Impostor Phenomenon: Research-based insights on the significance of Mindset, Fear of Failure, Goal Orientation, and Self-Awareness

As a coach specialising in impostor phenomenon among leaders, I'm always on the lookout for research that can inform my work. This paper by Noskeau, Santos, and Wang (2021) was helpful when I was completing my research. It offers valuable insights into the connections between mindset, fear of failure, goal orientation, and impostor phenomenon in working adults.

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Key Findings:

1. Fixed Mindset and Impostor Phenomenon:

The study found that individuals with a fixed mindset (believing their abilities are static) tend to experience higher levels of impostor phenomenon at work.

2. The Role of Fear of Failure:

This relationship between a fixed mindset and impostor phenomenon is primarily explained by an individual's fear of failure.

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3. Performance Avoidance Goal Orientation:

When employees are motivated by a desire to avoid demonstrating their inability at work (performance avoidance goal orientation), the relationship between fixed mindset and impostor phenomenon becomes even stronger.

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Implications for Leaders and Coaching:

• Staff training and coaching interventions that focus on developing a growth mindset (the belief that abilities can be improved) can reduce fear of failure and the motivation to avoid showing perceived inabilities at work.
• Cultivating work environments that promote a growth mindset, motivation to develop abilities, and a safe space to fail could help mitigate the negative effects of a fixed mindset, reduce fear of failure, and alleviate the impact of impostor phenomenon on employee career development and well-being.

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In the coaching I am doing and my own research, I also see plenty of evidence that we have a blend of fixed and growth mindsets. And I agree that often it is the environment around us that can make a huge difference to whether someone is held back by impostor feelings or not. When people feel it is safe to take risks, try something new, and yes, maybe fail, there is less chance of being gripped by impostor feelings.?

In addition, when someone is caught up in impostor feelings, there can be a tendency to look inward – “it’s all my fault this isn’t working”. To be able to grow and move past it, they need to be able to look outwards, begin to see where they have control, and where they can set small goals for change. If this has been a pattern of thinking for some time, it's easy to see how this can feed a downward spiral. Self-awareness is key here. When we spot something, we can make changes (which feels so much better).

As outlined in this paper, there are significant wellbeing costs to the impostor phenomenon, and the risks (when left unmanaged or when nothing changes) can include depression, anxiety, and burnout. So as leaders, it's crucial to understand the connections between mindset, fear of failure, goal orientation, and impostor phenomenon. Whether that is for our own progression or the progression of others.