How To Create a Culture That Embraces Self-Doubt

This week, join me as I delve deep into the world of Imposter Syndrome, with Caroline Flanagan , Imposter Syndrome Coach and internationally renowned keynote speaker.

Caroline reveals the secrets to overcoming Imposter Syndrome and creating a culture that embraces self-doubt.

Check out a snippet from our conversation below:

[ME]: What can companies and leaders do to support people suffering with Imposter Syndrome?

[CAROLINE]: At every opportunity, make the choice to work with somebody to support you. It comes back to ‘The Who not How’. We can do pretty well on our own and your listeners will have done very well on their own, but actually it's about how much further you can go. I talk about going further faster, with less stress and more fun. You could do it on your own and get there eventually. But actually, by bringing in the right people who are going to support you in the areas where you haven't cracked it yet, that's going to be the game changer for you. And that's where awareness is important, knowing those areas where you're holding yourself back.

Working with a coach would always be my recommendation. I work with a coach and I'm doing all of this work myself on top, because in all of our brains we have blind spots, we have ways we hold ourselves back. So always if you can do it, work with a coach.

But equally, if you can't go and find a coach and start working with them for whatever reason, you can still solve this problem. There are many other avenues to finding a more helpful way of thinking when it comes to Imposter Syndrome that are going to move you forward.

[ME]: What's are the first steps a person should take to be able to help alleviate the weight and pressure that this creates?

[CAROLINE] The most important thing is to lead by example. It’s about debunking the myths around high achievement and what it takes to achieve, and the ways it seems easy for other people. This idea that they haven't had failures, they haven't had moments of self-doubt, or moments where they think should I be here?

So lead by example in terms of talking openly about the messy journey that we take to success, another book I love is the Messy Middle written by Scott Belsky. I loved that book because it talked about how we hear the success story. We hear about the big brands that succeed but not the messy bit in the middle. Another is the Shoe Dog by Phil knight where you hear how close Nike came to failing and going under, you don't see any of that but you see Nike everywhere.

[ME]: Same with apple, Same with Microsoft...

[CAROLINE]: Exactly, so leading by example, I think is absolutely key. Tell stories of your biggest struggles, and have an awareness of it. I think we can have quite short memory about success, and forget that some things were really hard, and we had those moments when we were unsure it was the right decision or we questioned ourselves.

We tend to forget some of those 'gory' details. I know I do because I don’t want to revisit them, but they have use. They serve a purpose in keeping you authentic about your journey and it's so valuable for those who look up to you are looking up to you to see that that's been your journey.

[ME]: So it's sharing your story. But some people would even have Imposter Syndrome so crippling where you still dismiss that. What happens next? What should happen next?

[CAROLINE]: Part of leadership is leading the way, there's a lot of, and quite rightly so, positive reinforcement. It gets a little bit back to growth mindset, where the focus we've typically gone for is a focus on the achievement, focus on the result. And what I would say to leaders with that person they want to bring along, but they can see Imposter Syndrome in them, is focus on praising the person, praise the skill praise the resource. Think about is as "what you did in that moment when none of us knew what to do", or "you were put on the spot and you could have just clammed up but said this", or "you didn’t say something at the time, but thought about it and came back to me afterwards".

As a leader, giving positive reinforcement is the strongest and most powerful way to build someone up because it then doesn't depend on the next achievement. What I see a lot in the legal industry is a heavy dependence on external validation and attachment to the most recent result. I’m only as good as my last deal is something we hear a lot. Or, I wish they would just tell me I'm doing a good job. That is lovely, only as long as it's keeps happening. What we want and what you want in those you lead is to build a confidence that is in their capability and who they are, which means it's their ability to respond to whatever comes up. Not focusing on the fact they've done this in the past.

?? Listen to the full episode here:?https://bit.ly/3pAVEEW