As I wrote about earlier this month, I recently had the great fortune to re-enter the world of large conferences for the first time since the onset of COVID froze us in our travel tracks. While I was excited to reconnect with colleagues and meet many folks with whom I’ve been “Zooming” for the first time in-person, I acknowledged that I was leaving the comfortable cocoon of distance that had fed my introverted soul. I am happy to report that by practicing what I had preached in A Conference Survival Guide for Introverts, my “re-entry” to the large-conference world was relatively painless, and dare I say, awesome.

Unfortunately, I was reminded – more times than I would have liked – of another leadership challenge that many women, including myself, continue to face: the dreaded imposter syndrome.

For those new to the phrase, it refers to feelings of inadequacy or self-doubt, and the notion that we’ve somehow “pulled a fast one” on others and convinced them we know a lot more, can do a lot more, or are a lot more skilled than we “know” to be true. And it’s only a matter of time before we are discovered for the phonies, or imposters, that we are.

Felt by women much more often than men (which definitely seems like a follow-up blog post!), imposter syndrome is a phrase typically (and ironically) used to describe high-achieving women who find it hard to accept their own accomplishments. It was first coined as “imposter phenomenon” by Pauline Clance and Suzanne Imes (of course, two women) and shared with the world in a 1978 issue of Psychotherapy: Theory, Research, and Practice. While the concept steadily gained traction over the decades, morphing to be known as “imposter syndrome,” it exploded with the onset of social media in recent years.

Lamentably, a recent KPMG study indeed found that 75 percent of executive women report having personally experienced imposter syndrome at some point in their career. Did you catch the key word in that sentence? Executive. So, in all likelihood, these women actually know what they’re doing. And in fact, achieving repeated success does little to cure this affliction.

Where Does This Come From?

I’ve learned that there are five kinds of imposter syndrome:

1. The perfectionist – Perfectionism is often listed as a key indicator of imposter syndrome, so people who experience one often experience the other. As a (recovering?) perfectionist, I can attest to the fact that falling short of meeting 100% of our goals – even by a tiny bit – can sometimes feel like a failure. This, in turn, can trigger imposter syndrome. 
2. The natural genius – This person achieved academic success relatively easily and was often at the top of her class. However, she eventually faces professional challenges that call for different strengths (e.g., creativity, deep empathy, etc.) than those that served her so well in school. When she inevitably falls short of the top in these situations, imposter syndrome can rear its ugly head.
3. The rugged individualist – This person views asking for help as a weakness and only feels successful if she’s achieved something completely on her own. If not, she feels like an imposter.
4. The expert – This person hesitates to take action or make a decision before she has fully researched a situation or topic and feels like she knows everything about it (and the threshold for that is HIGH). Before then, she may feel like an imposter applying for a job, giving a presentation, or advocating for herself.
5. The superhero – Lastly is the superhero, who tries to work harder than anyone else to prove herself and her worthiness. Perhaps if she climbs tall buildings in a single bound, she will feel she deserves her title, her pay, or the praise she receives.

I see myself in numbers 1, 2, and 4, and I expect that many women reading this post may self-identify in one or more of the five. 

Coming Face-to-Face with Imposter Syndrome

While at last month’s National Oral Health Conference, I encountered women voicing their self-doubt and feelings of fraudulence. EVERY. SINGLE. DAY. Two heartbreaking examples:

• After attending a keynote presentation, I ran into one of the speakers, with whom I have worked for several years. I told her how wonderful her presentation was and how much I learned from her. Her response: “I had no business being up there.”
• Another presenter, after hearing my praise for the information and insights she shared, responded, “I’m not sure I had much to add.”

Their responses hurt my heart. No woman – no person, for that matter – should feel that way, let alone the brilliant, high-achieving women who voiced these thoughts.

Three decades into my career, with two advanced degrees and a lot of evidence to the contrary, I still sometimes feel like I am living the adage “fake it ‘til you make it.” But the truth is, I’m not. 

It’s the System, not Us

So why do we do this? A recent Harvard Business Review piece suggested that we put the brakes on blaming women’s own insecurities, beliefs, and tendencies on their lack of self-confidence. Authors Ruchika Tulshyan and Jodi-Ann Burey argue that we need to examine the places where women work and how those environments have been impacted by current and historical racism, classism, and gender dynamics to understand women’s insecurities in the workplace. That is a MUCH bigger conversation.

But for now, to that, I say yes. I believe we need to fix the systems that are driving this unhealthy phenomenon, as well as look within ourselves to break the nasty habit.

Overcoming Imposter Syndrome

So, what can we each do to shake that feeling that we are perpetrating a fraud on the rest of the world and begin to own our brilliance and greatness? Here are some steps to consider:

1. Acknowledge it: First and foremost, recognize and name it. Simply observing that you are having this irrational thought can help you to move past it. Acknowledge that it’s not serving you and likely is not based in fact.
2. Look for the evidence: Speaking of…before reaching the conclusion that you are an imposter, ask yourself if there are any facts to support that notion. Have you been unable to complete tasks in your portfolio? Have you fallen short of your annual goals? Has anyone presented you with actual information that proves you have failed? Conversely, seek evidence that proves the opposite. Re-read your last performance review. Recall the positive feedback you received on your last webinar presentation. Reflect on the student intern who shared how you helped her forge a professional path forward.
3. Share your feelings with others: Beyond simply being cathartic, this approach may prompt others to articulate what they value in you and provide the evidence you were seeking in #2 above. They might also share how they have felt similarly, signaling to you that: (a) you are not alone in grappling with these feelings, and (b) it may be the environment or system in which you both work that is causing your common insecurities. It can be especially helpful to share your feelings with a mentor: KPMG found that 72% of executive women looked to a mentor or trusted advisor for advice when doubting their abilities to take on new roles.
4. Celebrate your achievements: Keep a list or maintain a folder of positive feedback you receive from others. Share your achievements and successes on social media. Drink a toast (or cup of coffee) with friends to celebrate the impact you had on a co-worker, the grant application you wrote, or the program you led in your community.
5. Let go of your perfectionism: Focus on how far you have come, rather than what you haven’t accomplished yet. Don’t let mistakes – whether recognized by you or others – convince you that you aren’t where you should be. No one is perfect, including those in the highest levels of leadership.
6. Keep a notebook to record how many times you deflect compliments: I’ve written about this before – our tendency to minimize accomplishments, instead of owning our greatness and simply saying “thank you.” This exercise will remind you both that you absolutely are where you belong, and that you are forgetting that fact all too often. 

A colleague recently told me that she recommended me to take part in a work group meeting led by a federal agency to explore medical-dental integration. She shared that she told the meeting organizer that I was “a really clear thinker who would have a lot to add to the conversation.” My reflexive inner dialogue sounded something like, “Who, me?” But you know what? I am, and I did. It’s taken me several decades to get to the point where I can see that. I’m hoping you all will get there a little sooner.  

Thank you for reading. If you want to receive future resources to help build your organization’s capacity to effect social change, or you would like to explore how we can work together on leadership development, meeting design & facilitation, collaborative learning, or strategic communications, please email us at stacey@chazinconsulting.com.  Please also follow us on Facebook or LinkedIn, where we promise not to overwhelm you with meaningless chatter.

Some information in this blog was adapted from the following sources:

• There are five types of imposter syndrome, so here’s how to identify (and challenge) yours
• Stop telling women they have imposter syndrome
• Why everyone feels like they’re faking it
• Yes, impostor syndrome is real. Here’s how to deal with it.
• KPMG study finds 75% of female executives across industries have experienced imposter syndrome in their careers
• Why Everyone Feels Like They’re Faking It