A Manager’s Guide to Imposter Syndrome
Imposter syndrome is a common experience in the workplace, especially among high achievers. It’s the persistent feeling of being a fraud, even when there's ample evidence of success. In fact, around 70% of people report feeling imposter syndrome at some point in their lives, with women and people of color experiencing it more frequently in underrepresented industries. As a manager, you play a crucial role in identifying imposter syndrome in your team and offering the right kind of support.
What Is Imposter Syndrome?
Imposter syndrome is characterized by self-doubt, perfectionism, and the fear of being "exposed" as incompetent. People with imposter syndrome often struggle to internalize their accomplishments and may attribute their success to luck or external factors. It can affect anyone, but it's more common in high-pressure industries or in roles where performance is constantly evaluated.
Signs of Imposter Syndrome in the Workplace
Managers may not always recognize imposter syndrome immediately because employees with these feelings often appear successful on the surface. However, there are clear signs to watch for:
Overly Self-Critical Language: Employees might say things like “I just got lucky” or “Anyone could have done this,” even when they’ve delivered outstanding results.
Hesitance to Take on Challenges: Some employees may avoid new opportunities out of fear of failure, even though they are qualified for the task.
Perfectionism and Burnout: Employees who push themselves to unrealistic standards or who work excessively hard to avoid perceived failure might be compensating for imposter syndrome.
How Managers Can Support Employees with Imposter Syndrome
Offer Validation and Recognition
Employees with imposter syndrome need regular, specific feedback that highlights their strengths. For example, instead of saying, “Good job,” acknowledge the specific ways their work has positively impacted the team.Encourage a Growth Mindset
Promote the idea that mistakes are part of the learning process. Help employees understand that setbacks don’t define their worth but are opportunities for growth.Share Your Own Experiences
Share your own experiences with self-doubt to normalize imposter syndrome. Let your team know that even managers face similar challenges, which helps reduce stigma and isolation.Provide Mentorship and Skill Development
Offer guidance through mentorship or professional development opportunities. This helps build your team’s confidence by giving them new tools to overcome self-doubt.
Imposter syndrome is more common than many realize, but employees can learn to overcome it with the right support. Managers can foster a more confident and resilient team by recognizing the signs and offering constructive feedback, mentorship, and encouragement.
References
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