The Upside of Imposter Syndrome
"The Upside of Imposter Syndrome: Turning Self-Doubt into a Superpower"
As someone who is passionate about developing leadership skills in people and finding their hidden talent, I have learned that the path to success is rarely a straight line. Often, the very qualities that make high achievers so successful are also the source of their deepest insecurities.
I've had the privilege of leading both paid staff and volunteer teams to reach organizational goals, and one of the most common challenges I've seen is what is known as "imposter syndrome". It's a psychological occurrence in which an individual doubts their skills, talents, or accomplishments and has a persistent, internalized fear of being exposed as a fraud.
If this sounds familiar, you are not alone. Research shows that at some point, 73% of the population has harbored feelings of imposter syndrome. Even highly successful people like Oscar-winner Jodie Foster, Maya Angelou, and President Thomas Jefferson have admitted to feeling this way.
The truth is, if you want a team of high-performers, you'll likely have to help them navigate some level of imposter syndrome. Insecurities often pop up in response to new experiences or challenges.
What Does Imposter Syndrome Look Like?
You might recognize yourself or members of your team in one of these "Five Faces" of imposter syndrome:
The Perfectionist: These individuals set excessively high goals for themselves and are crushed when they don't succeed on their first try. They fear making mistakes and often have difficulty delegating tasks.
The Expert: They feel the need to know every piece of information before starting a project and are never satisfied with their level of understanding. They underrate their own expertise and may constantly seek new certifications or training to feel more knowledgeable.
The Natural Genius: These individuals set excessively lofty goals for themselves and then feel crushed when they don't succeed on their first try. They may have a fixed mindset, believing that either they are good at something or they are not.
The Soloist: These people are highly individualistic and prefer to work alone. They often reject offers of assistance because they see asking for help as a sign of weakness or incompetence. They may believe they have to "go it alone to prove their worth".
How to Overcome Imposter Syndrome
Based on my experience as a leader and coach, I believe there are specific skills that have helped me, and others, be successful in this role. Here are some actionable suggestions to help you and your team turn the fear of being "found out" into a catalyst for growth.
1. Acknowledge and Embrace the Feeling. The first step is to recognize what's going on. Don't be ashamed of feeling self-doubt; it's a common experience for high achievers. This is a natural human response to new and challenging stimuli. As a leader, you can normalize the experience by sharing your own stories of self-doubt.
2. Focus on Facts, Not Feelings. Your emotions fuel imposter syndrome, but it can be countered by facts. Keep a record of your accomplishments, big and small, and celebrate your wins. I encourage my clients to create a "brag file" to log their successes, which helps them own their achievements instead of attributing them to luck.
3. Let Go of Perfectionism and Strive for Excellence. Perfection is an unattainable standard. Instead, focus on setting achievable goals and remember that mistakes are part of the learning process. Acknowledge that you can't do it all, and it's okay to delegate.
4. Seek Mentorship and Become a Mentor. A mentor can provide valuable feedback and guidance, helping you to see your strengths and abilities more clearly. They can also share their own experiences with self-doubt, which can be incredibly reassuring. Furthermore, becoming a mentor yourself can help you to reinforce your own knowledge and confidence.
5. Create Psychological Safety for Your Team. As a leader, you have the power to create an environment where imposter syndrome can't thrive. Foster a culture where people feel comfortable speaking up without fear of being judged as incompetent. Show what it means to work like a human, and acknowledge your own vulnerabilities. When you're open about your struggles, you make it safe for your team to be open about theirs.
Feelings of self-doubt are not a sign of weakness; they are often a natural consequence of success. By acknowledging and addressing them, you can build a stronger, more confident self and a thriving team.
To build successful, high-performing teams, be on the lookout for imposter syndrome.
