The Power of Results – Why Doing Well Makes Us Feel Incredible
Let’s cut straight to the core.
You know that amazing, almost electric feeling you get when you nail something?
- You finished that report before the deadline.
- You closed a tricky client deal after weeks of effort.
- You finally stuck to your morning routine for 7 days in a row.
- Or let’s keep it desi—you made your mom’s biryani recipe perfectly on the first try
That inner voice says, “YES! I did it.”
That feeling? That surge of confidence and pride? It’s not random.
It comes from producing good results.
- And that’s what this entire article is about:
- When you create results you’re proud of,
- You feel better about yourself.
- And when you feel better about yourself,
- You start producing even better results.
It becomes a cycle—a beautiful, upward spiral.
It’s Not Just About Motivation. It’s About Meaning.
We often talk about why people feel low, disconnected, or “not good enough” at work or in life.
Most of the time, it’s because they’re not seeing meaningful progress.
They’re working, sure. But are they winning?
Are they clear about their goals?
Do they feel supported to reach them?
Do they have something to show for their effort?
That’s where it all shifts.
“Progress equals happiness.”
— Tony Robbins
When people can see their work turning into tangible, real-world outcomes, it gives them a sense of power.
Not power over others—but power over their own lives. A sense of ownership.
Let’s Take an Everyday Indian Example
Let’s say Riya is a young team leader in Bengaluru. She’s handling three projects, getting pulled into meetings, and juggling client expectations.
For weeks, she’s been doing the work, but not feeling anything.
Then one day, she and her team crack a new strategy that cuts client churn by 30%.
The client sends a thank-you email. Her manager gives her a shout-out.
Suddenly—boom—something shifts inside her.
She feels confident. She walks taller. She’s not just “doing work.”
She’s producing results.
And that feeling? It spills over. Into her next meeting. Into her energy at home. Into her overall identity.
She doesn’t just feel like an employee anymore. She feels like a winner.
Why This Concept is Game-Changing for Leaders
This article isn’t just for individuals looking to boost self-worth.
It’s especially for leaders—coaches, managers, trainers, facilitators—anyone who influences others.
Here’s the golden rule:
- People don’t feel good first and then do good work.
- They do good work, and then they feel good about themselves.
That’s why your job as a leader is not just to cheer people up.
Your job is to set them up to win.
To help them produce meaningful, measurable results.
Because when they do, they light up from the inside.
They feel valued.
They start thinking, “Maybe I really am capable of more than I thought.”
That’s how confidence is built—from the outside in, through action and evidence.
A Quick Story: The Coaching Call That Changed a Career
Last year, I was coaching a mid-level manager from Pune. Let’s call him Arjun.
He felt stuck—uninspired, unseen, and unsure about his future. I didn’t give him a pep talk. Instead, I asked, “What’s one result you can produce this week that you’ll feel proud of?”
He picked one thing: helping a struggling junior complete a complex report on time.
He did it.
The report was not just on time—it was solid.
The junior thanked him. His manager noticed. And Arjun?
He felt alive again.
One small result, one big shift in self-worth.
Here’s What We’re Going to Explore Together
In the rest of this article, we’ll unpack:
- The science behind why performance boosts self-esteem
- The leader’s secret toolkit to helping people win
- Real Indian workplace stories that prove this principle
- Simple frameworks to build a results-driven culture—at work and at home
- And a powerful reminder of just how much influence you really have
By the end, you’ll have one core belief embedded deep inside you:
“If I want people to feel good about themselves,
I need to help them produce good results.”
The Psychology Behind Performance & Pride – Why Results Light Up Our Brain
Let’s pause and ask a deeper question:
Why exactly do we feel good when we do something well?
I mean, is it just an ego thing?
Is it about impressing others?
Nope. It’s actually neuroscience at play.
There’s a whole beautiful chemical reaction that happens in your brain when you win.
Dopamine – Your Brain’s Reward Juice
Here’s how it works:
Every time you achieve a goal—big or small—your brain releases dopamine.
That’s the “feel-good” chemical responsible for pleasure, motivation, and reinforcement.
It’s the same chemical that fires when:
- You complete a task you’ve been postponing
- You see 10,000 steps on your fitness tracker
- You finally beat your cousin in Ludo on your phone
But here’s the cool part: dopamine doesn’t just make you feel good—it motivates you to do it again.
