Managers in Disguise, or Leading with Impostor Syndrome
Julia Khokhlova
Product Delivery Manager Lead | PMP? | PSM II / PAL I / SPS / PSFS / PSPO I
Have you ever felt that sinking, uncomfortable sensation in your gut, like you don’t quite belong in the room or deserve the role you’ve been given? If so, you’re not alone. This feeling, often described as impostor syndrome, is especially common among managers and leaders, where the pressure to perform is high and the stakes are even higher. Despite years of experience, I still find myself battling self-doubt, particularly when I’m stepping into a new initiative - even the one I myself created. But what if this very doubt, often seen as a weakness, could actually be a hidden strength for those of us in leadership?
I guess the first time I encountered the idea of impostor syndrome was when the Big Bang Theory (season 12, episode 18) included a scene with Emmy mentioning it. That, however, does not mean I was not aware of this feeling/state of mind before. Yet that was definitely a good impetus to pay attention to it, to investigate and make sure that it does not act as a blocker for me.
Every time I step into a new initiative, even if it's the one that I’ve designed from scratch, a wave of self-doubt inevitably follows. My internal dialogue is filled with questions like “Am I really capable of pulling this off?” or “What if this fails and it’s all my fault?” - even though I have the required experience and qualifications. It’s a constant struggle between what I know I’ve achieved and the nagging feeling that I’m not truly equipped for the challenge ahead. What makes this experience even more unsettling is knowing that this is not unique to me; it’s a phenomenon many leaders - especially women - face in some industries. Some of us tend to internalize their doubts more, making impostor syndrome a frequent and unwelcome companion on their career journey.
To combat impostor syndrome and boost my confidence, I’ve developed several practical strategies that help me to calm down and ground when self-doubt creeps in. One of my most effective methods is updating my resume regularly. This simple act forces me to revisit my past accomplishments and reminds me of the value I bring. Whether it’s a completed project or a milestone I’ve reached, seeing these achievements laid out in front of me helps shift my focus from what I haven’t done to all that I have. Additionally, I make a point of listing down my achievements on a regular basis, whether big or small. This practice ensures that I celebrate wins—no matter how minor—and creates a running log of successes that I can refer to when my confidence wavers. I also write down my goals (big and small) and revisit that list with a certain regularity, to check those items that are completed. That helps me see that my planning is still relevant, and I am on track.
Other techniques include seeking feedback from trusted peers or mentors; hearing validation from someone I respect often scares my doubts away. Another powerful tool is setting short-term, achievable goals and acknowledging progress as I go—this keeps me focused on growth rather than perfection. Together, these strategies act as tangible proof of my worth, silencing the internal critic and resetting my mindset to one that is rooted in facts, not feelings. By consistently revisiting my achievements and reminding myself of what I’ve already accomplished, I build a defense against impostor syndrome, creating space for confidence to grow.
I would like to share one real case from my career, and hope it will inspire you. During a performance review at one of my previous work places, I made a bold move despite the doubts my impostor syndrome granted me with. Instead of passively waiting for feedback, I proactively created an infographic that detailed my key accomplishments, skill development, and the value I had brought to the organization over the past year. I structured the infographic to highlight achievements, new responsibilities I had taken on, and projects that showcased my leadership and strategic thinking. By visually representing my growth, I demonstrated not only my competence but also my readiness to take on a higher-level role. Presenting this with confidence pushed me to overcome my own self-doubt, and to my surprise, it was received with enthusiasm. This assertive step paid back - it opened the door for me to leap over a level in my career. The experience taught me that preparation and owning your achievements can silence impostor syndrome and help you claim the space you deserve in crucial moments. That was comparatively long ago, but from time to time I go back to that and even reuse the infographic template.
