging Conversation
Fear: “What if the conversation goes south and damages our working relationship?”
Fact or Fiction Check: Is there a history of conversations ending badly, or is this fear rooted in avoidance of confrontation?
Reality Check: Open communication can resolve tensions and strengthen bonds. In most cases, individuals feel less emotionally heavy after they bring a topic to light.
Example: Sarah needed to address performance issues with a colleague who was also her close friend. Her fear of confrontation was significant, but with courage, she approached the conversation transparently. “This is awkward given the depth of our friendship, yet in my role I must hold you accountable to the shared expectations we outlined.” The result was a constructive dialogue that improved team dynamics and reinforced professional respect.
Takeaway 3: Use AI to Support a Process
Fear: “What if integrating AI disrupts current workflows and leads to chaos?”
Fact or Fiction Check: Do you have examples where AI has caused disruption in your field, or are these fears based on general uncertainties about technology?
Reality Check: Embracing cutting-edge technology can be daunting, but leveraging AI could lead to unprecedented efficiency.
Example: John’s team was hesitant about using AI for customer service. Fears of disruption loomed large. However, by embracing this fear and experimenting with AI chatbots, the team’s efficiency improved, leading to increased customer satisfaction and allowing employees to focus on more strategic tasks.
Takeaway 4: Ask for Genuine Feedback
Fear: “What if the feedback is negative and hard to digest?”
Fact or Fiction Check: Have you received truly harsh feedback in the past that caused you to become defensive rather than reflective? Or, do fears arise from self-imposed pressure for perfection?
Reality Check: Awakening our awareness to how we’re perceived is crucial for personal and professional growth. We can’t grow if we don’t know. Can you reframe this feedback as an opportunity to practice a growth mindset?
Example: Mike feared feedback sessions, worried that he wouldn’t measure up to expectations. Nevertheless, he sought candid insights from his peers asking, “What is one thing I could do that would result in a more productive working relationship?” These insights guided his development and helped him build stronger professional relationships. The feedback became a catalyst for his growth.
Takeaway 5: Develop an Innovation-Friendly Culture
Fear: “What if suggesting changes leads to rejection or being perceived as disruptive?”
Fact or Fiction Check: Have you ever faced negative consequences or paid a price for speaking up in the past? Reflect on whether the impact was worth it and what you learned from the experience.
Reality Check: Encouraging creativity and innovation can pave the road to new successes.
Example: Jane feared that proposing weekly asynchronous meetings deviating from traditional meeting practices would be frowned upon. Inspired by Jeffers’ philosophy, she embraced her fear and pitched the idea showcasing research and case studies to support the change. Her initiative fostered a collaborative environment, leading to innovative solutions and even launching a successful new product line.
Conclusion: Feel the Fear, Face It, and Flourish
Fear is not a monster hiding under the office desk but a signal pointing toward growth. Leaning into fear means opening yourself to failure, learning, and ultimately succeeding in ways you never imagined. Remember, moving away from fear lets it grow; moving toward it allows it to diminish. Feel the fear and do it anyway!