It’s your brain’s way of saying:
“Hey, that result felt great. Let’s go for more of that!”
This is what neuroscientists call a “positive feedback loop.”
In simple terms:
Achievement → Feel Good → More Motivation → More Achievement
What the Research Says
Let’s bring in some facts and stats:
- Harvard Business Review once highlighted a study that showed employees who tracked their progress at work were twice as likely to feel engaged and fulfilled.
- A global Gallup study found that employees who felt they were progressing meaningfully in their roles were 3.6 times more likely to be emotionally committed to their company.
- Closer to home, a 2023 LinkedIn India Workplace Culture Report showed that 68% of Indian professionals feel happiest when they see visible progress in their work—even more than a salary hike!
Source:
- Gallup: https://www.gallup.com/workplace
- LinkedIn India Workplace Culture: https://www.linkedin.com/pulse/india-workplace-culture-2023
So, no surprise—if someone’s putting in the effort and not seeing results, it drains them. It demotivates. They start questioning themselves.
But the moment results show up—confidence spikes. Mood improves. Ownership kicks in.
That’s the magic of performance-based pride.
It’s not arrogance. It’s earned confidence.
Quick Analogy: Indian Cricket Team Mentality
Let’s take a super relatable example: Team India’s cricket performance.
We’ve all seen it—when the team’s getting good results on the field, everything changes:
- The team energy is high
- The players start backing each other
- Fans go wild
- Even KL Rahul looks more confident at the crease
Why? Because good results create a collective belief system.
A sense of “We’ve got this.”
That’s not just about skill—it’s psychology in action.
Now imagine bringing that same feeling into your workplace, your team, or even your family system.
Bonus Insight: It Works at Home Too!
This concept isn’t limited to corporate life.
Picture a teenager preparing for her Class 12 boards. For weeks, she’s studying without much motivation. But one day, she scores 90% in a mock test. That result? It fuels her. It validates the effort.
Or imagine a stay-at-home parent who learns to budget effectively and sees monthly savings go up.
The pride in managing the home better? That’s powerful.
It changes how they feel about themselves.
Results aren’t just about recognition. They’re about reassurance.
They tell us: You’re doing well. Keep going.
So What Does This Mean for You?
If you’re a leader, coach, parent, teacher—or just someone who wants to lift others up—here’s the gold:
Help people experience small wins.
Then watch their identity shift.
Because every time someone produces a good result, it rewires their brain to believe:
“I am capable. I can do this. I’m not a struggler. I’m a winner.”
That’s the psychology we’re working with.
And that’s what we’re going to explore next.
Why Good Results Create Inner Confidence (Not the Other Way Around)
Let’s bust a myth right now.
Most people think:
“I need to feel confident first… and then I’ll be able to do well.”
Sorry, but that’s not how real life works.
Confidence is not a prerequisite. It’s a byproduct.
It doesn’t show up before the results. It shows up because of the results.
Real Confidence Comes From Evidence
You can stand in front of the mirror and repeat “I’m confident” a hundred times…
But if deep inside you know you haven’t taken action, that self-talk won’t stick.
Now imagine this:
- You set a goal.
- You follow through.
- You deliver results.
That becomes evidence.
It tells your brain:
“Hey, I did that. I didn’t just think about it. I produced something. I followed through.”
That’s the foundation of genuine self-belief.
Confidence isn’t something you feel into.
It’s something you earn your way into.
Let’s Talk About Raju – The Sales Star from Jaipur
Raju was a field sales rep selling credit cards in the scorching heat of Rajasthan. His early numbers? Pretty average.
But here’s what changed everything: His new team leader didn’t tell him to “feel confident.”
He told him to focus on just closing 3 small leads per day.
Raju stuck to it. Day after day, he hit the 3-lead goal.
In 2 months, he became one of the top performers. Not because he “believed” in himself first—
but because his results made him believe.
Today, he trains new hires. That’s what producing results does.
It doesn’t just change your paycheck.
It changes your identity.
Research Insight: From Behaviour to Belief
According to Cognitive Dissonance Theory in psychology, we tend to align our beliefs with our actions over time.
So, if your actions consistently show “I’m capable,” your brain rewrites the script:
From → “I hope I’m good enough.”
To → “I’m someone who gets things done.”
