Arnold Schwarzenegger, former bodybuilder, 'never really was satisfied' with his body. This might be the reason why, says expert.

In his new Netflix documentary, Arnold Schwarzenegger touches on the dissatisfaction he felt with his physique at the height of his bodybuilding career. (Credit: Getty Images)

For decades, people have looked to Arnold Schwarzenegger's body as a symbol of strength and resilience. But as a new documentary reveals, the five-time Mr. Universe champion never thought it was good enough.

"I never really was satisfied with my body," Schwarzenegger, 75, says in Arnold, a three-part Netflix series covering his life as a bodybuilder, movie star and governor of California from 2003 to 2011.

At the height of his bodybuilding career in the 1970s, the star, then in his 20s, said he felt inadequate about his physical appearance: "'I don't know how this s*** body could ever win this competition,'" he would tell himself. The dissatisfaction left him "on edge" and "always wanting more" from his body. It's a feeling that continues to haunt him today, as evidenced later in the film, when he confesses that the flexing confidence he exudes on camera isn't always genuine.

"When I brag about myself, that’s all bulls***. It's kind of like the other me I want the world to see," he explains. "In reality, when I’m by myself, I look at [my body] and I say to myself, ‘It’s not there yet.'"

While there wasn't always precise language to describe Schwarzenegger's feelings, the long and complicated history of young men pressuring themselves to achieve physical perfection is well-documented.

"The idealized masculine body is big and muscular," Jason Nagata, assistant professor of pediatrics at the University of California, San Francisco, tells Yahoo Life, "and these body ideals are perpetuated in the media and sports, which drive muscularity goals."

As Nagata, co-author of multiple studies on the topic, explains, "The constant pursuit of the unattainable 'perfect' body can lead to dissatisfaction and muscle dysmorphia."

As defined by the American Psychological Association, muscle dysmorphia (sometimes called "bigorexia") is a "chronic dissatisfaction with one’s muscularity and the perception that one’s body is inadequate and undesirable, although objective observers would disagree with such an exam."

Typically "found in males, especially bodybuilders," it can sometimes lead to "excessive exercising, steroid abuse and eating disorders,” notes the APA.

"Muscle dysmorphia is an official psychiatric diagnosis," with specific criteria, Nagata points out. And while its prevalence "is understudied and underdiagnosed," it's generally rare.

In his new three-part Netflix documentary, Arnold Schwarzenegger discusses his relationship with body image and how it impacted his overall wellbeing as a bodybuilder champion in the 1960s and '70s. (Photo: Netflix)

A 2021 Australian study, co-led by Nagata, estimated that 2.2% of teenage boys experienced muscle dysmorphia. Meanwhile, 22% of American teenage boys reported "disordered eating behaviors" related to the diagnosis, which included taking "supplements, steroids, or eating more/differently to bulk up," says Nagata, as laid out in UCSF's 2019 study that he also co-led.

Body dissatisfaction is different, he says, mainly because it's "not an official diagnosis."

"Body dissatisfaction is when someone is dissatisfied with various aspects of body size, shape, weight or specific body parts," he says. "This is relatively common. In fact, U.S. studies estimate that 25% to 60% of U.S. teens experience body dissatisfaction," and over "one-third of adolescent boys" have reported trying to "gain weight or bulk up" to achieve an idealized physique.

It’s most prevalent in people whose physique is held to dangerously high standards, Nagata adds.

"Bodybuilders have higher risk for developing muscle dysmorphia, given the drive for a 'perfect' body, competitiveness, and need for control," he says. "They may perceive themselves to be puny or small, even if they are objectively muscular."

As Arnold director Lesley Chilcott tells Yahoo Life, approaching Schwarzenegger's experience with body image required the utmost sensitivity.

"I wanted to show that in the early stages of Arnold’s career, bodybuilding was still an obscure sport that had not yet hit the mainstream, and was also pre-fitness revolution," she explains. To achieve that, the director pulled "unused footage and outtakes" from the 1977 weightlifting documentary Pumping Iron (which starred Schwarzenegger and other famous bodybuilders of the day). In one particular scene from that footage, a young Schwarzenegger and his friends are shown weightlifting on a public California beach as onlookers gaze with fascination.

"People would observe them like zoo animals. It's fascinating to see this," Chilcott says. "And then to later hear Arnold, winner of 13 international body building awards, say he fully thought his body had not been perfected, he was never satisfied."

The beach scene, as innocent as it might seem to viewers, is reflective of the unique pressure society places on fitness models and influencers to "maintain perfection," an experience that's even more heightened in today's digital landscape, notes Nagata.

