You’ve reached a senior leadership role, yet there’s a voice in your head whispering that you don’t really belong. Despite your accomplishments, you’re plagued by self-doubt, questioning whether you’re truly qualified or if you’ve just been lucky. The fear of being ‘found out’ keeps you second-guessing yourself, over-preparing for meetings or holding back from opportunities. This phenomenon—known as imposter syndrome—is surprisingly common among high-achieving professionals, particularly executives navigating the pressures of leadership. Left unchecked, it can sap your confidence, hinder decision-making and even contribute to burnout.
If you’ve ever thought, “What if they realise I’m not as good as they think I am?”—you’re not alone. But what if imposter syndrome isn’t a sign that you’re inadequate, but rather an indicator that you’re growing? In this blog, I’ll explore why imposter syndrome exists, how to reframe it and strategies to move forward with confidence.
Imposter syndrome was first identified in the 1970s by psychologists Pauline Clance and Suzanne Imes, who found that many high-achievers struggled to internalise their success. Instead of recognising their competence, they attributed their achievements to luck, timing or other external factors. But here’s the reframe: imposter syndrome thrives in environments of growth and high expectations. The very fact that you experience it means you are pushing yourself beyond your comfort zone—and that’s where real growth happens.
The good news? You don’t have to eliminate imposter syndrome to succeed. Instead, you can learn to manage it and even use it as a tool for professional development.
Research backs this up. Dr. Valerie Young, an expert on imposter syndrome, identified five common ‘imposter types’—from the Perfectionist (who believes anything less than flawless means failure) to the Expert (who feels they must know everything before they can be credible). Recognising which type resonates with you can be a powerful first step in addressing imposter thoughts.
A 2019 study found that while imposter syndrome correlates with lower self-esteem, it does not impact actual performance. In fact, many leaders who experience imposter syndrome continue to excel in their roles. The key is shifting the narrative from, “I’m not good enough” to “I am learning, and that’s a good thing.”
So, if imposter syndrome doesn’t necessarily reflect your true abilities, what’s the best way to work with it rather than against it? Consider this: How might acknowledging your feelings of self-doubt help you become a more self-aware and adaptive leader?
While re-framing imposter syndrome as a sign of growth is powerful, there are nuances to consider. Some people use imposter feelings as fuel for overwork, believing they must constantly prove themselves. This can lead to burnout if not managed carefully.
Additionally, for those in underrepresented groups (eg. women in male-dominated industries or people from diverse backgrounds), imposter syndrome may stem not from internal insecurity, but from systemic biases in the workplace. This means organisational support and mentoring are just as important as individual mindset shifts.
A case study from a 2020 Harvard Business Review article found that leaders who openly discussed their imposter experiences with trusted mentors were more likely to gain perspective and build resilience than those who tried to suppress it. The takeaway? You don’t have to battle imposter syndrome alone.
How do you currently handle feelings of imposter syndrome? Do you tend to hide them, or have you found ways to work through them constructively?
Practical Strategies to Overcome Imposter Syndrome
Here are five evidence-based strategies you can start applying today:
1. Reframe self-doubt as growth
When imposter thoughts arise, ask yourself: “Would I have these doubts if I wasn’t stepping up to a bigger challenge?” Use these feelings as proof that you are expanding your capabilities rather than evidence of inadequacy.
2. Document your wins
Create a success journal where you track achievements, positive feedback and moments when you’ve stepped outside your comfort zone. Alternatively, create a smile folder where you keep emails with positive feedback to provide perspective when you’re feeling self-doubt. Reviewing these will remind you of your competence when imposter thoughts creep in.
3. Talk about it
Find a mentor, coach or peer who can offer perspective. Sharing your experiences normalises them and allows others to provide reassurance and validation.
4. Challenge your inner critic
If your imposter voice tells you, “You don’t belong here,” counter it with evidence: “I was hired/promoted because of my skills. I’ve led successful projects. I am learning and improving every day.”
5. Shift from perfectionism to progress
Recognise that perfection isn’t the goal—growth is. Focus on continuous improvement rather than an impossible standard of flawlessness.
Which of these strategies resonates with you the most? What’s one step you can take today to move beyond imposter syndrome and step into your leadership with confidence?
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