Answer extracted from the The Athena Rebels Podcast podcast — listen to the full episode below.
How can you stop comparing yourself to others and let envy go at work?
Stop the self-criticism by recognizing that what others have achieved doesn't diminish your own potential. The Let Them Theory teaches you to let others get on with their path while you focus entirely on yours—you don't know the full picture of what it took them to get there, and obsessing over their progress only stalls your own.
Envy at work often masquerades as legitimate concern about your own progress. In reality, it's a form of self-inflicted torture. When you catch yourself thinking someone else has a better salary, a higher position, or more impressive material success, you're not actually gathering useful information—you're feeding a comparison loop that erodes your energy and focus.
The core insight here is simple: you have zero control over what others choose to do or achieve. What you do have control over is where you direct your attention and effort. Every minute spent wondering why someone else got promoted is a minute you're not investing in your own development or clarity about what you actually want.
As the hosts explore in the episode, this mindset shift isn't about pretending obstacles don't exist or avoiding responsibility for your own choices. It's about reclaiming your mental and emotional energy from the comparison trap and investing it in deliberate action on your own priorities.
From self-judgment to intentional focus
Comparison torture typically starts with a small thought: "They got promoted faster than I did." But the real damage comes next, when you internalize it as "This means something about me." That's where self-criticism becomes the actual barrier—not the other person's success, but your reaction to it.
Breaking free requires a deliberate mental move. When envy surfaces, ask yourself: What specific action am I avoiding by focusing on them? The Let Them Theory flips the script: instead of trying to understand or judge their path, you zoom back to your own lane and ask what's actually within your control right now.
The book's chapter on this topic, discussed in The Athena Rebels Podcast episode, illustrates how workplace hierarchies and role variations often hide invisible effort, timing, luck, and personal circumstances you'll never fully see. Judging someone's outcome without that context is like reviewing a film after watching only the final scene.
To hear how this principle extends to real workplace scenarios—including how to apply it when someone actually irritates you or disagrees with you—listen to the full discussion on Listenly.
See also
How can the Let Them Theory be applied immediately when responding to someone who irritates or disagrees with you?
Rather than respond immediately to somebody that has irritated you or that you disagree with, you can take five seconds, counting in your head, to pause and make a conscious choice about your response.
What is the core principle of the Let Them Theory as a mindset shift?
The Let Them Theory is about stopping trying to control other people's choices because you can't—you can only control your own. It's the notion of letting others own their decisions and focusing on what you can actually influence.
What is the relationship between reliability in small tasks and delivery on major commitments in sales?
Responsiveness and doing what you say you will do are essential indicators of a good salesperson. If you cannot do the little things reliably, you will struggle to deliver on major commitments.