"Bodybuilders are constantly comparing their bodies with others at competitions and on social media, particularly people who they perceive as more muscular," he says. "They can often set unattainably high muscularity goals for their bodies and feel dissatisfied until they reach those standards."

That's why, he adds, it's important for people experiencing such symptoms to "seek professional help" — and if they feel someone close to them may be experiencing either muscle dysmorphia or body dissatisfaction, to "check in" on them.

"People with muscle dysmorphia may experience depression, anxiety and substance use disorders, which can amplify body dissatisfaction," he says. "They should discuss these issues with a health care provider, school counselor, parent or teacher. Eating disorders and muscle dysmorphia are best supported by an interdisciplinary team including a mental health, medical, and nutrition provider."

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Guiding The Next Generation: Understanding And Leading Gen-Z

#TheHappyOrganization Through Engaged Employees, Innovated Processes & Delighted Customers | M2M Business Solutions.

They love vibing, share dank memes with their squad, use slang like "YOLO" and "FOMO," and are expected to make up around 27% of the global workforce by 2025. Born between 1997 and 2012, Generation-Z, or Gen-Z, will soon surpass Millennials (born between 1981 and 1996) to become the most populous generation.

And like every new generation, Gen-Z is prepared to shake up the comfortable standards of our workplace.

As a leader, are you ready to lead these globally minded, socially driven digital natives who will soon make up a good portion of your workforce? If not, here are some insights that could help.

According to a 2022 Lever report, 42% of Gen-Z would prefer working for a company whose values and purpose align with their own over a company offering a bigger paycheck. While they surely expect fair compensation, their work should make them feel like they are making real changes in their fields.

The American Psychological Association suggests Gen-Z, especially older members of this generation, are the most stressed of all the generations. Thus, when looking for a job, they prefer employers who prioritize physical and mental health.

According to a Pew Research study, Gen-Z is the most ethnically and racially diverse generation in the U.S. They prefer working with companies where leaders and teams represent a variety of political, intellectual and cultural perspectives.

Gen-Z is the first generation to have 24-7 internet access. Thus, their preferred mode of communication is through digital channels. While the older generations like Boomers and Gen-X might prefer face-to-face communication at work, most Gen-Zers favor electronic communication.

Our attention span is falling with every new generation, and Gen-Z is no different. In this age of the internet, social media and instant gratification, it is not surprising that Gen-Z tends to have a short attention span. They get easily distracted, and it can be challenging to keep them engaged at work.

Gen-Z favors autonomy and independence in the workplace. Strict rules and micromanagement are a strict no-no with most people from this generation. They can be more productive when offered the freedom to manage their work on their own.

The young and dynamic Gen-Z is significantly different from the older generations. Leaders should start tweaking their leadership approach to keep up with Gen-Zers as their number in the workforce will only keep rising. Here are some tips that can help.

Gen-Z's work and life revolve around technology. To lead them effectively, leaders should embrace the latest technological innovations and look for ways to integrate them into the daily work routine. For instance, leaders can no longer ignore the AI revolution. Leading in the AI world is going to be different, and leaders need to adapt, too.

From AI tools and instant messaging apps to collaborative platforms, there are several options to keep Gen-Z engaged and productive.

While Gen-Zers prefer work autonomy, they also seek supportive and strong mentors in the workplace. According to a study involving 6,900 people from ages 13 to 25, 82% said they’d like to work under a supervisor who provides them with guidance.

Providing constant feedback, regularly communicating with the employees and taking a genuine interest in their professional and personal lives can help leaders build stronger relationships with Gen-Zers and earn their trust.

As a leader, you need to be empathetic for all the employees across generations but even more so for Gen-Z. High levels of stress, intense competition and shorter attention span are some of the challenges bombarding their young minds.

These problems can be frustrating for a leader who is used to working with people from older generations, but it is only with empathy that you can lead Gen-Zers effectively. It can help you see things from a Gen-Zer’s perspective and better understand their reaction to everyday problems.

Gen-Z being the most stressed generation is a gloomy stat. But there’s a positive side, too. According to an American Psychological Association report, compared to older generations, Gen-Zers are more open to talking about their mental health and seeking professional help.

Hybrid working, team-building activities, mental health awareness and recognizing spirituality in the workplace are some of the ways to help this young generation with their professional and personal lives.

There is no one-size-fits-all strategy for leading Gen-Z, or any generation for that matter. But their collective experiences, be it from the technological disruptions or the Covid-19 pandemic, have impacted their behaviors, common beliefs and expectations.

How well you understand this impact and how you adjust your leadership approach to better comply with their needs and expectations for a workplace will define how effectively you lead these young minds. I believe the points I’ve discussed above should help you in refining your leadership style as you prepare yourself to lead Gen-Z.

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