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Regardless of the sector we work in or what rung of the ladder we’re on, we all have goals, motivations, and a sense of where we want to go. Yet the path to get there is often riddled with doubts. We started talking about our own fears, asking: Are these fears real – or just myths we’ve grown up believing about what’s possible (or impossible) for us? What we found is that fear is very real in shaping our decisions – whether it’s based on fact or fiction. Workplaces often act like emotion-free environments where we should leave personal challenges at the door, but of course we don’t really leave our full selves at home. We bring everything to work: hopes and anxieties about advancement, biases we’ve faced, and the stress of a shifting economy or technology. Those unacknowledged tensions can fester in silence, chipping away at our confidence and well-being.
Realizing we weren’t alone, we set out to create Fears & Careers – a safe, anonymous space for people to share their stories. We surveyed professionals across industries and career stages and asked them to open up about the fears they’ve faced. They did so with remarkable honesty and courage. Now, with their permission, we share their wisdom here. These anonymous voices remind us that the first step toward overcoming a fear is acknowledging it – and that none of us have to face these struggles alone. Throughout this piece, you’ll read many of those stories. They often resonate with our own experiences. Like us, many of our survey respondents felt the sting of doubt and bias. Our hope is that by seeing these challenges named and discussed – by people like us – we can begin to move through them. We have done the heavy lifting for you, so you don’t have to face these fears alone. By preparing our minds, our skills, and our support systems today, we can step into tomorrow’s opportunities with confidence. Let’s uncover the myths, step out of our shells, and discover not just who we are, but who we can become.
Career Stages
Career-related fears often shift as we move through different stages of our working lives. We can group those stages broadly as Early Career, Mid-Career, Career Pivoting, and Established Career. In each phase, typical anxieties arise. Below we highlight each stage, share stories from our survey, and suggest ways we (and our peers) have learned to navigate those fears.
Early Career
Starting a career is exciting – it feels like the reward after years of school – but it can also be overwhelming. Landing that first job is often much tougher than people expect. We remember having to compete with candidates who had years more experience, while even “entry level” roles asked for impossible skill sets. Once on the job, every new workplace has unwritten rules and norms, and learning them all at once feels like drinking from a firehose. Many young professionals in our survey echoed these struggles. One Early Career GIS coordinator shared:
“Starting work as a female in a government role where most of my coworkers were men much older than me was quite an adjustment… it never got to be fully comfortable.”
We’ve all had moments like that. At 23 or 25, we wonder: “Am I really qualified for this? Will my ideas even be heard?” These doubts – about underqualification, fitting in, or simply making a mistake – are incredibly common. One recent graduate described her job search as “an endless uphill battle” against impossible expectations. She wrote of applying for any job she could, only to find postings demanding “two-plus years of experience” in tools she’d never even heard of. Others ran into a different wall: a cycle of needing a stable job to afford a car, but needing a car (and license) to get a job. Another graduate student told us she was “very nervous about the outcome” of her career after being “ghosted” by hundreds of applications.
“Everyone tells me that I’m doing everything right… but I’m not getting anywhere at all. It’s hard not to be pessimistic,” she admitted.
Hearing these stories, we see a common theme: early-career professionals often feel burned out before they even start. The first job market can seem stacked against them (internships that are hours away or only for enrolled students, unrealistic experience demands, unpaid work expectations). It can feel like you can’t win. We remind each other that these struggles are not personal failings but systemic barriers, and that nearly everyone starts here.
What helps:
We’ve found several strategies make a difference. Seeking a mentor – even an informal one – can normalize those jitters. Someone who once felt the same at 23 can reassure us we do belong. Joining peer groups or young-professional networks also helps. For instance, after one person confessed she was “nervous about the outcome of [her] career” amidst hiring freezes, fellow early-career members rallied around her. Hearing that others share your fears can lighten the load. We can also lean into skill-building: taking free online courses or extra training (Coursera, LinkedIn Learning, community college classes, etc.) can boost confidence if our resume feels thin. Finally, we practice asking for feedback regularly, so that small mistakes get fixed early and we remember that everyone started somewhere. As one anonymous early-career pro advised, “Remember that it’s not only okay to seek support – it’s often the fastest way to grow.”
