Why Do So Many of Us Feel We Are Terrible at Our Jobs? The Debilitating Impact of Impostor Syndrome

Maya Angelou, poet, singer, memoirist, civil rights activist, author of seven autobiographies, three books of essays, and several poetry books, credited with a list of plays, movies, and television shows spanning over 50 years, and a recipient of dozens of awards and more than 50 honorary degrees, acknowledged: “I have written 11 books, but each time I think… they’re going to find me out.”

Even Leonardo da Vinci, one of the most talented individuals ever to have lived, and someone who has been considered by many art historians a “universal genius” said: “I have offended God and mankind because my work did not reach the quality it should have.” 

What do these highly successful individuals have in common? They secretly feared they were terrible at what they did, despite all their accolades, and were, therefore, fooling not only themselves but also everybody else.

They felt like impostors!

What is Impostor Syndrome?

Impostor syndrome was first identified by Dr. Pauline Clance during therapy sessions with high-achieving women. What Dr. Clance observed was that individuals impacted by the impostor syndrome often experienced intense feelings that their achievements were undeserved and soon they would be exposed as fraud.

In the article The Impostor Phenomenon, the authors describe it as the psychological experience of individuals who perceive themselves as intellectual frauds and also fear being exposed as impostors. These are individuals who are largely successful, but who are unable to internalize their success. You can access the article here.

How The Impostor Syndrome Cycle Works

The impostor syndrome cycle is a recurring pattern that illuminates the progression of impostor syndrome throughout time. Understanding this cycle is crucial for individuals looking to overcome impostor syndrome and for those seeking to support them in their journey toward self-confidence and success.

Below is an example of how individuals go through the impostor syndrome cycle:

•  The individual is assigned a task.
•  Anxiety, worry, and self-doubt set in.
•  The Individual now has two choices: procrastination or overpreparation.
•  The task is completed, and they feel relieved. However, any positive feedback is discounted.
• Feelings of perceived fraudulence set in, usually because of their inability to attribute their own achievements to internal qualities such as skills, intelligence, or ability. In their minds, luck and hard work are what may have gotten them there.
• Anxiety, worry, and self-doubt return.

And so, the cycle continues with every assignment.

Initially, this phenomenon was believed to only affect professional women. However, researchers have found that it, indeed, affects a wide range of individuals regardless of gender, occupation, or culture. In fact, researchers have found that ethnic minorities are particularly susceptible to impostor syndrome.

The Impact of Impostor Syndrome

Undoubtedly, impostor syndrome can significantly disrupt an employee’s life, manifesting in burnout, emotional exhaustion, diminished motivation, and feelings of guilt and shame related to their accomplishments.

Another detrimental outcome of impostor syndrome is self-sabotage. For instance, individuals may decline opportunities for promotion or shy away from pursuing more demanding roles due to self-perceived inadequacies. In other words, impostor syndrome, in addition to its emotional impact, can cause employees to miss out on career advancement opportunities.

Understanding the Mindset of Impostors: What Employers Need to Recognize

To a certain extent, it is a normal aspect of social behavior to want to conceal our own weaknesses and to work hard for what we want.

Employers must prioritize addressing the effects of impostor syndrome on both their employees and the organization. Effective leaders should actively alleviate employee stress, prevent burnout, and demonstrate care and empathy.

In an attempt to mitigate the impact of impostor syndrome, employers should be attuned to the following:

1.  Understand that impostors tend to overwork.

Overworking is common among impostors, and it becomes problematic when the amount of effort and energy invested in a task exceeds that for producing work of reasonable quality. Even though individuals with impostor fears recognize this overworking pattern, they often find it difficult to break this cycle. Impostors strongly believe that they will fail if they do not put a lot of effort into their tasks. Effective leaders must pay attention to employees’ work patterns and ensure they are not burning the proverbial candle at both ends. Burnout and emotional exhaustion can be the result of impostor syndrome.

2. Recognize that self-defeating sentiments plague impostors.

For Impostors, success does not bring about a sense of joy, relief, or accomplishment. On the contrary, impostors often feel uncomfortable with their achievements because success brings about fear of being exposed to others as fraudulent and lacking in ability. These self-defeating sentiments interfere with employees’ ability to recognize their achievements which, in turn, impact their psychological health and well-being.

3.  Know that impostors are perfectionists.

Perfectionism is a common trait of impostors. Employers need to be aware of certain employees’ tendency to set extremely high and unrealistic standards for themselves. The need to be the best and the need to be able to do everything flawlessly go hand-in-hand with their tendency to overwork and are consistent with their need to achieve perfection. It is through perfection, after all, that they gain the approval of others.

 How Leaders Can Support Employees Dealing with Impostor Syndrome: Strategies that Work

Before addressing the strategies, though, leaders need to recognize and differentiate impostor syndrome from false modesty.

While false modesty may involve someone downplaying their achievements out of humility or cultural norms, impostor syndrome goes deeper. People with impostor syndrome genuinely struggle with internal feelings of fraudulence and inadequacy, which can hinder their professional growth and overall well-being.

Here are a few strategies that will help:

1. Acknowledge and reinforce their accomplishments with specific examples and constructive feedback to help them see their competence more clearly.
2.  Encourage employees to reflect on their achievements and remind them of their role in their success. Help them recognize that their efforts and skills played a significant part in their accomplishments.
3.  Encourage employees to see setbacks and challenges as opportunities for growth rather than as evidence of incompetence. Learning and development are ongoing processes.
4.  Pair them with a mentor or colleague who can provide guidance, share their own experiences with impostor syndrome, and offer perspective on self-doubt.
5.  Foster a workplace culture where employees feel comfortable discussing their feelings and concerns, which can help reduce the stigma around impostor syndrome.

Final Thoughts

For many employees today, their professional lives are laced with anxiety, self-doubt, and fear. Fear of being exposed as a fraud, fear that their achievements are undeserved, fear of not having what it takes despite ample evidence to the contrary or fear of not meeting expectations.

By understanding and addressing impostor syndrome, leaders can help their team members build confidence, recognize their true potential, and ultimately contribute more effectively to the organization's success.