What 8 years of helping professionals overcome Imposter Syndrome has taught me

For the greater part of the last decade I have worked with clients on navigating one of the more insidious challenges of the modern workplace: Imposter Syndrome. 

I have worked with emerging leaders and seasoned executives and have spoken at events ranging from professional seminars to member training days – and across different sectors such as corporate, tech, finance, and not-for-profit. 

And despite differences in industry, roles, and experience, I have seen some interesting commonalities:

1. Men experience Imposter Syndrome too

A common misconception across the board seems to be that Imposter Syndrome is purely a female issue.  This is simply not true. 

The combination of high expectations and deeply rooted self-doubt can affect anyone, including cis gendered men and I have found that many of them who have attended my seminars have been grateful for the space and opportunity to address their imposter feelings.  

At the same time, on nearly every occasion, female attendees have expressed a combination of feeling surprised and reassured upon learning that many men feel the same way.

2. High achievers are just as vulnerable

It might seem counterintuitive but senior leaders and those with lots of achievements and accolades to their name are more likely to experience imposter feelings – not less likely.  

High achievers are often perfectionists with exceptional internal standards.  They rarely feel satisfied that they have done all that is needed in any situation, which also means they do not usually feel deserving of the recognition they get.  

With success comes increased visibility and the fear of being ‘found out’ to be an imposter is often amplified, not reduced.

3. Socio-economic background matters

The feeling of not belonging is central to most people’s experience of Imposter Syndrome – and we all interpret feeling ‘different’, differently. 

Being from a different socio-economic background to peers and co-workers can play a huge part in feeling like an imposter and not belonging. 

In my experience, clients are aware of the role that gender, race, and academic background can play in intensifying imposter feelings, but few consider the huge impact played by socio-economic factors.  

4. Work environment plays a bigger role than we acknowledge

Imposter Syndrome does not thrive in a vacuum.  Organisational culture and leadership styles have an influence too.

• When there is little tolerance for mistakes, as opposed to nurturing a practice of learning and developing. 

• When there is little diversity in teams, as opposed to working inclusively and with consideration for everyone. 

• When there is excessive pressure and stress, as opposed to supportive and human-centred environments.   

These things all make a difference and can all be addressed by organisations.

5. Talking really, really helps

I always knew that talking about Imposter Syndrome with others helps, and the years have confirmed this to be true.

Whether in small groups, in 1.1 conversations, or in breakout sessions at events, when clients are able to speak aloud about their feelings in a dedicated safe space, they feel better.

Imposter feelings take a stronger hold when they are kept secret, making you feel isolated and alone.  However, connecting with others who understand your experience quickly reduces the loneliness and energises you to take action.

6. There is no quick fix

Overcoming Imposter Syndrome is a journey and there is no magical quick fix.  It takes time and consistent effort. 

However, it is worth it. 

Although lasting change requires unpacking the cycle that is keeping you trapped, the intensity of imposter feelings unravels more and more the further along the path you travel.  This means you can start to feel better fairly quickly and things tend to get easier along the way.

Looking ahead

If the last 8 years has taught me anything it is this: Imposter Syndrome is extremely common, but this does not mean that we need to put up with it. 

Left unexamined, it can limit careers, leadership potential, and wellbeing.  And yet with some focus, curiosity, and energy, anyone can start to feel much better about this all and reclaim the real enjoyment and satisfaction we all deserve to get from sharing our wonderful skills and talents at work. 

And this is the work I am committed to continuing.

Because when people stop questioning whether they belong, they start showing up in ways that change not only their own trajectory—but the entire culture around them.