Now that we explored the differences between Imposter Syndrome and lack of confidence (See my previous post), how can we actually address Imposter Syndrome? Some assume that the best strategy is to acknowledge when an Imposter Syndrome sufferer succeeds, but that doesn’t hit the mark. Acknowledging success builds confidence, but acknowledging success for an Imposter Syndrome sufferer does the opposite. It amplifies feelings of phoniness. If acknowledging success doesn’t help, what does?
What Contributes To Imposter Syndrome?
Some of the potential causes of imposter syndrome inform choices for addressing it. No one cause has been identified, but there are several theories. For example, in their 1978 paper, Pauline Rose Clance & Suzanne Imes posited that Imposter Syndrome may be linked to how children felt they were valued in families. So, for example, if you were always considered bright because you didn’t have to work too hard at school, and now you have to work hard to perform well at your job, does that mean you’re not really bright? Have you been fooling people all this time?
Experiencing bias and enduring workplace cultures that allow microaggressions can contribute to Imposter Syndrome. Workplace cultures that require perfection, or individual perfectionist tendencies, can also create feelings that if one isn’t perfect, they don’t authentically belong.
How Can Organizations Address Imposter Syndrome?
Organizations and leaders can impact Imposter Syndrome by creating workplace cultures that foster safety and growth. For example,
- Addressing micro-agressions and bias mitigates the unspoken message that some people don’t “really” belong,
- Supporting newcomers and managing expectations of employee perfection can support an environment where the weight of mistakes or failure to reach goals is put in reasonable perspective, and
- Providing professional development tools (training, coaching, mentorship and sponsorship) can emphasize the value of growth and development, and support those struggling with Imposter Syndrome.
What Can Individuals Do?
Individuals also have options to address Imposter Syndrome. Some are:
- Identifying and exploring the roots of their Imposter Syndrome,
- Identifying areas where they do feel confident,
- Engaging in self-reflection,
- Choosing language that acknowledges how their actions, choices and work impact results. For example, “I earned a bonus” v. “They gave me a bonus”, and
- Reframing internal thoughts to center on a state (a situation) instead of a traint (an individual’s fixed characteriste). For example, “Syncing tech for that presentation was difficult” v. “I can’t manage tech”.
Takeaways:
- Congratulating Imposter Syndrome sufferers on doing well will not impact Imposter Syndrome, in fact it amplifies feelings of phoniness.
- Organizations and leaders can address Imposter Syndrome by creating workplace cultures that foster safety and growth.
- Individual strategies to address Imposter Syndrome can include self-reflection, exploring Imposter Syndrome origins, parsing language, recognizing strengths and identifying perspectives.
Getting Started Self-Reflection:
Many Imposter Syndrome sufferers attribute success to luck or coincidence, not to actions they took or skills they have. This self-reflection exercise creates connections between efforts made and goal achievement.
- Write down a goal that you achieved. (being hired for a desired job, nailing an assignment, closing a deal, winning a case). Let’s take “Signed A New Client”
- Write down all the steps taken to achieve it. 1. I joined the networking group that has ties to my target client group. 2. I researched, created and ran a presentation for that group. 3. I went through the list of attendees and reached out to 10 of them to ask for their thoughts on the presentation topic. 4. I identified 3 potential client candidates from the 6 who responded. 6. I researched them to understand how my practice area could benefit them specifically. 7. I set up meetings with them to discuss those benefits. 8. I was responsive in addressing their questions. 9. I signed a new client.
- Identify the skills or practices you used to achieve the goal. Preparation, research, public speaking, responsive communication, networking…
- Identify the challenges you faced, and how you faced them. I wanted to highlight my expertise – I researched potential client’s biggest issues and identified potential solutions. I needed help creating slides – I reached out to tech for assistance…
- Link the success to your skills or practices using “I” and “because” statements. I signed a new client because I created network opportunities to meet people at a speaking event, then I put the time in for preparation and research and was responsive to potentials’ questions or concerns.