Imposter syndrome: that nagging feeling in the back of your mind that you’re not quite qualified enough for the role you’re in, or that at any moment, you’ll be "found out." It’s far more common than many realise.
In fact, a study by KPMG found that over 75% of professionals have experienced imposter syndrome at some point in their career. This isn’t just limited to those early in their careers – it can affect anyone, from interns to executives.
It's not surprising that I’ve faced it myself. As someone who’s been managing people older than me for a long time, while also reporting to those much older, I’ve certainly had moments of self-doubt. Questions would creep into my mind: Do those around me think that I really know what I’m doing? Do they wonder if I'm I qualified to lead this team? Are people rolling their eyes when I give my opinion, not understanding why I think I'm able to give any input here?
Over time, I’ve learnt that these feelings aren’t reflective of my abilities – and neither are they reflective of yours. I've also discovered that the more I push past them and don't let them hold me back, the less frequently they return.
So, where does imposter syndrome come from?
Imposter syndrome typically stems from a combination of internal and external factors. Externally, there are societal expectations that can place undue pressure on individuals to succeed, especially in today’s fast-paced, achievement-driven culture. We’re often expected to meet certain benchmarks, such as securing leadership roles or achieving rapid career progression, which can make even high achievers feel like they’re falling short.
Workplace culture can also fuel imposter syndrome. In environments where competition is fierce and recognition is scarce, it’s easy to feel like you’re not measuring up. For younger professionals, there’s often an added layer of pressure to "prove" themselves to older colleagues or managers who may have decades more experience. This dynamic can create an internal narrative that we need to constantly validate our worth, leading to heightened self-doubt.
Internally, personal beliefs play a significant role. If we have an ingrained belief that we’re not “good enough” or that we’ve somehow achieved our position through luck or circumstance rather than talent and hard work, imposter syndrome will thrive. Many of us tend to discount our skills and accomplishments, even when those around us recognise our strengths. The fear of being judged, or worse, exposed as a "fraud," intensifies this feeling, especially in situations where we feel out of our comfort zone or are stepping into new responsibilities.
These emotions don’t reflect our actual skills or achievements – they’re just distorted perceptions that can hold us back if left unchallenged. Understanding this disconnect is the first step in overcoming imposter syndrome.
Here are my top 5 tips for overcoming imposter syndrome
If you find yourself battling imposter syndrome, you’re not alone, and there are practical steps you can take to manage these feelings.
Recognise your successes
Begin by reflecting on your achievements, no matter how big or small. Keeping a 'success journal' can be a powerful way to remind yourself of what you've accomplished. When self-doubt arises, you can turn to this journal for evidence of your capabilities. I personally have a folder on my phone called 'Proud Moments,' where I save images of moments I'm proud of. Whenever I need to quieten those nagging voices of self-doubt, I look back at these photos to remind myself of my achievements.
Shift the focus from perfection to progress
Imposter syndrome often stems from a desire to be perfect. Instead of focusing on being flawless, shift your focus to continual improvement. Celebrate the progress you’re making, even if there are areas where you still need to grow. After all, learning and adapting is part of what makes a great professional.
Seek feedback
Sometimes, imposter syndrome can distort our self-perception. Seeking feedback from trusted colleagues or mentors can help ground you. They’ll provide a more balanced perspective of your performance, highlighting strengths you may overlook and providing constructive advice where needed.
Connect with others
Talking openly about your experiences with colleagues or mentors can be incredibly freeing. Chances are, many of them have felt the same way. Building a network of support, where you can share these feelings, can reduce the isolation that often accompanies imposter syndrome.
Embrace the discomfort
Finally, accept that discomfort is part of growth. Stepping into new roles or taking on additional responsibilities can feel daunting, but it’s a sign that you’re challenging yourself. Instead of retreating, lean into the discomfort and view it as an opportunity to develop.
Read on for 3 tips for helping others overcome imposter syndrome
If you manage a team or work closely with others, you’re in a unique position to help them navigate imposter syndrome. Here’s how you can offer support:
Normalise conversations around imposter syndrome
Encourage open discussions about imposter syndrome within your team. Let them know that it’s normal and common. Sharing your own experiences can help break the stigma, making it easier for others to talk about their own challenges.
Provide regular, specific feedback
Constructive, specific feedback can help boost confidence. Don’t wait for performance reviews to highlight their achievements – regularly affirm what they’re doing well and offer guidance for further growth. This helps balance the voice of self-doubt they might be hearing.
Create a culture of learning and growth
Foster an environment where making mistakes is part of the learning process. This helps reduce the fear of failure that often fuels imposter syndrome. By focusing on growth and development, rather than perfection, you can help your team feel more secure in their abilities.
Imposter syndrome doesn’t have to hold you back. Whether you’re managing older team members, reporting into senior leadership or working through personal doubts, remember that you’ve earned your place. Recognising that these feelings are common, addressing them head-on, and helping others do the same can transform both your career and the workplace culture around you.