Eliminating imposter syndrome with leadership

No matter how hard we work, sometimes we can’t help but doubt whether we actually deserve the position, the authority, the salary or the perks we get. Fairly often, employees and leaders experience guilt about their successes and achievements because they feel undeserving of them.

In recent times, this feeling of crippling self-doubt has come to be characterised as imposter syndrome – a phenomenon which can result in anxiety and intrusive thinking patterns. Not a diagnosable mental illness, it is, nevertheless, essential to overcome the guilt that accompanies this syndrome for a multitude of reasons.?

How does imposter syndrome manifest in employees?

A recent report by The Hub Spot suggest that 80% of men and 90% of the women in the workplace suffer from imposter syndrome. 25% of them believed that they were successful because of luck and 19% of them were afraid that their peers or superiors will find them to be underqualified for the job.

Here’s how imposter syndrome can manifest itself in employees:

1.????Wasted challenges and opportunities

Imposter syndrome can make employees feel like they are not qualified or trained enough to take up new opportunities and challenges even if they’re well experienced in their field. Not only does this result in wasted chances, any of which could power up their careers, it prevents them from making any growth at all.

2.????No help needed

‘Impostering’ employees may want to “prove” that they are capable enough to carry out their tasks independently and decline any help that is offered. This can leave them with too much on their plate, ending up making them feel overburdened, exhausted and, ultimately, with a burnout to address.

3.????The perfection mandate

Feelings of inadequacy can make employees constantly want to maintain a high standard and even go beyond that. Setting unrealistic expectations for themselves and others can lead to them having trouble in letting peers finishing tasks or compulsively trying to reach “perfection”.

All of these signs of imposter syndrome can have disastrous effects – not only on the employees’ health and well-being, but inevitably for the organization as well. That is why it is necessary for a leader and the HR team to identify these signs early and tackle the issue earnestly.?

How can leaders help employees overcome imposter syndrome?

Aggravated imposter syndrome needs immediate intervention as well as long-term solutions. To ensure that employees are driven by intrinsic motivation and genuine connection for their purpose at the workplace, rather than an unhealthy ‘syndrome’, leaders can apply a number of solutions:

·??????Providing positive feedback

Despite having ample evidence of their successes and achievements, in the form of certificates, awards or even just verbal acknowledgement, those experiencing imposter syndrome need consistent reassurance. A lack of such assurance and positive feedback can lead them into a downward spiral of self-doubt and reduce confidence in their abilities.

·??????Creating an environment open to discussion

Mental health issues have long been a social taboo. But it can’t continue the same way much longer. An environment that does not embrace the concept of open discussion on mental health can make employees feel unheard and unseen - both of which can further impact their experiences of mental health, leaving them feeling isolated and abandoned. Encouraging discussion of such issues can make employees feel comfortable in sharing their experience without any hesitance.

·??????Training employees and leaders

When leaders have the tools to identify and deal with imposter syndrome, they are more equipped to empower their employees too. Leaders should invest in learning how they can support their employees during times of crisis. Engaging with them through the approach of “arguing with inner critic” can help ease their feelings of self-doubt.

Imposter syndrome is prevalent at all levels, as much present in a newly hired employee as in a leader who has years of experience. Left alone, it can hollow the organization from the inside out. It becomes a task of utmost importance, therefore, for the leaders to ensure that everyone feels supported, and not alone in their battle with self-doubt.?