What do Pulitzer-winning author Maya Angelou and First Lady Michelle Obama have in common?
Yes, they’re both accomplished leaders who have become icons in American culture. But you might not know that both women struggle with imposter syndrome: the fear of being “found out” as a fraud who doesn’t possess the skills other people attribute to them.
Obama says, “I still have a little impostor syndrome … We all have doubts in our abilities, about our power and what that power is.” Similarly, Maya says, “I have written 11 books, but each time I think, ‘Uh-oh, they’re going to find out now. I’ve run a game on everybody….”
It turns out that imposter syndrome is a common phenomenon. Keep reading to discover if you suffer from it and get the answers you need to overcome imposter syndrome in the workplace!
If you’ve struggled with feelings of inadequacy or self-doubt in the workplace, you’re in good company. According to one study by the International Journal of Behavioral Science, up to 70% of people experience imposter syndrome at some point.
Imposter syndrome generally presents as a fear of being “found out.” Individuals worry that one misstep, mistake, or less-than-stellar performance will reveal their “true” self.
People who suffer from imposter syndrome tend to dismiss their accomplishments or wins as “luck” or masterful deception. As a result, praise or acknowledgment can feel uncomfortable since it brings up the thought, “I’ve fooled them,” or, “Next time, I’ll mess up, and they’ll see how incompetent I am.”
Over time, imposter syndrome can become debilitating, leading to anxiety, stress, and a warped self-image.
Imposter syndrome can manifest itself in lots of different ways in the workplace. Do you recognize yourself in any of the following behaviors?
To overcome imposter syndrome, individuals need to feel comfortable being vulnerable, making mistakes, asking for help, and taking risks without fearing negative consequences.
This dynamic describes a phrase that behavioral scientists call “psychological safety.” In a now well-known study, Google found that psychological safety was the most crucial factor in creating high-performing teams—and confident employees.
If you’re struggling with imposter syndrome in the workplace, that foundation of psychological safety is crucial. Otherwise, if vulnerability, risks, and mistakes are met with punishment or a lukewarm response, it will feel like evidence that your fears and anxiety were justified.
Psychologically safe workplaces make individuals feel seen, valued, and respected—even when they make errors. Over time, people learn that mistakes don’t “cancel out” good work, and even “silly” ideas are welcomed as fodder for brainstorming.
Leaders and employees can work together to cultivate psychological safety through modeling vulnerability, creating opportunities for employees to give honest feedback without reprisal, and praising effort and risk-taking, even if it doesn’t pay off in success.
Learn More Ways to Cultivate Psychological Safety on Your Team
As that baseline of psychological safety grows, there are more helpful strategies you can use to overcome imposter syndrome:
Imposter syndrome is widespread in the workplace. But with the right strategies and a focus on psychological safety, leaders and employees can overcome it.
If you have struggled with imposter syndrome, let us know what ideas or quotes from this blog post spoke to you by sharing them with us on Twitter using #impostersyndrome. And remember: you are not an imposter. You’ve earned your accomplishment and belong in your workplace.
Noelle is a content creator, author, and editor. She lives in Idaho with her husband, two sons, and two cats. When she's not writing, she's either reading a good book or scaring herself with true-crime documentaries.
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