Even Harvard psychologist Dr. Amy Cuddy, in her TED Talk on body language, said:
“Don’t fake it till you make it. Fake it till you become it.”
But the “becoming” part only happens when you’re doing something real—getting actual results.
Desi Parallel: The Yoga Student Who Kept Falling
A young woman in Delhi signs up for her first yoga class. She’s not flexible. She struggles with the asanas.
She feels awkward.
But instead of quitting, she sticks to one intention: hold the Vrikshasana (tree pose) for 30 seconds, without falling.
It takes her 10 days. On day 11—she nails it.
Boom. Her back straightens. Her smile widens. Not because she suddenly “found” self-worth…
But because she did the work and saw the result.
That tiny win becomes a stepping stone to confidence in other areas—her job, her relationships, even her mindset.
That’s the compound effect of results.
Practical Takeaway: Small Wins → Big Belief
Want to build someone’s confidence?
Don’t just tell them they’re great.
Help them experience their greatness.
Start with micro-goals. Bite-sized targets. Quick wins.
- A manager helps a team member write one perfect email
- A teacher helps a weak student solve one math problem correctly
- A parent helps their child clean their room and praises the effort
Each of these builds a result. Each result builds belief.
When you help people win, they stop doubting their worth.
They start seeing themselves as capable.
And when that happens, confidence becomes unshakable.
The Leader’s Role – Make Goals Clear, Then Get Out of the Way (But Stay Nearby)
Now that we’ve established how powerful good results are—and how they build confidence from the inside out—let’s shift the spotlight to you, the leader, coach, manager, or mentor.
Because here’s the truth:
People don’t just “find” themselves. Great leaders help them find themselves through results.
It’s not about micromanaging. It’s not about pushing.
It’s about guiding them to clarity, backing them like a rockstar coach, and celebrating their results like crazy.
Let’s unpack this.
Step 1: Get Crystal Clear on Goals
Let’s face it—most people aren’t lazy.
They’re just confused.
Ask an employee in a corporate team: “What’s your #1 priority this month?”
You’ll often get vague answers like:
- “I’m supposed to support the team…”
- “I think I’m handling the client side…”
- “Boss ne kuch bola tha targets ke baare mein…”
That’s a recipe for mediocre results.
Now flip the script.
Great leaders eliminate confusion and replace it with clarity.
What does clarity look like?
- “We need to onboard 12 new clients this quarter.”
- “You’re in charge of customer satisfaction. Our goal is 4.5 stars on Google Reviews.”
- “I want you to lead one training session for your juniors this month.”
Simple. Specific. Measurable. No room for confusion.
Research Insight: According to a study published in the Journal of Applied Psychology, clear and challenging goals lead to significantly higher performance levels than vague or easy goals.
“What gets measured gets managed.” – Peter Drucker
“What gets unclear gets ignored.” – Every employee ever
Step 2: Support Like a Sherpa
Once the goal is clear, your next job is not to keep checking on them every 5 minutes.
Your job is to be the sherpa—the silent but powerful guide who helps them climb the mountain.
Here’s how:
- Check in without hovering.
- Remove obstacles in their path.
- Be emotionally available.
- Offer encouragement when the road gets tough.
Example: Remember how Pullela Gopichand coached PV Sindhu to Olympic silver and then to gold-level performances? He didn’t dominate her play. He sharpened her clarity, structured her game plan, and backed her with belief.
That’s high-performance coaching.
You don’t need to be loud to be powerful. You need to be present.
Step 3: Celebrate the Result (Loud and Clear!)
Now comes the part most leaders mess up—they forget to acknowledge the result!
People work hard. They hit the target. And what do they hear?
A quiet “good job” in passing. Or worse—nothing.
You know what that does?
- It kills momentum.
- It makes results feel ordinary.
- It robs them of the joy of owning their win.
Praise is not about ego. It’s about reinforcement.
It tells your people: “You did good. Let’s do more of that.”
Desi tip: Ever seen how Indian families go over-the-top when someone clears UPSC? There’s laddoos, drums, posters outside the house! Why? Because results deserve celebration.
No one wants to run in a race where nobody claps at the finish line.
Real-World: Goal + Support + Praise = Magic
Let’s bring it all together with a real example.
Meet Meenal—Team Lead at a Bangalore-based startup.
- She sets super clear goals for her interns: “Build a landing page by Friday that loads under 2.5 seconds.”
