What we do

10 strategies to help leaders manage imposter syndrome

Picture of Chris Morrison
Chris Morrison
Written on the 3 December 2019

This is the second part of my series on Imposter Syndrome. In my lastĀ blogĀ we explored how and why people suffer from Imposter Syndrome and we discovered that not only is it extremely prevalent in the workplace, it is a topic that is not often discussed or addressed.

What is imposter syndrome?

Imposter Syndrome occurs when an individual has a collection of thoughts that trigger feelings of inadequacy, fear of failure and self-doubt despite evident success. Those that were interviewed shared thoughts that often ran through their minds, including ā€œhow did I get here?ā€, ā€œam I good enoughā€, ā€œwhat if I fail?ā€.Ā  I also shared my experiences of Imposter Syndrome, particularly when I launched Meritos. I believe it is important to share these moments to help normalise the syndrome and to allow others an opportunity to understand their feelings.

I also explored some research around Imposter Syndrome and shared a recent 2018Ā study, which claimed that under pressure, Imposter Syndrome actually affects men greater than women. I wanted to delve deeper into this research to understand why this may happen and its implications for the workplace.

 

Are all imposters created equal?

The research is aptly named ā€˜Are all imposters created equal?ā€™ and discovered that male imposters have more severe reactions to performance stimuli than females. For example, when faced with negative criticism, males reported higher anxiety, decreased their effort and trended towards a poor performance, whereas females when faced with the same negative criticism increased their effort and performed at a higher level. The researchers then performed another study with the same college undergrads that created a high accountability situation. Half the students were told their exam results would be shown to a professor (high accountability) on their course, whereas the other half would have their results revealed to a stranger (low accountability). The women suffering from Imposter Syndrome during this scenario were largely unaffected by the increased accountability; however, the men who believed their exams were being revealed to a professor showed increased anxiety, trended towards a poor performance and decreased their effort.

 

Why do men suffer from imposter syndrome more severely than women?

Why is this the case? The researchers deduced that men suffering from Imposter Syndrome performed poorly because they feared being found out and chose to self-sabotage to explain their inevitable poor performance. The researchers believed that traditional gender norms may play into this scenario due to the perception that society generally values males who demonstrate high competence.

This research provides further insight into Imposter Syndrome, particularly how it can affect men and women differently in the workplace. I reached out toĀ Glenn BallĀ fromĀ Executive Central, who is an executive coach and consultant with a Masters of Science (Coaching Psychology) and more than 30 yearsā€™ industry experience to hear his thoughts. Glenn expressed that during his career he has discovered that most people suffer from Imposter Syndrome at some point and it doesnā€™t always present as someone who is highly anxious or shy, it can also be expressed quite aggressively and through arrogance. For managers and leaders, it is important to understand the implications of the syndrome because it affects everyone differently.

 

How can we support employees suffering from imposter syndrome?

So how can we support employees who may be experiencing imposter thoughts and feelings? Glenn said there are a few ways to approach the issue including, leadership workshops, where Imposter Syndrome is discussed, as well as one-on-one coaching. However, most importantly when presented with a problem, people can either change what they do, or change the way they view it. This simple but highly effective approach helps people to reframe the negative thoughts and feelings Imposter Syndrome creates and with time and through positive experiences eventually overcome it. Glenn said we all have an inner coach and an inner critic and itā€™s important to not let your inner critic take over.

Building confidence is also an integral part of overcoming the syndrome and encouraging employees to face their fears and do what they believe is unachievable can help to prove their negative thoughts wrong. For example, if public speaking is extremely challenging for someone then doing it can create positive experiences that prove their critical voice incorrect.

There is no definitive way to support someone suffering from Imposter Syndrome but initially creating awareness around the issue and helping them to understand why they are having these thoughts and feelings is key to addressing it.

 

10 strategies to help leaders manage imposter syndrome

Glenn also recommends these strategies that form part of his leadership development workshop.

  • Turn up the ā€œcoachā€ voiceĀ ā€“ focus on optimism
  • Keep ā€œcriticā€ voice in checkĀ ā€“ keep a focus on these thoughts
  • Imperfection is the normĀ ā€“ no-oneā€™s perfect, mistakes create learning
  • Right questions lead to best answersĀ ā€“ you donā€™t have to have all the answers ā€“ itā€™s better you donā€™t
  • You canā€™t grow without stretching yourselfĀ ā€“ associate vulnerability with growth
  • Grey is better than black and whiteĀ ā€“ embrace ambiguity and uncertainty
  • Most problems are managed not solvedĀ ā€“ nothing is neat and easy
  • Feedback is a giftĀ ā€“ ask for it from those you trust
  • Appreciate what makes you uniqueĀ ā€“ we are not all the same
  • Relax!Ā ā€“ things come into better perspective if you can relax

 

If you feel you are experiencing self-doubt, fear of failure or wonder ā€œam I good enough?ā€, then talk to others and use your support network. Chances are you are not alone.

 

Picture of Chris Morrison

Chris Morrison

Chris Morrison is the founder and Director of Meritos, an executive search and recruitment business working with purpose-driven organisations. If you're interested in connecting with Chris, you can find him on LinkedIn here. You can also reach him on 02 8000 7121 or via email at [email protected]
Share this article

Questions to ask to help you understand a candidate:

1. Describe your ideal working environment.

2. What do you enjoy about your current workplace?

3. How does a manager get the best out of you?

4. Describe the best team that youā€™ve ever worked in.

The reasons why I ask these questions:

1. Reason

2. Reason

3. Reason

4. Reason

Insights by Chris Morrison

Professional networking tips for job seekers: making connections that matter

Professional networking is a vital component of career development, acting as a catalyst for new opportunities, learning, and growth. By forging connections with individuals across various industries, job seekers gain access to knowledge, mentorship, and career opportunities that may otherwise remain out of reach…

Board Service

Making a difference: your guide to joining an NFP board

The calibre of your leadership team can make or break your organisation’s trajectory, underscoring the importance of making well-informed decisions when it comes to filling crucial leadership roles. In this blog, we’ll delve into these advantages in greater detail and discover how partnering with recruitment experts can propel your organisation towards even greater impact and success.

Transforming leadership search: the power of recruitment partnerships

The calibre of your leadership team can make or break your organisation’s trajectory, underscoring the importance of making well-informed decisions when it comes to filling crucial leadership roles. In this blog, we’ll delve into these advantages in greater detail and discover how partnering with recruitment experts can propel your organisation towards even greater impact and success.

A woman's hand holding a smartphone displaying social media statistics

Transforming talent discovery: leveraging digital marketing for executive search

The role of digital marketing in talent discovery has become increasingly critical. As organisations look to fill executive positions, they need innovative strategies to identify and attract the most qualified candidates. In this blog, we will explore the role of digital marketing in talent discovery and the advantages it provides in executive search.

Elevating impact through leadership: key responsibilities of Not-For-Profit board members

Have you ever wondered what goes on behind the scenes in the boardrooms of Not-For-Profit (NFP) organisations? What exactly do those influential board members do to drive the mission forward?

If you’re enthusiastic about understanding the primary responsibilities of an NFP board, letā€™s pull back the curtain and explore some common tasks undertaken by NFP board members.

5 key traits of effective not-for-profit leaders

Integrity and ethical leadership are the backbones of any not-for-profit organisation. Leaders must practice and promote transparency, accountability, and ethical decision-making. This builds trust with