Mid-Career
Five to twenty years in, many of us reach a midpoint where the questions change. New fears kick in: Have I stalled? Am I keeping up with industry changes? How will I balance work with family? Responsibilities at work often grow (maybe promotions or management) just as responsibilities at home may grow (kids, elder care). Expectations – both others’ and our own – tend to swell. One mid-career respondent captured this well:
“In my marketing career, when I transitioned into a Director role, I had major impostor syndrome.”
Suddenly stepping into leadership can shake confidence. Another shared a related fear: ageism. “At my first three jobs I felt a subtle bias that my opinions were discounted because I was too young,” one person told us. The strange thing is, later in mid-career we can face bias again – only now for being “too old.” (We’ve all heard jokes about someone calling HR on an older coworker for writing in Comic Sans.) It turns out a perennial worry in mid-career is not being taken seriously – whether we’re the young newbie or the veteran pro. On top of that, work-life balance can peak in complexity. One parent told us about coming back from parental leave to find their supervisor had retired:
“Starting a family and having your supervisor retire while you’re on leave…coming back and realizing employees who have no upward trajectory risk burning out.”
In other words, juggling career ambitions with personal life can feel like walking a tightrope.
What helps:
In mid-career, we’ve found it’s crucial to revisit our goals. It’s okay if we’re not on a preset “track.” Careers often zig-zag. Talking through our long-term plan with a coach or trusted colleague can reignite passion. Peer support is huge, too – joining a mid-career forum or affinity group reminds us that others have faced similar crossroads. We’ve seen even informal “coffee chat” groups at work make a difference; venting or brainstorming with peers highlights that “Yes, they have felt this, too.” Finally, many of us combat mid-career angst by mentoring junior colleagues. Teaching others reinforces our own expertise and reminds us how far we’ve come. In fact, several Vanguard Cabinet members said mentoring became one of the most rewarding ways to overcome their own doubts. “If I can guide someone else, I’m reminded that I know this stuff – and that confidence sticks.”
Career Pivoting
At any point, some of us choose (or are forced into) a pivot – a big change like shifting fields, specialties, or work modes. This could be moving from one industry to another, switching from employment to freelancing, or even returning to work after a layoff or health issue. A pivot is exciting but scary: you’re trading the familiar for the unknown. As one respondent vividly put it, after a head injury:
“I thought I was a superhero, then I had a massive concussion that rocked my world… relearning my GIS skills was an ugly journey.”
That “superhero” metaphor captures the pivot fear perfectly: losing your footing and having to relearn basics. It raises questions like “What if I fail in this new area?” or “Will my old skills even transfer?”
What helps:
We advise treating pivots as experiments, not leaps. Try things on a small scale first – take an evening course in the new field, volunteer on a cross-department project, or do some freelance work while keeping your day job. This lets you test the waters without burning bridges. Also, rebrand your skills: make a list of how your existing expertise applies elsewhere (for example, GIS analytical thinking can help in data science). Networking is key – talk to people who made similar moves. Many respondents told us that attending industry meetups or joining LinkedIn groups helped them see how their background is valued in new settings. Finally, share your plans with your support system (friends, family, partner). One survey participant emphasized that simply talking candidly with their partner about the pivot relieved a lot of anxiety. Having that emotional backing makes the unknown feel more manageable.
Established Career
We tend to imagine the later stages of our career as the golden years: all the hard work pays off, we slow down, retire comfortably, and enjoy the fruits of our labor. But in reality, an established career (20+ years, often approaching retirement) brings its own complex challenges. Many of us start asking: “Have I done enough? Am I obsolete? What legacy will I leave?” Even as senior employees or managers, some worry about ageism in reverse. Interestingly, an established career respondent said, “Now in full retirement, I have no continuing fears relating to the workforce” – suggesting that in retirement many people do let their guard down. But for those still working, common worries include staying current with new tech, finding advancement, and shifting identity. Being later in your career can raise questions about health, energy, and even financial security.
