Are you a leader who has ever felt like you’re just one misstep away from being “discovered” or “found out” as a fraud or imposter? You’re far from alone.
Imposter syndrome is rampant in the workplace, and it’s particularly prevalent among executives.
As a career coach specializing in senior managers and executives in the tech industry, I’ve witnessed firsthand that a lack of confidence is one of the biggest challenges facing today’s leaders.
These highly talented professionals boast impressive credentials and track records of success. Yet, beneath the surface, they grapple with nagging self-doubt.
They question whether they’re truly qualified or if it’s just mere luck that propelled them to their current position. There’s a constant fear that one day, they’ll be “exposed,” causing their carefully constructed careers to come crashing down like a house of cards.
If any of this resonates with you, keep reading. By the end of this article, you’ll learn:
- What imposter syndrome looks like in leaders
- The real-world consequences of imposter syndrome on your career
- Just how common imposter syndrome is among executives
- Effective strategies to manage imposter syndrome at work (and advice that you should avoid)
Ready to confront your inner imposter? Let’s dive in…
What Is Imposter Syndrome In Executives?
If you’ve gotten this far, you might be asking yourself, “Do I have imposter syndrome?”
Let’s begin by defining what imposter syndrome is and how it manifests in executives.
Symptoms Of Imposter Syndrome In Executives
Here are some of the ways that imposter syndrome (IS) shows up in senior leaders:
- Struggling to internalize your work successes
- Persistent self-doubt despite possessing strong experience, skills, and qualities
- Fear of being exposed or found out as a fraud
- Overworking for the sake of others
- Rating yourself and your performance lower than others would
- Experiencing fatigue and burnout
- Micromanaging others because you worry their poor performance will make you look bad
Consequences Of Imposter Syndrome In Executives
Imposter syndrome can have negative consequences on your career and your life.
According to the American Psychological Association, imposter syndrome can lead to:
- Increased anxiety and depression
- Reduced risk-taking in your career
- Career burnout
Data from 238 working professionals (57% female) reveals that those experiencing imposter syndrome are less likely to move into leadership positions or take part in career planning. They’re also more likely to be dissatisfied with their work and burn out.
How Common Is Impostor Syndrome Among Executives?
According to recent research, up to 82% of people experience feelings of imposter syndrome. The same study found that imposter syndrome is common among men and women across a range of age groups, including late-stage professionals. These same individuals often also experience anxiety and depression, reduced job performance and satisfaction, and burnout.
According to a 2020 study from KPMG, 75% of executive women in the U.S. report experiencing imposter syndrome. Of those same respondents, 85% believed that feelings of being an imposter are largely held by women in corporate America.
If you’re an executive struggling with imposter syndrome, you’re not alone. Imposter syndrome and feelings of self-doubt are incredibly common, even at the top of the career ladder.
What Causes Imposter Syndrome In Leaders?
There is no single cause of imposter syndrome in leaders. However, here are a few of the factors that contribute to its development:
- Perfectionist tendencies: Perfectionism often accompanies imposter syndrome. Those with a perfectionist personality may worry that they can’t make mistakes or they will be frauds and others will find out that they’re incompetent:
- Self-esteem issues: Low self-esteem can also accompany imposter syndrome. Those who experience imposter syndrome may struggle with low self-esteem and confidence issues. This can result in constantly doubting themselves and their abilities.
- Unrealistic expectations as a child: Growing up in a household or environment with exceptionally high pressure or unrealistic expectations may lead to imposter syndrome. When children and young adults receive negative messages and unconstructive feedback about making mistakes and failure, it can lead to unhealthy coping mechanisms.
- Tying your worth to your work: Being taught that your worth is defined by your work can also lead to imposter syndrome later in life.
Again, there is no single cause of imposter syndrome in executives, and each leader is unique. My goal is to help you better understand yourself so that you can consciously choose how you want to show up in your career and your life.
Why Do High Achievers Have Imposter Syndrome?
It’s common for high achievers to have imposter syndrome. These feelings of inadequacy and self-doubt often stem from attributing their success to luck or chance, rather than their hard work and effort.
Another reason is that high achievers tend to set extremely high standards for themselves and strive for perfection. These perfectionist tendencies can lead to self-doubt and feelings of insufficiency when they fail to meet their unrealistic expectations.
Furthermore, many high achievers put immense pressure on themselves to succeed. As they climb the career ladder, the stakes often increase, intensifying their fear of being found out as a fraud or imposter.
Recognizing these patterns can help you better understand yourself and the complex feelings associated with imposter syndrome and take meaningful steps to build your self-belief and confidence.
How To Deal With Imposter Syndrome As A Leader
So, how do you truly overcome imposter syndrome at the executive level? Here are some strategies worth trying:
1. Document your career wins (but don’t stop there).
Most advice about imposter syndrome starts with tracking your achievements. While identifying and marketing your success has merit—and I consistently encourage my clients to develop a weekly or monthly practice of documenting career wins—simply logging your accomplishments barely scratches the surface.
Very important: Simply writing out your accomplishments doesn’t dissolve feelings of being a fraud or unworthy. You must do the deeper work! This nuance is something that many individuals misunderstand about imposter syndrome.
2. Learn to internalize your accomplishments.
To truly build up your self-esteem, you must learn to deeply integrate your accomplishments and recognize your personal role in creating success.
It’s far more complex than merely documenting wins. You need to genuinely believe that your successes stem from your energy, strategic thinking, and deliberate effort, rather than mere luck.
Learning to internalize your accomplishments requires intentional practice. Before rushing to your next project, ask yourself:
- What specific steps did I personally take to make this happen?
- What concrete evidence supports my contribution?
- How did my uniqueness contribute to this outcome?
3. Own what makes you unique and different.
Beyond tracking your success, you must learn to identify and own what distinguishes you from others (what I refer to as your fabulousness).
For my tech clients—who tend to be highly analytical—I recommend creating a T-table to analyze your wins. In the first column, document your wins. In the second column, clarify your unique strengths that enabled those wins.
4. Practice positive self-talk.
You’ve likely noticed a common theme throughout all this, which is a lot of positive self-talk.
If you’re engaging in negative self-talk, which is a hallmark trait of imposter syndrome, take note of the stories you’re telling yourself. This is important, as it allows you to rewrite these narratives.
For example, “The story I am telling myself is…” becomes “The story I will tell myself is…”
You can begin to let go of the stories that no longer serve you and write new ones that bolster your confidence and self-esteem.
5. Embrace positive feedback from colleagues.
Beyond learning to accept kind words from yourself, you want to learn to accept and embrace positive feedback from colleagues.
In fact, consider actively seeking out feedback. Importantly, request specific examples of how your strengths and talents contributed to the success, to remind you that it wasn’t pure luck.
6. Create a community of support.
Lastly, surround yourself with people who uplift you and encourage you to take time away from work.
You may also need to prune your community of people who encourage you to overwork, distancing yourself from those who dim your light or exacerbate your overworking.
Final Thoughts
Please remember that imposter syndrome is a common phenomenon, especially among executives. Fortunately, strategies exist to navigate these challenging feelings:
- Document and internalize your career wins.
- Identify and own what makes you fabulous.
- Practice positive self-talk.
- Reframe any negative stories you might tell yourself.
- Embrace affirmative feedback from colleges.
- Cultivate a community that supports and encourages your growth.
If you’d like the personalized support of a trained professional as you navigate these complex feelings, please feel free to reach out or schedule a consultation. I’m here for you! You’ve got this!
