Harold, a senior vice president at a global manufacturing company, found himself obsessing about artificial intelligence. Every news article about automation or job displacement sent a jolt through his chest. He devoured white papers and podcasts late into the night, trying to “stay ahead of the curve.” When a younger colleague mentioned using ChatGPT to streamline workflows, Harold couldn’t shake the thought: “If I don’t master this, I’ll be obsolete.”
Harold isn’t alone. Melissa had the title, the influence, and a history of high performance. Yet lately, she found herself scrolling through LinkedIn at midnight, fixated on younger peers with bold announcements and new roles. The narrative she couldn’t shake: “Maybe my best years are behind me.”
Leaders at every level are grappling with secret fears that erode confidence, provoke anxiety and contribute to mental health issues. A recent study by Korn Ferry suggests that in a world of rapid change, the pressure to integrate AI and the desire to lead transformation is the fear of becoming irrelevant.
The fear of becoming irrelevant is related to imposter syndrome, yet distinct. Imposter syndrome whispers, “You’re not qualified.” Comparison whispers, “You’re falling behind.” Both erode confidence and distort perception, contributing to a fear-based leadership epidemic.
How fear drives anxiety
Across the globe, fear is quietly driving many leaders at every level, fueling anxiety and burnout. According to a recent report by Businessolver, 55% of CEOs have experienced a negative mental health issue within the past year.
Whether conscious of their fears or not, today’s leaders likely struggle with one or more concerns: the pace of change, the future impact of AI, and the reality that uncertainty equals increased conflict.
A global study uncovering the unconscious fears in leadership by Margot Farci reveals that 88% of leaders fear making a mistake, and 45% are unwilling to offer feedback to their direct reports. The ripple effect is a toxic work culture, decision fatigue and stunted growth.
Fear at the top trickles down to the middle and front-line supervisor levels. According to The Saigon Times, “Thirty-four percent of mid-level managers are concerned about losing their jobs within the next six months due to restructuring or the impact of artificial intelligence, while 77% of respondents identify economic instability, restructuring and AI as the greatest threats to their careers.”
A fear-based identity crisis
As a senior leader, watching younger colleagues project confidence can trigger an unconscious identity crisis: Who am I if I’m no longer the star? Or who am I if I experience failure at this point in my career?
The identity crisis manifests as a lack of confidence, the need for external validation and a preoccupation with proving oneself. Comparison, when used appropriately, can spark inspiration; however, when used obsessively, it shifts focus from impact to image. When leaders obsess over what others are doing, they become reactive rather than intentional.
How to go from anxiety to agency
If you notice these tendencies in yourself or within your team, here are five ways to shift from anxiety to agency:
- Define relevance
Relevance isn’t about keeping up or comparison. Relevance is about impact and about staying connected to purpose, people and personal growth. Ask: What kind of impact do I want to make in this season of leadership? - Shift from competition to contribution
When you see someone succeeding, use it as data, not judgment. What can you learn from their approach? What’s one way you can support their success rather than fear it? Shift from a mindset of competition to collaboration. - Audit your attention
Energy flows where attention goes. If 80% of your focus is on what others are doing, you’ve already lost ground, whether in results or mindset. Limit social comparisons by curating what you consume. - Honor your wisdom
With experience comes perspective. What many executives call falling behind is often a natural leadership pivot; from proving value to creating value, from personal achievement to collective advancement. When you no longer need to be the fastest, you can become the most grounded. You can mentor others without fear of being replaced. You can measure success not by visibility, but by legacy.
- Build capacity for uncertainty
Look at your life and recognize that you’ve navigated the waters of uncertainty before and you will again. Remind yourself that there is no such thing as certainty, but clarity is always available: Clarity of values, purpose, intention and goals.
Comparison thrives where uncertainty lives. In times of rapid change, market disruption, AI transformation or generational turnover, it’s easy for seasoned leaders to question their edge. But leadership isn’t about being the newest voice; it’s about being the clearest one. Clarity, not novelty, sustains influence.
Imposter syndrome says, “I’m not enough.” Comparison says, “I’m not as good as they are.” The truth is neither. You are not behind; you’re being invited to evolve.
Opinions expressed by SmartBrief contributors are their own.
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