Fear of Failure Derails Success

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The best coaching clients are not just coachable, they hunger for the help to amplify the success they already have AND they are willing to invest time and their own money in themselves to do so.

Coachable High Performers Do Not Allow Fear To Get In The Way
True high performers want and need opportunity, permission, and power to be the best when one’s best is needed. They aim to be extraordinary. However, not everyone with lofty goals is coachable. Not all high performers have what it takes to be coachable.

Ego or fear might be standing in the way of their own success. Maybe they do not want to accept the fact that the motivation to be great might come from the guidance of someone who can inspire them, hold them accountable, and point them in the direction of their wildest dreams.

While more experienced salespeople and business owners truly need coaching to excel, they are often in scarcity mindsets and not mentally ready to take the leap. They lack the confidence in themselves to believe that they will make the return on their investment. In other words, they underestimate their own capabilities.

Of course, there are exceptions to the rule. I recently wrapped bahamas telegram data up with an amazing client who was new to sales who made the investment and blew his numbers out of the water. But he was apprehensive at first. He didn’t believe in himself, so he was standing in the way of his own success.

It’s a bit of a double-edged sword for this type of client. They need and want help but often become paralyzed by their fear of failure. This fear of failure might stop someone from being able to believe in themselves enough to take a risk and commit themselves to the growth they are so hungry for.

A Coachable High Performer Embraces Fear
Most of the clients I work with embrace the scary and uncomfortable stuff because they recognize that discomfort is the path to growth. They don’t have enough support or inspiration from their managers and organizational cultures, which motivates them to find a coach. They are learners. If they don’t have the tools they need, they go find them.

Ineffective leaders often don’t want to admit or hear that they have a leadership problem. They often don’t realize that the incredible talent on their teams will continue to develop themselves right out of the organization.