6 types of people that can hold you back from being successful

Becoming successful is no easy task. There are a lot of obstacles along the way—like the economy, a lack of resources, and fierce competition.

But did you know that the people you surround yourself with also play a huge role?

Quite often, it’s the people around us—the attitudes, behaviors, and influences we allow into our lives day after day.

For me, it was a humbling realization when I first spotted this pattern. 

Back when I was running a small startup, I surrounded myself with different personalities—some genuinely supportive and others painfully draining. 

No matter how motivated I felt, my energy took a serious hit if I spent too much time with individuals who constantly sowed doubts or drama. 

I’m not saying we should cut off everyone who annoys us. But if we’re serious about leveling up (in business and in life), it’s crucial to recognize how certain types of people might stand between us and our goals.

Here at Small Biz Technology, we love examining how the right support system can make or break an entrepreneurial journey. 

So today, let’s talk about the folks who can hold you back. Once you identify them, you can start setting healthier boundaries—or at least become aware of how their vibe affects you. 

Let’s dive in.

1. The negative naysayer

You know this person. Everything you do is either “too risky,” “doomed to fail,” or “not as cool as it seems.” 

They fixate on the worst-case scenario and try to pull you into that mind frame. 

I once had a colleague who, despite my enthusiasm for a new project, insisted the market would never bite. 

Well, guess what? That same project ended up saving our team when times got tough. 

Had I listened to her doom-and-gloom predictions, I might have shelved an idea that turned out to be a game-changer.

Don’t get me wrong, it’s good to be realistic and consider potential pitfalls. 

But the negative naysayer doesn’t just provide caution; they amplify every concern until your optimism is choked out. 

Their voice looms larger than your own instincts. When this happens, I ask myself: “Is their negativity constructive or just draining?” 

If it’s the latter, I reduce how seriously I take their comments. Some people will always see the glass as half-empty, and that’s not on you to fix.

2. The self-doubt enabler

Unlike the naysayer, who openly questions your ideas, the self-doubt enabler is more subtle. 

They might appear supportive at first but find small, almost sneaky ways to feed your insecurities. 

They’ll phrase their skepticism as “concern.” Something like, “Are you sure you’re ready to take on that leadership role? It’s a huge commitment.” 

On the surface, it might sound caring. But over time, their comments accumulate in your head, making you second-guess your strengths.

It’s one thing to offer genuine advice; it’s another to inject subtle doubts into every conversation. 

A friend of mine repeatedly got hammered by these little remarks about his “lack of experience.” 

The worst part? He started to believe it. 

Years later, after making some distance from that source of “concern,” he went on to excel at a major firm. 

Moral of the story: You can listen to feedback, but filter out remarks that only serve to heighten your self-doubt.

3. The drama magnet

We’ve all had that colleague or acquaintance who seems to attract chaos wherever they go. 

Their personal life is a constant roller coaster, and they often try to bring you along for the ride. 

Every crisis becomes your crisis if you’re close enough to them. Before you know it, your mental energy is spent dealing with their problems instead of focusing on your own growth.

During my startup days, I had a team member who was incredibly talented but had a knack for creating daily mini-soap operas. 

One day it was office gossip, the next day it was rumors about our business failing, then personal issues flooding group chats at midnight. 

I tried to be there for them, but as time went on, the daily intensity was exhausting. It cost the team countless hours of productivity. 

In the end, setting firm boundaries became non-negotiable. Once we did that, we could finally channel energy into actual work and progress.

4. The comfort-zone crowd

The comfort-zone crowd isn’t necessarily toxic in the classic sense. They’re usually friendly and well-meaning, but they resist any kind of change or growth. 

The second you talk about taking a risk—maybe pivoting your business strategy or learning a new skill—they shrug and say, “What’s the point? You’re doing fine already.” 

This sort of mindset can be contagious. If everyone around you is content staying exactly where they are, you might lose the push to move forward.

There was a point in my late twenties when I wanted to expand my skill set, so I signed up for advanced coding classes. 

My circle of acquaintances (outside my core friends) wondered why I’d waste my evenings studying something new. “Why make life harder?” they said. 

I’m so glad I didn’t listen. Those coding chops ended up helping me automate tasks and create a more efficient workflow, which contributed to my business’s bottom line. 

It’s cool to have chill time and enjoy where you are, but if nobody around you is reaching for the next level, it’s easy to stall.

5. The constant critic disguised as a mentor

There’s a difference between a real mentor who challenges you to grow and a pseudo-mentor who just nitpicks everything you do. 

Maybe they’re older or more experienced, so you naturally respect them, but their “advice” comes packed with barbs or impossible standards. 

If you’re anything like me, you’ve run into someone who claims to want your success but tears down every idea without offering practical guidance.

According to a Harvard Business Review article, good mentors provide high challenge and high support.

They don’t shy away from pointing out your weaknesses, but they also encourage you to improve. 

The constant critic rarely gives genuine support—just challenge after challenge, which can leave you feeling belittled. 

If you suspect you’re dealing with a critic-in-mentor’s-clothing, pay attention to your mental state after interactions. 

Feeling dejected 90% of the time? That’s your sign to either talk it out or step away.

6. The perpetual user

The perpetual user is all about what you can do for them. 

They might show up with flattery or small gestures of kindness, but there’s always an agenda. 

Whenever they need a favor, you’re the first call. 

When it’s time to reciprocate, they’re conveniently “too busy” or disappear altogether. 

In business and in life, relationships that are one-sided can drain you to the point where there’s nothing left for your own aspirations.

I remember meeting someone at a conference who seemed incredibly supportive of my new venture. 

They cheered me on, shared my posts, and talked up my brand. Then slowly, the requests rolled in: “Could you do this introduction?” “Mind reviewing my project plan tonight?” 

Over time, it became a barrage of demands. It hit me that we never once had a conversation about my goals or how we might build something mutually beneficial. 

I was simply a resource, not a collaborator. Letting go of that relationship lifted a weight off my shoulders.

Wrapping up

Wrapping things up, but it’s still a big deal: the company we keep can either propel us forward or anchor us in place. 

Sometimes, we don’t notice these destructive dynamics until they’ve already clouded our vision of what’s possible.

I’m a firm believer in protecting your energy and being selective about whom you let into your inner circle. 

Relationships should generally be a source of inspiration, constructive feedback, and genuine understanding. 

If they’re not, that’s your cue to make adjustments—whether it’s having a heart-to-heart conversation or creating some distance. 

You can still navigate these relationships while standing your ground. 

Just be mindful of how they might influence your journey, and never lose sight of your own goals. That’s half the battle right there.

Until next time, friends.