4. Don’t be a sissy: Be productive and results-oriented
Fear is inevitable in leadership. Whether it’s fear of failure, uncertainty, or making the wrong call, the way leaders respond to fear shapes their impact. The most effective leaders don’t deny or ignore it—they master it. They reframe fear as valuable information, anchor their decisions in purpose and values, and take deliberate steps forward, even in uncertain times. By doing so, they not only gain clarity and confidence for themselves but also inspire trust and resilience in their teams. True leadership isn’t about being fearless—it’s about leading well despite fear.
Fear often grows in the absence of clarity or progress. When leaders focus on being productive and results-oriented, they create momentum that naturally diminishes fear. By breaking challenges into actionable steps and prioritizing meaningful outcomes, uncertainty becomes more manageable. Each small win builds confidence, reduces hesitation, and shifts energy away from “what if” toward “what’s next.” Productivity provides structure, while results offer proof that progress is achievable. Together, they transform fear into forward motion—showing leaders and their teams that action, not avoidance, is the most powerful antidote to uncertainty.
Here are some things leaders can do to overcome fear in the organization:
1. Clarity of Expectations
- Being results-oriented means defining what success looks like up front.
- Clear goals and measurable outcomes prevent wasted time and energy.
- Productivity isn’t just about being busy—it’s about moving the needle on priorities.
2. Balance Between Empathy and Accountability
- Good leaders care about their teams and push for results.
- “Don’t be a sissy” (though blunt in wording) means not shying away from tough conversations when performance lags.
- You can be kind and hold people accountable.
3. Focus on Impact, Not Activity
- Encourage teams to focus on high-value work rather than checking boxes.
- Ask: “Is what we’re working on aligned with business impact?”
- Reward outcomes and problem-solving, not just effort.
4. Modeling Productivity
- Managers should demonstrate strong work discipline: prioritization, time management, and follow-through.
- Show that you value efficiency—run crisp meetings, eliminate bottlenecks, and make timely decisions.
5. Empowering, Not Micromanaging
- Productivity improves when employees have autonomy and ownership.
- Set clear goals, give resources, then get out of the way.
- Regular check-ins should be about removing roadblocks, not hovering.
6. Courage to Push for Better
- Don’t accept “good enough” when excellence is possible.
- Challenge teams to stretch themselves while providing the support they need to succeed.
- This builds a results-driven culture without burnout.
7. Celebrate Results, Not Just Effort
- Recognition should emphasize outcomes achieved, not just hard work.
- Builds a culture where people feel rewarded for moving the business forward.
Additionally, here are some questions a manager can use to reinforce this mindset:
Coaching Questions for Managers to Ask
Clarity of Goals & Priorities
- “What does success look like for this project in your eyes?”
- “If you had to rank your top 3 priorities this week, what would they be?”
- “How does this work tie back to our broader goals?”
Focus on Impact, Not Activity
- “Which of your tasks are creating the most value right now?”
- “Is there anything you’re working on that feels busy but not impactful?”
- “What would move the needle most if we invested more energy there?”
Removing Roadblocks
- “What’s slowing you down or blocking progress?”
- “What can I do to help you get past challenges more quickly?”
- “Do you have the right resources and clarity to deliver results?”
Encouraging Accountability
- “What’s your plan to reach this milestone by Friday?”
- “What will success look like when you update me next week?”
- “How will you hold yourself accountable to this outcome?”
Stretching for Excellence
- “If you had 10% more time or resources, what would you improve?”
- “What’s one bold idea we could try to get even better results?”
- “Where could we raise the bar without overwhelming the team?”
Celebrating Outcomes
- “What result are you most proud of this week?”
- “How did your work make an impact on the team or customers?”
- “What lessons can we take from this win to apply next time?”