领英推荐
Recently, I had an amazing and inspiring opportunity to join one of the Women in Tech initiatives, Lean Coffee meeting devoted to this phenomenon. I was struck by how universal this experience is, even among highly accomplished leaders. During the session, we shared stories of self-doubt and it was eye-opening to see how widespread impostor syndrome is, regardless of career level, and how isolating it can feel without a support system. The power of this Lean Coffee session lay in its collaborative nature—by creating a space where we could openly discuss our doubts, we found comfort and validation in knowing we weren’t alone. These peer support communities are invaluable; they not only normalize the experience of impostor syndrome but also provide practical strategies for overcoming it. Together, we discussed ways to recognize and push past self-doubt, emphasizing how collective wisdom and shared vulnerability can foster confidence and resilience in the face of impostor syndrome.
Impostor syndrome disproportionately affects women, especially those in leadership roles. Studies show that 60-70% of women report feeling like impostors at some point in their careers, compared to about 50% of men. Additional data from a 2024 workplace survey found that 54% of women reported experiencing impostor syndrome, compared to only 38% of men. In management roles, the gap widens even further—more than 75% of female executives experience self-doubt, while their male opposite numbers report significantly lower levels of these feelings. This disparity is rooted in societal and systemic factors. Women, particularly in male-dominated industries, often face underrepresentation in leadership positions, leading to a sense of "otherness" or isolation. Additionally, double standards in performance expectations add fuel to these feelings of inadequacy. Combined with traditional gender norms that downplay assertiveness in women, these factors create a cycle where even the most qualified female leaders struggle with impostor syndrome more intensely and frequently than their male peers.
It would be logical to expect the trend towards leveling the gender difference, but, as it was shown in the meta-analysis, that is not the case yet. ‘Interestingly, the gender difference did not decrease over time, despite changes in societal attitudes towards gender and increased female representation in higher education and prestigious careers. The researchers also found that gender differences in impostor syndrome varied by field and region. For example, gender differences were smaller in the business field compared to academic or miscellaneous fields. This might be due to differing gender dynamics or societal expectations in these areas.’ If you are interested in more detailed segmented statistical data, this article might come handy for you.
While often seen as a burden, impostor syndrome can have surprising benefits. One positive aspect is the drive for self-improvement - self-doubt pushes individuals to continuously reflect on their skills and seek growth opportunities. This mindset fuels a desire to learn and enhance one’s capabilities, preventing lagging behind. Additionally, managers who experience impostor syndrome often develop a greater empathy for their teams, as their own struggles make them more sensitive to the challenges others face. This empathy fosters stronger, more supportive relationships within teams. Moreover, the tendency to underestimate oneself can lead to humility in leadership, creating leaders who are approachable, authentic, and willing to listen. Rather than overconfidence, these managers exhibit humility, which resonates with employees and cultivates trust. Ultimately, impostor syndrome can create a healthy positive tension - the balance between doubt and determination drives individuals to continually push their boundaries, which can lead to long-term success. This dynamic makes impostor syndrome not just a hurdle, but a potential asset.
Impostor syndrome may feel like a heavy weight to carry, but when understood and managed, it can become a powerful leadership tool. The self-reflection it fosters leads to growth, empathy, and humility - qualities that create great leaders. By reframing impostor syndrome as a motivator, managers can transform their self-doubt into a force that pushes them to improve, connect more deeply with their teams, and maintain a grounded approach to leadership. I encourage other managers to embrace their moments of doubt and see them not as weaknesses but as opportunities for development. Although doubts may remain, they can shape one into a more thoughtful and resilient leader. Rather than fearing it, see it as part of what drives your continuous evolution.
For those who are willing to investigate the topic further, below are a few links to studies and related materials:
iGaming/Compliance/Telecomunication Program, Project Manager @ Evolution | Scrum Master, ITIL, PRINCE2
5 个月Hmm interesting. Impostor syndrome is a psychological pattern where individuals doubt their accomplishments and have a persistent fear of being exposed as a “fraud.” Despite evident success, people with impostor syndrome often feel they don’t deserve their achievements and attribute them to luck or external factors rather than their own abilities.