- She checks in every two days, helps them troubleshoot bugs, but doesn’t hover.
- When they pull it off, she records a video praising their work and tags them publicly in Slack.
What happens?
- Her interns become full-time hires.
- They become loyal evangelists for her leadership.
- Her team culture becomes one of pride, not pressure.
That’s not an accident.
That’s intentional leadership that builds winners.
Quick Recap: How to Lead People to Good Results
- Set Specific Goals – Clear is kind. Vague is cruel.
- Offer Consistent Support – Be their Sherpa, not their shadow.
- Celebrate Achievements – Recognize wins like they matter (because they do).
When people win under your guidance, they don’t just remember the results…
They remember how you made them feel.
That’s legacy leadership.
Why Producing Results is the Fastest Way to Build Self-Worth (Especially in India)
Let’s take a moment to talk about something a little deeper.
Behind every target hit, every deadline met, every sale closed…
There’s something way more important being built:
A person’s sense of self-worth.
We’re not just chasing results for the sake of performance reports or KPIs.
We’re chasing them because they shape how people see themselves.
“I’m a finisher. I make things happen. I matter.”
These aren’t just motivational phrases.
They’re identity statements. And they’re born from results.
Why This Is Even More Crucial in India
Let’s be honest, our country is full of labels.
From childhood, many people are told:
- “Tu toh average hi hai.”
- “Marks laayega toh kuch banega.”
- “Yeh tera kaam nahin hai.”
This programming runs deep. It creates invisible ceilings.
But here’s the beautiful thing: Results smash ceilings.
When a person—even someone from a small town, humble background, or limited English skills—produces real outcomes, the world has to take notice.
No one asks for your resume when your results speak loud enough.
Storytime: The Tailor from Patna Who Became a Fashion Entrepreneur
Let’s talk about Rina Devi from Patna.
She started stitching blouses in a small verandah. No degree. No marketing plan. Just skill and hustle.
One day, she posted her designs on Instagram with the help of her teenage son. Orders started trickling in. Then flooding in.
Today? She runs a boutique with four women employees and earns more than most software engineers.
Was it easy? No.
Was it “mindset” alone? Absolutely not.
It was consistent results. Every blouse, every satisfied client, every delivery on time—built her self-worth.
She now walks with a different posture. A different glow. A different self-image.
That’s the power of performance-driven transformation.
The Psychology Behind This
According to Self-Determination Theory in psychology (Deci & Ryan), humans need three things to thrive:
- Autonomy – the feeling of control
- Competence – the ability to get things done
- Relatedness – a sense of connection with others
Guess what? Producing results ticks all three boxes.
When you complete a project:
- You feel in control (autonomy)
- You feel capable (competence)
- You feel valued by others (relatedness)
And when these needs are met, self-worth soars.
This isn’t feel-good fluff. It’s backed by hard science and decades of research.
Example: The Rise of Hardik Pandya
Let’s take this from cricket.
Hardik Pandya, known today as a swagger-filled all-rounder, didn’t come from privilege.
He used to travel in local trains to play matches. Lived in a rented room with his brother Krunal. At one point, they couldn’t afford proper cricket gear.
But he kept performing. Match after match, result after result.
Today, he’s not just a player—he’s a brand. A leader. An icon.
Not because of talk. Not because of belief.
Because of results.
And those results built his unshakable self-worth—visible in every shot he plays, every time he leads a team.
Even Spiritually, Karma Is About Results
Let’s bring in some Indian wisdom.
In the Bhagavad Gita, Krishna says:
“Karmanye vadhikaraste, Ma phaleshou kadachana”
(You have a right to perform your duty, but not to the fruits of your actions.)
Now, people often misinterpret this to mean: “Don’t care about results.”
Not true.
It means: Focus on the process. Let results come as a natural outcome.
But guess what? The Gita doesn’t deny the importance of results.
It just tells you not to be attached to them.
Because when you consistently act with intention and dharma, results are inevitable. And when they show up, they validate your journey.
How Leaders Can Use This Insight
If you’re leading people—at work, at home, in your community—remember this:
- Don’t try to “motivate” people with empty praise.
- Don’t tell them “believe in yourself” without giving them tools to succeed.
Instead:
- Give them goals they can realistically achieve.
- Support them till they hit those goals.
