It is a well-known idea that success is dependent on hard work more than inherent talent. Most people have the potential to be excellent at some job and use it to succeed in their life goals but never achieve anything exceptional. The most commonly cited reason is that they are unwilling to put in the work they need to do to achieve this goal. Hard work implies the sacrifice of time and the associated rest and recreation, and many people will choose to avoid it. There is a variety of reasons for this choice, most of which are psychological and outlook-related.
To succeed, one will often have to work for long periods without seeing any results. This lack of apparent success discourages people from applying themselves fully for extended periods. Fear of failure is another problem, as it is known to reduce athletes’ performance and likely affect other people (Tabano & Portenga, 2018). Combined with stress and a lack of apparent successes, negative biases emerge that convince people that there is no reason to do their best. As a result, the person assures themselves that they could not possibly have achieved their dreams and becomes comfortable with their position in life.
This attitude is not necessarily entirely harmful, as it partially serves as a self-defense mechanism against burnout. However, if one aims to succeed in life, one has to recognize and overcome it. A positive outlook in which the person acknowledges their strengths and weaknesses and applies them productively is critical for the successful execution of successful strategies. Rather than focusing on a distant goal and building negativity over one’s continued failure to achieve it, one should recognize the progress that they are making and celebrate it. This practice requires considerable mental fortitude, but it is essential for the full realization of one’s talents.
Reference
Tabano, J., & Portenga, S. (2018). Personality tests: Understanding the athlete as a person. In J. Taylor (Ed.), Assessment in applied sport psychology (pp.73-82). Human Kinetics.