A New Kind of Leadership

Would it surprise you to know that some of your top performers feel incompetent? That many of your most accomplished team members think they’re one mistake away from being exposed as a fraud?

You’re probably leading a high-achieving team that consistently delivers exceptional results. On the surface, they appear brimming with confidence. But behind that polished exterior, many wrestle with the nagging self-doubt known as impostor syndrome.

What is Impostor Syndrome?

Impostor syndrome is the persistent belief that one’s success is due to luck or timing rather than competence. It makes talented individuals feel unqualified despite evidence of their skills. This leads to overwork, perfectionism, and self-sabotage, preventing them from fully embracing their achievements or seeking new opportunities.

The challenge for leaders? Impostor syndrome hides behind high performance. Your best people might look like they’re thriving but internally, they struggle with self-doubt that can lead to burnout, disengagement, or hesitation to take on leadership roles.

Why This Matters to Leaders

As a leader, you might not experience impostor syndrome yourself—but your team does. And that means you must understand and address it. Leadership isn’t just about strategic planning and execution; it’s about unlocking the full potential of your team. If you want your best people to give their best effort, you need to create an environment where they feel valued and confident in their abilities.

My Story: NASA, Confidence, and Hiccups

I know this struggle firsthand. As a young mechanical engineer starting at NASA, I felt the weight of expectation. I was surrounded by brilliant minds, working on cutting-edge technology, and yet I constantly questioned whether I belonged. My brain told me I had just gotten lucky—that NASA had needed to hire more women, and I had somehow slipped through the cracks.

The anxiety was relentless. Even in the smallest moments, impostor syndrome made itself known. On my first day observing a jet engine test, I sat quietly in a corner of the control room, determined not to stand out. But then, I got the hiccups. Eighteen heads turned my way, and I could almost hear the unspoken thought: "Who is she? What is she doing here?"

Of course, nobody actually thought that. But that’s the insidious nature of impostor syndrome. It creates a false narrative that keeps us from embracing our skills and expertise.

The Cost of Impostor Syndrome in the Workplace

Impostor syndrome isn’t just an individual issue—it’s an organizational one. When employees doubt themselves, they:

• Hesitate to apply for promotions or leadership roles.
• Avoid taking calculated risks that drive innovation.
• Overwork themselves to "prove" their worth, leading to burnout.
• Struggle to accept praise and internalize their achievements.

The result? Productivity takes a hit, collaboration suffers, and the company loses out on the full potential of its people.

How Leaders Can Address Impostor Syndrome

• Normalize the Conversation – Impostor syndrome thrives in secrecy. By discussing it openly, you help remove the stigma. Share your own experiences (or those of industry leaders) to show that feeling this way is normal—and that it doesn’t mean someone is unqualified.
• Provide Meaningful Feedback – Vague praise like "great job!" won’t help someone internalize their success. Instead, be specific: "Your analysis on that report was incredibly thorough and helped us make a stronger decision."
• Encourage a Growth Mindset – Reframe mistakes as learning opportunities rather than evidence of incompetence. This shifts the focus from "I’m not good enough" to "I’m still learning."
• Lead by Example – Show your team that confidence isn’t about knowing everything—it’s about being willing to learn, adapt, and improve.

A New Kind of Leadership

Traditional leadership books cover everything from strategic thinking to effective decision-making. But what’s often missing is a discussion about impostor syndrome—the hidden struggle that prevents high achievers from reaching their full potential.

As a leader, your role is not just to manage people, but to inspire and empower them. Addressing impostor syndrome within your team is one of the most powerful ways to do that. When your best people stop doubting themselves, they step into their full potential. And when that happens, your organization thrives.

So, the next time you look at your high performers, don’t just see their external success—consider what’s happening beneath the surface. The more you understand impostor syndrome, the better equipped you’ll be to help your team unmask their true potential.