By Mara Waldhorn, MS, MA

What do an Oscar-winning filmmaker, a UN lawyer, a NASA engineer, and a Harvard doctor have in common? Well, at one point in their careers, each of these high-achieving individuals felt like an imposter. In preparing for a talk on imposter syndrome to a group of undergraduates, I interviewed those four professionals to get their perspectives on the topic. Each conveyed that thoughts of self-doubt, feelings that they were in over their head, and beliefs that they didn’t deserve their well-earned achievements had saturated their minds at one point or another. Even renowned author Maya Angelou once said, “I have written eleven books, but each time I think, ‘Uh-oh, they’re going to find out now. I’ve run a game on everybody, and they’re going to find me out.’” [1]

The term “imposter phenomenon,” more commonly known today as “imposter syndrome,” was coined in 1978 by psychologists Pauline Clance and Suzanne Imes after surveying high-achieving women in the workplace. [2] The term stemmed from women feeling that they didn’t belong amidst cultural patriarchal power structures. Contemporary studies show that imposter syndrome continues to impact women and people of color [3] in addition to causing anxiety in men  [4] and people in high-pressure careers such as the medical profession. [5]

Grappling with my own imposter syndrome as I prepared to present on a topic I didn’t even know existed a month before, I discovered there was nothing wrong with feeling like you’re in over your head. The term “imposter syndrome” sounds like a medical condition that suggests that you are flawed. Really, though, it can impact anyone stepping into uncharted territory or trying something new. As a manager and leader of your company, it’s important you know that imposter syndrome exists. The more you are aware, the more you can help your employees know that they are not alone and not flawed if they find themselves frozen with self-doubt or think they don’t belong in a particular situation.

The more I allowed myself to feel these emotions, the more I learned that they pointed to deeper truths. The fact that I was nervous meant that the experience had value to me. I began to see that I had a choice to channel the self-doubt. I could let it paralyze me or I could use it as a motivator to grow and to reach out for help from others. As a leader, the more you are able to normalize these emotions in the work environment, the more opportunity there is for employees to transform them into a productive force.

Yes, feeling like an imposter can be highly uncomfortable, and yes, there may be times when your employees may want to give up. But, what would it be like if you began to normalize this experience? What if the message you project is, “It’s okay if you feel uncomfortable”? If you can teach your employees to stay with the discomfort, you’ll help them discover that imposter syndrome can be harnessed as a catalyst for personal growth and higher productivity. This can be an amazing insight for you and all of your employees.

When someone cultivates an awareness of the thoughts and feelings imposter syndrome brings up, they are able to slow down and see what’s really happening beneath the surface. Perhaps it’s a deep-seated fear of failure or the idea that they are not good enough to rise to the occasion. Maybe these thoughts are associated with a past experience or even a family member who planted seeds of self-doubt as far back as childhood.

Metacognition, the ability to notice thoughts and think critically about them, is one way to build the bridge between imposter syndrome and its more positive counterpart, confidence. Unlike imposter syndrome, confidence is the appreciation of one’s own abilities and a feeling of self-assurance. Now, what’s the best thing about confidence? Neuroscientist Stacie Grossman Bloom explains that it is a learned behavior. [6] This means that no one is born with any more confidence than anyone else. It is a behavior that we can each practice and steadily improve on—no different than learning to play a musical instrument or speak a new language.

So, one of the most beneficial things you can do is to equip your employees with the skills needed to notice and transform imposter syndrome.

If you feel like an “imposter” at your job, follow these steps to help transform your negativity into confidence! (Feel free to post this list in your office or to publish it online.)

1. • Notice any “imposter” thoughts that arise, such as I can’t do this, I don’t belong here, this is too much for me, or how did I get myself into this? 
   • Pause to remember that it’s common to feel these things when starting something new or challenging.
   • Use any healthy strategies you can draw on to calm yourself and reduce your stress, such as breathing exercises, meditation, exercise, and journaling.

Try a mantra or reframe your thoughts to practice adopting a confident mindset. Examples: I am going to let myself grow in this opportunity; I can do this. 

Following these steps helped me to develop metacognition and to teach the class that felt out of my comfort zone. Similarly, these steps will bring you back to the present moment and allow you to tackle the task at hand in a self-assured way.

As a reminder that imposter syndrome is common, watch this TED Talk by CEO Mike Cannon-Brookes, who with humor and experience reminds us that the thoughts and feelings it brings up are just another opportunity for growth!

 

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[1] Richards, C. (2015, October 26). Learning to Deal With the Impostor Syndrome. Retrieved January 25, 2020, from www.nytimes.com/2015/10/26/your-money/learning-to-deal-with-the-impostor-syndrome.html

[2] Clance, P. R., & Imes, S. A. (1978). The imposter phenomenon in high achieving women: Dynamics and therapeutic intervention. Psychotherapy: Theory, Research & Practice, 15(3), 241–247. doi: 10.1037/h0086006

[3] Cokley, K., McClain, S., Enciso, A., & Martinez, M. (2013). An Examination of the Impact of Minority Status Stress and Impostor Feelings on the Mental Health of Diverse Ethnic Minority College Students. Journal of Multicultural Counseling and Development, 41(2), 82–95. doi: 10.1002/j.2161-1912.2013.00029.x

[4] Badawy, R. L., Gazdag, B. A., Bentley, J. R., & Brouer, R. L. (2018). Are all impostors created equal? Exploring gender differences in the impostor phenomenon-performance link. Personality and Individual Differences, 131, 156–163. doi: 10.1016/j.paid.2018.04.044

[5] Villwock, J. A., Sobin, L. B., Koester, L. A., & Harris, T. M. (2016). Impostor syndrome and burnout among American medical students: a pilot study. International Journal of Medical Education, 7, 364–369. doi: 10.5116/ijme.5801.eac4

[6] Centeno Milton, C. (2018, May 4). Your Brain On Confidence. Retrieved January 26, 2020, from www.forbes.com/sites/carolyncenteno/2018/04/18/your-brain-on-confidence/#1a538cee60cb