In this episode of Harmonious Workplaces, Rich Cruz, Sharyl Volpe, and Ben Kleinman delve into the pervasive experience of imposter syndrome, often described as a “crisis of confidence.” They explore what it is, how it manifests, its triggers, and ways to combat it.
Imposter syndrome is defined as the psychological experience of feeling like a fraud, despite evidence of success and competence. People experiencing this phenomenon doubt their abilities, downplay their accomplishments, and fear being exposed as unqualified. This is not the same as “fake it till you make it” but a much deeper sense of inadequacy. The term was first coined in 1978 by psychologists Pauline Rose Clance and Suzanne Imes, who studied high-achieving women who felt they didn’t deserve their success. It has since been understood to apply to a broader range of individuals.
A key element of imposter syndrome is the disconnect between external evidence of success, such as promotions or positive feedback, and internal feelings of fraudulence and self-doubt. This creates a paradox as those who experience imposter syndrome are often highly competent, accomplished, and successful, yet they feel inadequate or unworthy.
Several common triggers can exacerbate feelings of imposter syndrome, including starting a new job or role, achieving a significant milestone like a promotion or award, being in a competitive environment, or belonging to an underrepresented or marginalized group. Anxiety can also be triggered by the presence of high-achieving people or in situations requiring performance or delivery, such as a presentation to high-level executives. Furthermore, the current prevalence of AI in the workplace can contribute to feelings of obsolescence and anxiety. It may also be triggered by negative feedback or resistance to change.
The podcast also highlights the psychiatric roots of imposter syndrome, tracing back to early childhood experiences, sometimes even intergenerational trauma. Experiences such as over-praise or a lack of validation as a child, can contribute to feelings of inadequacy. There is also an idea of “survivor’s guilt” that can lead to self-sabotage for some who feel they have surpassed the achievements of their parents.
The podcast hosts discuss ways to combat imposter syndrome by acknowledging that these feelings are normal. Talking to a mentor or someone who supports you can help. Teaching can reinforce your own knowledge and competence. It’s beneficial to remind yourself of past accomplishments. Accepting that it’s ok to not know everything and to expect initial failure are key concepts. A balance is important, as a little bit of imposter feeling can be a good thing, because it can encourage authentic modesty.
Emotional intelligence is a very helpful tool to use in these situations. It’s also important to note that not all lack of confidence is imposter syndrome, as being introverted is not always a sign of a lack of confidence. However, outward nervousness, self-deprecating comments, and disclaimers are possible indicators that someone might be struggling.
Organizations can support their employees by creating a culture of psychological safety and perceived organizational support. Understanding how to use assessment tools such as the OCEAN personality assessment, which measures openness, conscientiousness, extroversion, agreeableness, and neuroticism, can be helpful in identifying individuals who might be more prone to imposter syndrome. These tools can be used to tailor training and conversations to individual needs. Managers also need to be trained to recognize the signs of imposter syndrome and use open ended questions instead of pointing out negative behaviors to foster a supportive environment. Offering opportunities to practice and encouraging feedback are other strategies to create psychological safety. The hosts emphasize the importance of purpose, motivation, and relevant incentives in helping people to push through crises of confidence.
In summary, imposter syndrome is a complex issue rooted in both personal experiences and workplace dynamics, but it can be addressed with awareness, empathy, and supportive measures. The hosts encourage listeners to visit their website for more free resources, including white papers on psychological safety and signaling.teners to visit their website for more free resources, including white papers on psychological safety and signaling.
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