Fear is persuasive. It takes over your thoughts, convincing you to fixate on worst-case scenarios. But fear is not just an emotional response—it is also a belief system. At its core, fear is faith in something you don’t want to happen. And when you live in that mindset, you pour your energy into a future you desperately hope to avoid.
Manifesters will understand the truth in the phrase, “As you think, so shall you be.” Every action we take is an outward expression of our inner thoughts. When fear drives those thoughts, it doesn’t just limit what you do—it shapes how you approach life. Fear-based thinking creates a cycle of hesitation, doubt, and retreat. Faith, however, opens a different path. It’s more than hope; it’s the decision to believe in possibility and to trust in outcomes you can’t yet see.
This shift in perspective has been a long journey for me. Until I turned 35, I identified as an atheist, skeptical of anything that required faith. Then, I had an experience that completely upended my beliefs about life, purpose, and the role of faith. Since then, I’ve been trying to retrain myself to embrace faith over fear. Trust me—it hasn’t been easy. Choosing faith is a constant battle, especially for someone wired to default to skepticism.
At work, this choice plays out daily. Concerns over job security, quarterly results, or relationships with colleagues can quickly hijack your ability to act effectively. It’s easy to get stuck imagining everything that could go wrong. But when I intentionally choose faith, everything changes. I start asking better questions: What’s the best that could happen? How can I prepare for success instead of avoiding failure?
This doesn’t have to be a spiritual journey. Your faith might be in your own abilities, your company, your strategy, or your colleagues. As the Results Pyramid™ teaches us, beliefs drive results. So, ask yourself: What beliefs am I operating from? Are they helping me get where I want to go?
Here’s the practical application: when fear creeps in, pause and challenge it. Ask yourself, What belief am I operating from right now? Is this fear serving me, or is it holding me back? Then, redirect your focus. Instead of channeling energy into what you don’t want, focus it on what you do want. Faith doesn’t guarantee success, but it gives you permission to move forward with purpose and possibility.
Choosing faith—even with the risk of being wrong—is almost always better than living in fear. The alternative means constantly dwelling on what you don’t want to happen. Faith isn’t about expecting miracles; it’s about believing in the possibility of positive outcomes. When you approach life thinking, I can’t wait to see how this works out, you create a lighter, more hopeful mindset. Even if things don’t go as planned, you’ll have spent your time looking forward with optimism rather than being weighed down by dread.
The choice between fear and faith isn’t always easy, but it’s always available. As Bob Proctor wisely said, “Faith and fear both demand you believe in something you cannot see. You choose!”
Fear keeps you stuck in the shadows of what might go wrong. Faith invites you into the light of what could go right. Which one will you choose?
Elsewhere In Culture
200 U.K. companies have opted for a four-day workweek, latest data shows
The rise of the four-day workweek in the U.K., with 200 companies adopting it, is certainly an interesting trend. It’s a bold move that challenges the long-standing norms of the five-day grind, particularly in industries like marketing, nonprofits, and technology. But let’s be clear—this isn’t a one-size-fits-all solution to workplace culture challenges. A shorter workweek only works when the culture is already driving results. Organizations with strong cultures rooted in trust, accountability, and clear priorities are the ones that can successfully implement a four-day model without sacrificing performance. It’s not the schedule itself that drives success; it’s the people and systems behind it.
What often gets lost in the conversation is that a four-day week isn’t a culture fix—it’s a byproduct of a culture that’s already thriving. Without clear goals and alignment, a shorter week can create more stress, not less, as employees scramble to do five days’ worth of work in four. Organizations considering this shift should focus first on the foundations: are employees empowered to prioritize effectively? Do they feel trusted to manage their time? When those elements are in place, the four-day workweek can become a natural extension of a results-driven culture rather than a forced experiment. The success of this model ultimately comes down to whether the culture enables it to work.
Always ‘on’: How constant connectivity fuels workplace burnout
Workplace culture is breaking under the weight of burnout, and constant connectivity is at the center of the problem. Employees are expected to respond to emails on vacation, eat lunch at their desks, and prioritize work above all else. For top performers like Lexi Francis, the pressure is relentless. When everything is labeled a priority, the burden falls squarely on the shoulders of those who deliver the most, while low performers coast by. This isn’t about employees working harder—it’s about a culture that’s driving them into the ground. Burnout doesn’t happen because people don’t care; it happens because they care too much in systems that take too much.
If employees can’t unplug, the culture isn’t working. When nearly 90% of workers think about their job during time off, we’re looking at a systemic failure. An obsession with visibility over results traps people in a cycle of exhaustion, and businesses pay the price with turnover and disengagement. Culture must shift—urgently—from rewarding busyness to rewarding outcomes. When companies create clear priorities and encourage boundaries, employees don’t just survive—they thrive. Thriving employees produce results, and that’s the culture organizations should aim to build. Burnout isn’t a byproduct of ambition; it’s a symptom of a broken system. Fix the system, and the results will follow.
Can purpose and profit really coexist?
On this week’s episode of Culture Leaders, Thrive Market CEO Nicholas R. Green doesn’t just say yes — he proves it.
The episode explores how a mission-first mindset can transform business as usual.Here‘s what we unpack:
🔹 Why starting with purpose — not profitability — sets Thrive Market apart.
🔹 The secret to balancing bold sustainability goals with business growth.
🔹 How self-funding and a 100% investor rejection rate fueled an unstoppable mission.
Nick’s story isn’t just inspiring. It’s a roadmap for leaders who want to show that mission-driven businesses can thrive (pun intended) in every sense of the word.
Ready to learn how putting purpose at the heart of your business can drive unprecedented results?