That said, an established career also has incredible upside. These professionals bring unmatched insight, leadership, and perspective to their roles. We’ve weathered industry shifts, led teams, solved complex problems, and adapted through change – skills that are essential in any workplace. Many of us become mentors and culture-shapers, guiding younger colleagues.
What helps:
For anxiety at this career stage, a good strategy is to “champion the next generation.” Sharing our wisdom and mentoring younger coworkers often reduces our own stress and gives a sense of purpose. In fact, mentoring the next generation can be empowering: as one survey respondent advised, “You will face people or managers that…try to socially imply you should do this or that, but…you are the one making the decisions.” By advocating for ourselves and others, we reinforce our value. We also plan retirement with purpose: exploring consulting, teaching, or volunteer roles can keep us engaged. Many professionals find that phased retirement or part-time work eases the fear of “having nothing to do.” Ultimately, an established career can be a meaningful chapter of influence and impact – far from being the end of the road.
Core Fears
Certain fears cut across all stages. In our survey and conversations, we repeatedly heard about impostor syndrome, ageism, burnout/work-life balance, job insecurity, and discrimination. Below we dive into each of these, using our own words and the stories people shared.
Impostor Syndrome
Impostor syndrome is that nagging voice that says you don’t belong, no matter how much you’ve achieved. Impostor syndrome…makes you second-guess your abilities…fear of being found out even when you’ve earned every bit of your success. As it turns out, this fear is extremely common. In our survey, 71% of respondents said they had felt like an impostor at some point. It doesn’t care how many degrees or accolades you have; sometimes the harder you work, the louder that voice becomes.
What surprised us most is how many seasoned pros still feel it. One survey participant told us about a former professor turned colleague: despite her status, she still grapples with those feelings of self-doubt. Another marketer shared how, upon becoming a director, she actually stepped down one level due to that fear – and later fought it by pushing herself. She started public speaking, leading meetings, joining boards, and “getting comfortable with being uncomfortable.”
The good news is, many of us have learned to reframe impostor feelings as a sign of growth. One respondent put it simply: “You will always face imposterism in the workplace if your career is headed in a good direction… My department is filled with people who have been in this career for decades… I always feel like I am behind the 8 ball… but there are also things that I can specialize in… One day you will be them, especially with the aging workforce.” In other words: if you feel behind, that’s just a clue you’re learning. We remind ourselves that not knowing everything is normal. Instead of fearing what we don’t know, we look for opportunities to learn new skills. We celebrate each milestone, document our accomplishments, and lean on our mentors and peers for perspective. Over time, being our own cheerleaders and seeing others face the same feeling makes the impostor syndrome lose its power.
Ageism
Age bias – at both ends – is a fear that many of our respondents named. Workplaces span generations and should benefit from that diversity, but unfortunately stereotypes often sneak in. Younger professionals can be unfairly labeled as inexperienced or entitled; older professionals can be assumed to be out of touch or resistant to new technology. One Gen Z GIS professional captured this well:
“Often, I feel as though people are hesitant to hire people labeled ‘Gen Z’… I feel as though we are looked down upon for being technologically savvy… I feel as though I have been turned down from jobs due to my lack of experience, yet in my fellowship I have been given minimal chances to grow… They want us to do the boring work but don’t trust us to actually be leaders and managers.”
That frustration – of being given tasks but not chances to shine – led her to say she’s hopeful she’ll land something soon. She’s not alone. Conversely, another respondent described his mid-career experience:
“At my first three jobs I felt subtly that my opinions and expertise were discounted because of my age. Now that I’m older (10 years into the industry), that is not an issue anymore.”