- Celebrate their outcomes.
- Then set the next stretch goal.
Every cycle of performance reinforces a new identity:
“I’m someone who delivers. I have value. I deserve to feel good about myself.”
That’s how you build people from the inside out.
Creating a Culture Where Results Build Identity—Not the Other Way Around
So far, we’ve explored how results lead to confidence, how leaders can support that journey, and why self-worth blossoms when people see what they can do.
Now it’s time to zoom out.
Let’s talk about something even bigger…
How do you build an environment—at work, in families, in communities—where everyone feels like a winner, not by chance, but by design?
Where producing great results becomes part of the culture, and as a result, people walk taller, speak bolder, and show up fully.
Why Most Cultures Get This Wrong
First, let’s call out the problem.
In many Indian workspaces (especially traditional ones), the culture is output-obsessed, but not outcome-oriented.
Here’s what I mean:
- The focus is on activity: “Kitna kaam kiya?”
- Not effectiveness: “Kya result nikala?”
- Praise is reserved for stars. Others get forgotten.
- Goals are top-down, not co-created.
- Results are often expected, not celebrated.
What does this do?
It creates an environment where only a few people feel “seen.”
And the rest? They go into survival mode.
But it doesn’t have to be this way.
You can flip the script.
Culture Shift #1: Make Results Everyone’s Language
Start by making results the shared language of your team.
- Replace “Busy hoon” with “Here’s what I accomplished.”
- Replace “Kaam chal raha hai” with “We’ve moved from X to Y.”
- Replace “Effort matters” with “Outcome matters more—and I’ll help you get there.”
This isn’t about pressure. It’s about ownership.
Did you know? A Gallup study found that teams with a culture of accountability and ownership outperform others by 21% in profitability and 17% in productivity.
Results aren’t just about output—they become a mirror in which people start to see their value.
Culture Shift #2: Make Small Wins Visible
Want to boost team confidence?
Don’t just wait for major achievements—celebrate micro wins.
- First-time presentation? Cheer them.
- First sale after 10 rejections? Applaud them.
- First project where they took initiative? Point it out.
Example: Zoho is known for celebrating employee creativity and problem-solving. Even small product suggestions are publicly acknowledged. As a result, team members feel like innovators, not just employees.
Because when people see their efforts creating real impact, they start to believe,
“Maybe I’m more powerful than I thought.”
Culture Shift #3: Coach More Than You Command
You want to build a place where people thrive? Coach them.
- Ask better questions: “What did you learn from this?”
- Offer feedback like fuel, not fire: “This worked. Try this next time.”
- Recognise patterns of progress, not just perfection.
This builds a growth culture where identity is tied to evolution, not just titles.
Real-life coach moment: One Bangalore-based design startup makes every senior conduct 15-minute reflection huddles with their juniors after each project—not just for technical feedback, but to help them reflect on who they’re becoming.
That’s how cultures create champions, not just employees.
Culture Shift #4: Make Safety the Soil
You can’t expect people to produce good results if they’re scared.
Scared of failure. Scared of judgment. Scared of being sidelined.
You need psychological safety.
- Make it okay to fail (and try again).
- Praise effort and courage, not just success.
- Encourage honest conversations without punishment.
Indian school example: The Riverside School in Ahmedabad has revolutionised how students are taught to take ownership. Projects are student-led. Mistakes are analysed, not punished. The result? Kids as young as 9 can explain their learning in terms of goals, process, and output.
That’s culture. That’s identity shaping in action.
When This Culture Takes Root…
Here’s what starts to happen:
- People stop hiding.
- People take initiative.
- People solve problems without being told.
- People take pride in their work—and in themselves.
They begin to feel:
“This isn’t just a job. This is a place where I become more every day.”
And that, my friend, is how you turn a company into a performance engine, and a leader into a life-changer.
Final Thoughts: Good Results → Good Self-Image → Great Life
Let’s bring it home.
Whether you’re a leader, a coach, a parent, or a friend, remember this:
Help people create wins—even small ones—and you help them become who they’re meant to be.
You’re not just driving performance.
You’re rewiring identity.
Because people who produce good results don’t just perform better.
They feel better.
They act bolder.
They rise higher.
And most importantly—
They believe, deep down:“I am capable. I am valuable. I can.”
And isn’t that the most powerful gift we can give each other?