Have you ever experienced that nagging feeling that you’re not as competent as others perceive you to be? Thoughts such as, “I was just lucky,” “They’re going to find out I’m not good enough,” “I don’t deserve to be here,” or “I can’t accept praise—it wasn’t that significant” might resonate with you. If so, you’re not alone. This unsettling feeling is known as Imposter Syndrome, and it’s more common than you might think.
What Is Imposter Syndrome?
Imposter syndrome refers to that internal dialogue (the voice in your head) that convinces you that you’re not as capable, competent, or intelligent as others believe, even in the face of ample evidence to the contrary.
Individuals grappling with imposter syndrome often fear being “exposed” as a fraud, attributing their success to luck, timing, or assistance from others – anything but their own abilities. It’s hard to manage and can significantly affect your well-being, performance, and career advancement.
Who experiences it?
Imposter syndrome can affect anyone, including myself! It can span from recent graduates to CEOs and is particularly common during transitions, such as receiving a promotion, starting a new job, or returning to work.
Research indicates that approximately 70% of people will encounter imposter syndrome at some point in their careers*
Does it affect women more than men?
Indeed, imposter syndrome tends to impact women more, especially in male-dominated industries or leadership positions. A 2023 KPMG report found that over 85% of women believe imposter syndrome is commonly experienced by women in corporate settings.
Why is that? From an early age, women are often socially conditioned to please, remain humble, and avoid risks, which can foster a fear of failure or feelings of inadequacy. That internal voice often insists, “If I’m not perfect, I’m a fraud.” Women also face the challenge of balancing confidence with likability, as assertiveness can be misinterpreted as aggression, while humility may be seen as incompetence.
Unchecked imposter syndrome can adversely affect both individuals and business performance.
The consequences
You might find yourself grappling with heightened stress and anxiety, constantly doubting your worth (even though you truly are capable). This can lead to burnout.
Imposter syndrome might also prevent you from pursuing promotions, giving rise to the “I’m not ready” mentality. Many high-performing employees, particularly women and underrepresented groups, hesitate when promotion opportunities arise, not because they lack capability, but due to the belief that they’re not fully prepared. Doubts such as, “I don’t have all the necessary skills yet,” “What if they discover I’m not as skilled as they think?” or “What if I get the position and can’t perform?” can creep in.
Stop! Instead of listening to that voice saying, “I’m not ready,” try reframing it to: “No one is ever 100% ready – growth occurs in the role,” or consider, “They’re not promoting me for what I already know, but for what I am capable of achieving.”
Many individuals who refrain from seeking promotions don’t lack skills; they are simply wrestling with imposter thoughts. Recognising and naming these thoughts is the crucial first step toward overcoming them.
What can you and your business do?
For individuals:
- Discuss your feelings
- You are not alone. Engaging in conversation with a trusted colleague or mentor can help normalise your experience.
2. Record your achievements
- Document your achievements, no matter how small. Having a record can be reassuring when self-doubt arises.
3. Let go of perfection
- Focus on progress rather than perfection (what is that anyway?). Remember, making mistakes is a crucial part of learning.
4. Confront your inner critic
- Reflect on the question: “What evidence do I have that I’m not good enough?” You may find that there is none.
For managers:
- Encourage open conversations
- Create and maintain an environment where discussing feelings of imposter syndrome is common, especially during reviews or check-ins.
2. Acknowledge contributions
- Providing genuine, specific feedback can help counter feelings of self-doubt.
3. Cultivate psychological safety
- Create a culture where team members feel secure in admitting uncertainty or struggles.
4. Provide mentoring or coaching
- Offering guidance can assist individuals in navigating feelings of inadequacy and building their confidence.
Imposter syndrome doesn’t mean you’re flawed – it means you care. You want to do a good job and live up to expectations. The key is learning to manage those feelings, not letting them define you.
*This statistic originates from Dr. Pauline Clance’s work in the late 1970s, highlighting that these feelings have been prevalent for many years.
What Is Imposter Syndrome?
Imposter syndrome refers to that internal dialogue (the voice in your head) that convinces you that you’re not as capable, competent, or intelligent as others believe, even in the face of ample evidence to the contrary.
Individuals grappling with imposter syndrome often fear being “exposed” as a fraud, attributing their success to luck, timing, or assistance from others – anything but their own abilities. It’s hard to manage and can significantly affect your well-being, performance, and career advancement.
Who experiences it?
Imposter syndrome can affect anyone, including myself! It can span from recent graduates to CEOs and is particularly common during transitions, such as receiving a promotion, starting a new job, or returning to work.
Research indicates that approximately 70% of people will encounter imposter syndrome at some point in their careers*
Does it affect women more than men?
Indeed, imposter syndrome tends to impact women more, especially in male-dominated industries or leadership positions. A 2023 KPMG report found that over 85% of women believe imposter syndrome is commonly experienced by women in corporate settings.
Why is that? From an early age, women are often socially conditioned to please, remain humble, and avoid risks, which can foster a fear of failure or feelings of inadequacy. That internal voice often insists, “If I’m not perfect, I’m a fraud.” Women also face the challenge of balancing confidence with likability, as assertiveness can be misinterpreted as aggression, while humility may be seen as incompetence.
Unchecked imposter syndrome can adversely affect both individuals and business performance.
The consequences
You might find yourself grappling with heightened stress and anxiety, constantly doubting your worth (even though you truly are capable). This can lead to burnout.
Imposter syndrome might also prevent you from pursuing promotions, giving rise to the “I’m not ready” mentality. Many high-performing employees, particularly women and underrepresented groups, hesitate when promotion opportunities arise, not because they lack capability, but due to the belief that they’re not fully prepared. Doubts such as, “I don’t have all the necessary skills yet,” “What if they discover I’m not as skilled as they think?” or “What if I get the position and can’t perform?” can creep in.
Stop! Instead of listening to that voice saying, “I’m not ready,” try reframing it to: “No one is ever 100% ready – growth occurs in the role,” or consider, “They’re not promoting me for what I already know, but for what I am capable of achieving.”
Many individuals who refrain from seeking promotions don’t lack skills; they are simply wrestling with imposter thoughts. Recognising and naming these thoughts is the crucial first step toward overcoming them.
What can you and your business do?
For individuals:
- Discuss your feelings
- You are not alone. Engaging in conversation with a trusted colleague or mentor can help normalise your experience.
2. Record your achievements
- Document your achievements, no matter how small. Having a record can be reassuring when self-doubt arises.
3. Let go of perfection
- Focus on progress rather than perfection (what is that anyway?). Remember, making mistakes is a crucial part of learning.
4. Confront your inner critic
- Reflect on the question: “What evidence do I have that I’m not good enough?” You may find that there is none.
For managers:
- Encourage open conversations
- Create and maintain an environment where discussing feelings of imposter syndrome is common, especially during reviews or check-ins.
2. Acknowledge contributions
- Providing genuine, specific feedback can help counter feelings of self-doubt.
3. Cultivate psychological safety
- Create a culture where team members feel secure in admitting uncertainty or struggles.
4. Provide mentoring or coaching
- Offering guidance can assist individuals in navigating feelings of inadequacy and building their confidence.
Imposter syndrome doesn’t mean you’re flawed – it means you care. You want to do a good job and live up to expectations. The key is learning to manage those feelings, not letting them define you.
This statistic originates from Dr. Pauline Clance’s work in the late 1970s, highlighting that these feelings have been prevalent for many years.