In other words, both feeling too young and later too old are real fears.
What helps us combat ageism is staying open-minded on all sides. We remind ourselves that each generation brings strength. A multigenerational workforce should be a powerful advantage. Fresh ideas from newer employees can combine with seasoned insight to make stronger teams. If we stay curious, we can learn from every stage of experience instead of falling prey to stereotypes. By acknowledging that bias hurts all of us, we can choose to trust our collective skills rather than dwell on age.
Burnout & Work-Life Balance
Burnout was a theme that came up over and over. It’s the fear (and reality) of burning out from pushing too hard without enough rest or support. One professional shared how she had thought “in order to achieve my career goals, I had to sacrifice my happiness and deal with constant stress and anxiety… But the truth is, we don’t have to live like that.” That realization – that balance is possible – took time, and she’s “still working towards” that ideal balance.
When we push ourselves too long without enough rest, recognition, or alignment with meaningful goals, your energy starts to fade, and even tasks you once enjoyed can feel like a burden. It’s easy to internalize that as failure or lack of motivation. In reality, burnout is a sign that something deeper needs attention. When we hit that wall, it doesn’t mean the road is over; it means we need to pause and reassess our path.
One takeaway from our community is to give ourselves permission to set boundaries. It’s okay – necessary, even – to prioritize our well-being. As one respondent put it, we are not obligated to stay in environments that drain us. Instead, we can invest time in opportunities that “support our growth, both professionally and personally… You have every right to build a life where your work supports you, not consumes you.” That might mean negotiating remote work, seeking employers with better support, or, if needed, switching roles. It certainly means leaning on support networks and professional help when needed. Burnout doesn’t have to be a career death sentence – it can be a wake-up call to make intentional changes and rebuild a more sustainable path.
Conclusion
Writing this together has taught us one big truth: everyone is scared sometimes. We’ve heard it again and again in the voices of our colleagues: whether at 23 or 63, people worry about their jobs, their future, and their worth. These experiences can feel isolating and overwhelming but… you are not alone. None of us are immune to doubt, frustration, or exhaustion, but none of us have to face them alone. In fact, acknowledging our fears is a strength – it’s the first step toward growth, healing, and meaningful change.
Here’s what we’re taking from all the stories we’ve gathered: fear is real, but it doesn’t mean we’re broken. It means we’re doing something that matters to us. By speaking openly about our fears, we chip away at the silence that makes them harder to bear. This community we’re building – each anonymous survey response, each shared insight – is proof that courage grows when we are together.
So whether you’re an early-career pro worried about getting started, a mid-career person questioning your path, someone embarking on a big pivot, or nearing the end of your career, remember: your story matters, your voice is powerful, and your path forward is still unfolding. Prepare today (mentally, skill-wise, and emotionally), show up tomorrow, and know that you are capable of more than you think. Our journeys may not be linear (think more spiral staircase), but every step – even sideways or down – brings new perspectives. We can take those steps together, supporting and cheering each other on along the way.
Resources
To support your journey, here are a few places and tools fellow professionals have found helpful:
Mentorship & Community:
– Vanguard Cabinet programs
– Geospatial Professional Network (formerly URISA) Mentorship Network
– Women+ in GIS Circle Platform
– LinkedIn GIS/industry groups provide peer support, networking, and mentoring opportunities
Organizations that focus on racial, gender, and social equality:
– NorthStar of GIS
– Black Girls M.A.P.P.
– GeoChicas
Skill-building:
– Online learning platforms (Coursera, edX, Udemy, etc.) offer courses to update both technical and soft skills
– Toastmasters International is a great way to build confidence in public speaking and leadership
Sources
All quotes and insights are drawn from the authors’ survey and draft articles (Olamiposi Caleb Fagunloye and Julie Lazor) with respondents’ permission. Each blockquote is cited. These resources and reflections are meant to inform and empower professionals across sectors and stages. Thank you! Reach out if you would like to support keeping this conversation going.
