What's the best way to overcome Imposter Syndrome...Let me show you how!

Studies show that over 70% of people will feel the fear of being “found out” at some point in their careers.

Imposter Syndrome is something many of us experience, often when stepping into a new role or receiving a promotion.

I see this often with clients—talented, skilled professionals who feel overwhelmed by the responsibilities of a new role or who doubt their abilities despite their qualifications.

One of my clients recently faced these exact challenges.

She’d just been promoted but was constantly questioning herself, fearing she wasn’t good enough. Together, we developed a practical approach to help her shift from self-doubt to self-confidence.

Whether you’re taking on a new position or simply looking to enhance your current role, these steps can be transformative.

Today, I’d like to share that approach with you in three key strategies.

1. Building a 90-Day Plan: Mapping Out Goals and Connections

Starting in a new role without clear guidance can feel like being tossed into the deep end. That’s why our first step was creating a 90-day plan. The goal here was to establish clarity early on, not just for the work but for the relationships that would support her success.

In this plan, we identified her primary objectives and broke them down into manageable steps. I encouraged her to start by connecting with key stakeholders: her direct reports, peers, and related departments. Each conversation had a purpose.

For example, with her team, she focused on understanding their current goals and challenges, creating a foundation of trust and support.

With peers, she aimed to identify how they could collaborate to streamline processes and improve outcomes.

By building these connections and understanding the work of other departments, she started seeing her role in context.

She gained a clearer understanding of the organisation’s broader goals and how she could contribute. This first step was powerful—it reframed her new role from a source of stress to an opportunity to create real impact.

2. Defining Clear Objectives and Expectations: Partnering with Leadership

One major reason Imposter Syndrome takes hold is a lack of clarity around expectations. If you don’t know what success looks like, it’s easy to fall into self-doubt. To tackle this, our next step was setting up intentional conversations with her manager.

We approached these meetings with a clear agenda, focusing on understanding the key performance indicators (KPIs) for her role and what her manager considered the most critical priorities.

I guided her through framing questions that would give her a strong sense of the team’s goals, her manager’s vision, and where she could make the most significant impact. This wasn’t just about getting a “to-do” list; it was about creating alignment and empowering her to make confident decisions.

After these conversations, she not only had a solid sense of what was expected but also felt more connected to the company’s mission. She walked away from this step knowing where to focus her efforts—and with a renewed confidence that she could deliver.

3. Seeking Specific Feedback for Continued Growth: Building on Strengths

The final piece of our strategy was learning how to gather actionable feedback. General praise like “you’re doing well” can be uplifting but often lacks the details needed for genuine growth. So, we focused on making feedback sessions with her manager more targeted and valuable.

Together, we identified specific questions she could ask, such as:

• “What specific strengths have you seen in my work that contribute most to the team’s goals?”
• “Are there any areas where you think I could make adjustments to improve my impact?”
• “What would you like to see more of from me in the next quarter?”

These questions helped her get a clear sense of her strengths and identify areas for growth. By framing feedback in this way, she began to understand her contributions through her manager’s eyes, which reinforced her confidence.

It also provided her with tangible points to focus on in her personal development plan, helping her feel more grounded and in control of her career.

Why These Strategies Work: The Power of Intentional Action

The transition from feeling overwhelmed to feeling empowered isn’t instant. It requires a willingness to take intentional, sometimes uncomfortable steps, like asking for feedback or initiating strategic meetings. But these actions create a foundation of control and confidence.

By creating a roadmap, defining clear expectations, and building on specific feedback, my client was able to overcome her initial doubts and approach her new role with a sense of purpose.

Today, she’s not just surviving in her position; she’s thriving, feeling more connected and confident than ever.

Are You Ready to Take Control and Thrive?

If you’re facing similar challenges—whether it’s managing a new role, building confidence, or wanting more clarity in your current position—these steps can help you, too.

It’s about building a strong foundation for success, starting with the connections and clarity that make you feel empowered.

If you’d like to explore how I can help you develop a similar strategy, let’s connect!

I’d love to discuss how we can work together to set you up for success in your career.