Impostor syndrome – what is it and how to overcome impostor syndrome?

You know that feeling when you receive a promotion, praise from a superior or a high grade on an exam, but deep down you feel it’s not your due? Are you afraid that eventually someone will discover that you are not as competent as others think? You may be experiencing the so-called imposter syndrome, also known as impostor syndrome. It’s a psychological phenomenon that affects many people at various stages of their careers and personal lives. Impostor syndrome is a particularly relevant topic in the context of work, professional development and employer branding, where employees’ self-confidence and self-acceptance play an important role.

What is imposter syndrome?

Impostor syndrome is a psychological phenomenon involving the belief that our successes in work and life are due only to chance and not to actual skills. People who struggle with it often perceive their achievements as undeserved and feel that they are not up to par with the expectations of others. Despite ample evidence of their competence – such as promotions, positive evaluations from superiors or numerous recommendations – they continue to believe that they do not meet standards and that their supposed incompetence will sooner or later come to light.

Paradoxically, the imposter syndrome more often affects high achievers, talented and ambitious people. Throughout history, we know of many examples of prominent personalities who admitted to struggling with a sense of inadequacy. Today, psychologists indicate that this experience is not uncommon – it is estimated that about 70% of people have felt this way at least once in their lives. It is also worth noting that imposter syndrome more often affects women, which may be rooted in social and cultural differences, as well as the expectations set by those around them.

Causes of imposter syndrome – why do we underestimate ourselves?

Impostor syndrome does not arise for no reason – it is usually the result of a complex process influenced by both life experiences and social conditioning. Among the main causes are:

• upbringing and family environment – people raised in families where a high value was placed on achieving success, or where they often heard praise for results rather than effort, may be more likely to develop imposter syndrome,
• Perfectionism – people with a tendency toward perfectionism often set unrealistically high standards for themselves,
• social stereotypes and expectations – the influence of cultural norms and social pressures can cause some people, especially women, to have difficulty believing in their competence,
• low self-esteem – people with imposter syndrome often have low self-esteem and tend to depreciate their own achievements.

Symptoms of imposter syndrome – what is worth paying attention to?

Imposter syndrome manifests itself in various ways, and the most common symptoms include:

• fear of “unmasking ‘ – a strong fear of exposure of alleged ’incompetence”. Individuals believe that someone will soon discover that they do not have the required skills,
• minimizing one’s own achievements – the tendency to downplay successes and accolades, explaining them by luck or favorable circumstances rather than by one’s abilities,
• difficulty in accepting compliments – questioning praise and doubting its sincerity,
• belief in “cheating ‘ – such people feel as if they are ’pretending” to be a person in the right position or at the right level of competence, making it difficult for them to believe that their actions are genuinely valuable,
• over-preparing and avoiding new challenges – for fear of possible failure or lack of competence, people with imposter syndrome over-prepare or avoid taking on new initiatives.

How can employers support employees with imposter syndrome?

Employer branding is not only about promoting an attractive corporate image, but also about caring for the development and mental health of employees. Helping them cope with imposter syndrome is one component of caring for a good atmosphere at work. How can organizations and companies support those affected by impostor syndrome?

Facilitating access to training and personal development, by providing opportunities to learn and acquire new skills in the workplace, can help employees build confidence. Regular, constructive feedback provides a better understanding of one’s actual performance and competence, which supports staff professional development.

Organizations that nurture a healthy work-life balance are effective in reducing stress and lowering guilt in employees. Creating an environment of support and understanding and being open to discussing emotional and psychological difficulties foster a sense of belonging and acceptance in employees.

How do you deal with imposter syndrome yourself?

People struggling with imposter syndrome need to work on overcoming negative beliefs about themselves and strengthening their sense of self-worth.

Instead of minimizing successes, try to consciously appreciate the effort and work put in. Writing a success journal will help you look at your own achievements more objectively.

It is important to identify critical thoughts and try to replace them with more positive or realistic ones. Instead of thinking “I only succeeded by accident,” it is worth trying “I deserved it thanks to my hard work.”

In some cases, the support of a psychologist or therapist can help understand the causes and teach techniques for dealing with imposter syndrome. Therapy is an effective way to strengthen self-acceptance and build self-confidence.

It is also a good strategy to consciously enter situations that inspire fear of failure, it can help break down limitations. It’s worth remembering that every mistake is a learning opportunity, not proof of incompetence.

Imposter syndrome is the experience of many people, especially those who are successful and ambitious. In the context of work and employer branding, it is worthwhile for companies to support their employees in dealing with feelings of inadequacy. Understanding this phenomenon and providing tools to overcome it can affect the effectiveness and commitment of the team, as well as the overall atmosphere in the organization. Any success, even if it seems accidental, is the result of determination, effort and real skills.