5:56 PM: Presentation is done. Check. Ready for tomorrow. But wait, did I update that typo on slide 18? I can check first thing in the morning before the meeting.
7:23 PM: Was that the only typo? Did I save to the right location? Should I have emailed that to my colleague to take a quick look?
9:42 PM: Ugh, I better go check. What if I missed something else?
10:45 PM: Okay, presentation is done. It's perfect. I hope they don't figure out I am not qualified to be talking about this.
11:32 PM: But what about my headphones? I have had some issues lately with connectivity. I better do a quick test run before tomorrow. I'll probably forget to charge them. I better go set the charger out now so I don't forget.
5:54 AM: Okay, one more once-through with the presentation. I'll record myself on the trial run to make sure I don't sound like an idiot. Oh gosh, I hope they don't ask me too many questions. I don't even know how I'm going to answer them.
Have you ever experienced racing thoughts like this? Anxiety to fulfill that ideal scenario of ‘perfection’? Have you ever doubted your capabilities but couldn’t understand exactly why? This ‘phenomenon’ is referred to as imposter syndrome and in today’s post, we’ve curated several pieces of reputable research to help you unpack exactly what this is, where this comes from and what you can do about it.
What it is
Watch the 21 minute video clip of Lou Solomon discussing her experience and research of imposter syndrome.
Seven out of 10 successful people that you know (or maybe that includes you) will have experienced some form of feelings associated with "imposter syndrome" (International Journal of Behavioral Science). Lou Solomon describes these feelings as the 'fantastic four', which includes: anxiety, perfectionism, self-doubt and fear of failure. In short, imposter syndrome is a feeling that you are undeserving of the praise and success that you've earned; that you feel 'fraudulent' and will be found out.
While 'imposter syndrome' is not an actual diagnosis, it is a form of intellectual self-doubt that disproportionately affects high-achieving people. "Impostor phenomenon occurs among high achievers who are unable to internalize and accept their success" as described first by psychologists Suzanne Imes, PhD, and Pauline Rose Clance, PhD, in 1978 (APA). Many times these high-performing individuals attribute their success to luck rather than ability.
“Impostor phenomenon occurs among high achievers who are unable to internalize and accept their success” ”
Where it comes from
There is no one singular source. Some experts believe it has to do with personality type (TIME). Others believe the pressure to succeed and also self-doubt can largely be attributed to some form of trauma response to serious conflict experienced in childhood (Solomon). Many people who feel like this often had parents that sent mixed messages — alternating between over-praise and criticism (APA). People who have experienced this internalize the idea that in order to be loved, they need to achieve success (TIME). They later tend to gravitate toward careers that are very demanding and oftentimes involve critiques (Solomon). Limiting beliefs — meaning something a person may believe to be the truth that is preventing that individual from achieving — are also established during childhood and can become part of our identity (Forbes).
Societal pressure of perfection and to succeed only furthers the problem. Further to that point, these high-performing 'individuals' that experience imposter syndrome are more often women.
Societal impact on imposter syndrome
Imposter syndrome was first described in the 1970s, but the question now is why does this even exist in the first place? In most of the aforementioned theories, the onus is on the individual. The Harvard Business Review explored an incredibly interesting perspective about how systematic biases and the environments or cultures that have evolved from those biases are the true culprit to these feelings of insecurity:
“The impact of systemic racism, classism, xenophobia, and other biases was categorically absent when the concept of imposter syndrome was developed. Many groups were excluded from the study, namely women of color and people of various income levels, genders, and professional backgrounds. Even as we know it today, imposter syndrome puts the blame on individuals, without accounting for the historical and cultural contexts that are foundational to how it manifests in both women of color and white women. Imposter syndrome directs our view toward fixing women at work instead of fixing the places where women work.”
“A sense of belonging fosters confidence,” says Valerie Young, author of The Secret Thoughts of Successful Women (TIME). When we lack the sense of belonging, that’s when doubt creeps in and fosters the perfect storm conducive to brewing the feelings associated with imposter syndrome. But, please bear in mind that not all feelings of nerves or unease are bad. Many times it’s completely normal and healthy to have some nerves before an important presentation.
What to do about it
Some subject matter experts have stated that the feelings of imposter syndrome won’t ever fully go away (Solomon) — but there are ways to cope.
If you are feeling that you’re experiencing symptoms of imposter syndrome, these tips may help you take back control of you and your success :
Acknowledge any superstitious beliefs associated with not living up to perfectionism that may be ingrained in your thought patterns.
Identify any limiting beliefs that you may be accustomed to. There are a variety of reasons we develop limiting beliefs from patterns established through childhood to our own views of failure. One reason we use faulty logic and form limiting beliefs is to excuse ourselves from what we perceive to be our failures. Limiting beliefs may sound like (ChangingMinds):
Phrases that start with I do/ I don't
Phrases that start with I can't
Phrases that start with Others are/ will
Recognize that these limiting beliefs and superstitions are just thoughts not reality. Let it pass, do not engage with the limiting belief.
Stop measuring yourself against someone else's idea of 'success'. When you can define your own personal key performance indicators, you can start to focus on your own personal passions and successes, hopefully alleviating the pressures put on by other definitions of 'success'.
Understand if your work culture or teams are living out toxic, racist or sexist bias that may be having an impact on your confidence levels to perform in the work setting.
Know that feeling unsure about something or having nerves can be very normal and healthy.
As a leader, here are a few things you can do:
As a leader, work to create a culture that welcomes a variety of diverse leadership styles from all racial, ethnic and gender identities (HBR).
While it is very difficult to completely eliminate biases, you can try to interrupt biases with your teams. This HBR article helps explain how.
Tell a coworker when you have identified that they are particularly talented at something or a friend that she is gifted in her abilities — and “listen for the brilliance” (the quote is referenced in the Solomon video).
If you feel that you cannot cope please contact a professional such as a therapist or psychologist to get support. If you are a leader and are struggling to deal with your team’s biases, please contact an anti-bias trainer for support.
Sources linked throughout article:
APA: https://www.apa.org/gradpsych/2013/11/fraud
Lou Solomon: https://www.youtube.com/watch?v=whyUPLJZljE
HBR: https://hbr.org/2021/02/stop-telling-women-they-have-imposter-syndrome
Forbes: https://www.forbes.com/sites/joyburnford/2019/01/30/limiting-beliefs-what-are-they-and-how-can-you-overcome-them/?sh=152f2dd66303
Changing Minds: http://changingminds.org/explanations/belief/limiting_beliefs.htm
The Journal of Behavioral Science: https://www.tci-thaijo.org/index.php/IJBS/article/view/521
TIME: https://time.com/5312483/how-to-deal-with-impostor-syndrome/