In my years of being a therapist, I have sat through countless sessions hearing from many that their workplace was the reason they were seeking help for their mental health. After researching, from my own experience mixed with clinical experience, there became a noticeable pattern. We study this greatly in personal relationships, but what about at the workplace, and especially in leadership roles? In mental health, our workplace is recognized as a major influence on anxiety, stress, and overall well-being. Despite decades of research, many workplaces still rely, consciously or unconsciously, on these fear-based structures to shape behavior and maintain control of productivity. The result? A culture trapped in a fog of distrust, disengagement, and reduced potential.
At its core, fear-based leadership operates on a simple principle: do what you’re told or face negative consequences. Whether it’s the unspoken threat hanging over sick days, the pressure to attend meetings that add no value, or the anxiety of walking a tightrope to avoid disappointing outdated leadership, this model breeds resentment and exhaustion rather than loyalty and innovation.

Fear resides deep in our bodies. Rooted in our primal survival instincts. It triggers a fight, flight, or freeze response designed to protect us from immediate danger. But in the current workplace, where threats are rarely physical and more often social or professional, this response becomes a chronic stressor. When people are constantly navigating fear, their capacity for creativity, collaboration, and authentic connection diminishes. Anxiety increases. Mental health declines.

Obligation, another heavy burden, often goes hand-in-hand with fear. We attend meetings that drain us, check off tasks that feel meaningless, and push through exhaustion because we feel we have to. But obligation without purpose is like running on a treadmill, going nowhere. It drains energy and clouds judgment. When obligation pairs with guilt, whether imposed by leadership or internalized through a broken system, the result is a cycle where employees feel trapped between what they should do and what they want to do. Resentment builds, and cultural wellness declines.

Guilt is a powerful emotion that undermines trust in oneself. When guilt seeps into workplace culture, it silences intuition and self-care. People begin to doubt their own needs and limits, prioritizing others’ expectations over their well-being. This not only harms individuals but also weakens the collective health of the organization.
Breaking free from the fog of fear, obligation, and guilt requires deliberate cultural change. Psychological safety must become a core value, where people feel secure enough to take risks, voice concerns, and innovate without fear of punishment or shame. Leaders can shift to inspiring from shared purpose, creating environments where respect, autonomy, and shared mission drive performance.
When we move beyond fear-driven motivation, towards safety and security, and appreciation, we unlock human potential and creativity. Teams become more resilient, engaged, and creative. People regain access to their intuition, their sense of meaning, and their ability to contribute fully.
The path out of the fog is neither easy nor quick, but it’s vital. For workplaces to thrive in today’s evolving world, they must replace fear, obligation, and guilt with trust, alignment, and empowerment.
If you are a forward-thinking leader looking to elevate and evolve your workplace culture. A culture design workshop or one-on-one consultation may benefit your organization. Reach out to learn more.

With Gratitude, Everything Changes
Always,
Jaclyn Fortier, LCMHC
Founder @ CCWA
www.carolinacounselingwellness.com
www.jaclynfortier.com