Leaders and bosses will rarely admit it — but many get nervous or feel fearful or feel threatened when a team member succeeds. If that’s you, it’s time to reassess why you’re in a leadership role.
Sadly, everyone has had to work with a boss or leader who fears others’ success. When that carries over into their inability to congratulate their team and team members, a change must happen or you will lose top talent, customers, results, and revenues.
Entrepreneurial leaders understand that acknowledging others is not simply “being nice”—it’s a strategic business advantage that accelerates innovation, strengthens loyalty, and expands the company’s capacity to win.
When leaders fear their employees succeeding, they attempt to hide their insecurities by criticizing and nitpicking results, claiming it’s to help them improve. Others try to be extra nice to cover up their true feelings but lack a genuine tone. None of these approaches are effective. You will still be a leader who doesn’t want others to succeed and they respond accordingly (e.g., lack of initiative, poor solutions, mediocrity).
A woman had a great idea for a client. As requested by her boss, she submitted the idea in writing but didn’t hear anything back. A week later she learned her idea had been implemented and the client was pleased. But the client gave all the credit to her “wonderful boss.” When she asked her boss about it, the boss shrugged. “Well … it’s done. Maybe next time. Ok?” (This diminishing of another’s idea will eventually backfire. In this case, the client learned the truth and requested a different project team lead, saying. “We need to be able to trust the whole team working on our important project.”)
Successful leaders have learned to set aside any fears of others’ success. They know there is plenty of applause to go around.
Why Leaders Fear Others’ Success
- Paranoia or lack of trust due to previous bad decisions
- Inability to create solutions for a problem
- Lack of confidence and self-esteem
- No acknowledgement of their successes from bosses or boards
- Incompetence due to poor job fit
- Needing the “win” to feel good about themselves, especially after a recent failure
As a leader, if your goal is to keep your employees from leaving or surpassing you in the company, you need to work with a coach or mental health professional to create a workplace culture of psychological safety and trust.
Remember, psychological safety erodes quickly when leaders refuse to give credit and congratulate their teams. In turn, the teams withhold information, allow for mediocrity, and withdraw from contributing. You, the team, and customers all pay the price.
Have the Confidence to Encourage Others to Succeed
Leadership is built on you becoming a great boss. Your job is to provide the resources and opportunities for your employees and teams to grow and excel. Holding someone back or diminishing their ideas and work quality due to your fears of their successes and wins does not work. Remember, their work effort reflects back on you!
Own Your Leadership First
Be clear about your responsibilities. As the boss, your primary job is to produce intended results for the company and your customers. This requires a great team, and a team that is engaged in their work. Your lack of acknowledgement will cause the team to falter, make mistakes, and leave (along with your customers).
Have intentional conversations. Hold weekly meetings that make a positive difference. Work with your executive coach to learn meeting protocol and team dynamics. Share the goals, progress made, and learning moments when mistakes have occurred. Don’t forget to acknowledge and congratulate successes.
Protect Your Leadership Legacy
Keep your boss apprised. Document progress of a project or situation. This allows your boss and board to be informed and aware of what is happening on the team. Be sure to provide credit individually and for the team due to their accomplishments, wins, and solving tough challenges.
Acknowledgement. Use please and thank you. Include individual praise and team congrats too. Host a monthly (or more frequently) “brag fest.” This allows team members to share accomplishments that you and others are unaware of or have overlooked. SEE “Get Your Brag On!” for how to do it.
Use Tools That Strengthen Your Leadership
Hire an executive coach. A coach helps you navigate the politics, stay focused on results, and avoid reacting negatively to others successes. The right coach ensures you are offering well-deserved acknowledgement to yourself and others.
Take a PXT Select®. A PXT Select assessment provides real leadership data you need to understand your strengths, blind spots, and communication style and how to effectively interact with your team. When you (and your team) have objective insights, you can adjust your approach, reduce friction, and position yourself as the person who gets things done regardless of your own fears of others’ success. Building confidence is key to building a strong team.
Your Team Relies on Your Leadership
Great leaders are fearless in acknowledging and congratulating their team and team members, and produce amazing results, improve retention, and increase revenues.
What do you need to do to become a great leader?
©Jeannette Seibly 2026 All Rights Reserved
Jeannette Seibly is a Leadership Results Coach, Talent Advisor, and Business Author with 33 years of experience activating greatness in leaders and companies. She delivers practical coaching and solutions that elevate performance today, build legacies that stand the test of time, and support people in empowering themselves to lead with clarity and impact.