Imposter syndrome, once an unfamiliar term, has become a prevalent topic in recent years. Many emerging leaders in their first head of or director role find themselves grappling with it. If I had a pound for every time I heard someone in this position talk about having it and its impact, I wouldn't be writing this blog; I'd be sipping cocktails in Barbados.
The thing is, a significant number of those who talk about imposter syndrome may not actually be experiencing it. What they are feeling could be a bout of fixed mindset, a fear of failure or judgment, a sense of mild panic about having to prove themselves or perfectly rational self-doubt. In my terms, it's like dealing with a regular dose of "mind monkeys."
So, how can you tell whether you're grappling with imposter syndrome or something else entirely? Stick with me, and I'll give you my take.
Why Do Emerging Leaders Think They Have Imposter Syndrome?
It's understandable why many emerging leaders diagnose themselves with imposter syndrome - the language surrounding it feels so relatable. It provides a comforting sense of certainty. Instead of vague feelings of being stuck and self-doubt, imposter syndrome gives a name to those emotions.
Once one person identifies it, others chime in, saying, "Yes, that's how I feel too. I have imposter syndrome!" They relate to the symptoms: the pursuit of perfection, the nagging sense of inadequacy, procrastination when facing important but uncomfortable tasks, and the tendency to sabotage their own goals and then judge themselves for it.
The issue with self-diagnosis is that similar symptoms can arise from various root causes. Treating these symptoms requires different approaches depending on the underlying issue. Consider it like this: if people talk about sneezing and a tickly throat, you still don't know whether antihistamines or a Lemsip.
Many imposter syndrome symptoms are similar to experiencing mind monkeys, but the strategies to address them differ. It's crucial to pinpoint the root cause because much of the advice that is touted as being helpful in cases of imposter syndrome is actually relevant for taming mind monkeys but won’t make a dent on dealing with true imposter syndrome.
Equally, labelling yourself as having imposter syndrome when you’re experiencing a temporary and rational case of self doubt can magnify the experience unnecessarily and keep you stuck longer.
So, What Is Imposter Syndrome for Emerging Leaders?
In simple terms, imposter syndrome is the internal belief that you are less capable and competent than others perceive you to be. People look up to you, thinking you're the bees knees, but you feel like they've been fooled, and you're just waiting for the day they'll see through your act.
Imposter syndrome affects both men and women and can have a profound impact, particularly on well-being and mental health. When you believe you're merely biding your time until the world realises you're not all that, you might well respond by overworking to meet others' expectations. You're carrying the weight of anxiety, fearing the day when your world will crumble as the truth is unveiled.
True imposter syndrome is a significant challenge, creating an "identity gap" where your self-perception differs from how others see you. It often (but not always) happens among high-achieving individuals. If your career has surpassed your own expectations, or you've been chucked in the deep end because there was no one else to take something on, it's not surprising you might question whether you're really good enough
How to Handle Imposter Syndrome as an Emerging Leader
Someone once asked me if imposter syndrome would ever completely vanish. My response was that it's unlikely to disappear entirely, but it can be managed, and its impact can be minimised. While there are no quick fixes, here are some straightforward (though not necessarily easy) ways to start loosening its grip:
1. Separate the Experience from Your Identity
One reason I'm passionate about discouraging self-diagnosis of imposter syndrome is that it can subconsciously paint you as a helpless victim of an insurmountable syndrome. That's simply not true, and believing it makes it harder to change.
Even if you're anxious about not measuring up or worried about being exposed, remember these are feelings and experiences, not indicators that you are an imposter. When you stop viewing yourself as an imposter and start seeing yourself as someone experiencing feelings of inadequacy, you open the path to progress.
2. Get Specific
Identify the specific situations in your work or life that trigger imposter feelings, and distinguish them from those that don't. If you're a first-time marketing director concerned about being caught out, pinpoint who might catch you and what they might catch you on
Is it the fear of your boss discovering gaps in your knowledge? Doubts about matching your predecessor's impact in upcoming campaigns? Worries that your team will see through you and gossip?
If there are genuine gaps in your experience, consider how you can get the right support or training. But don’t go shopping for training courses until you’ve got specific. Another comment I’ve heard plenty of time from clients is along the lines of ‘I thought I’d feel more confident after training, but I never actually do’
This process of getting specific can also reveal instances where you don't feel like an imposter. You might feel out of your depth in a board meeting but entirely confident in a client meeting.
Noticing that there are triggers which prompt the imposter experience and that this is not a 24/7 generalised thing can help to reduce the grip it holds
3. Recognise That Everyone Doubts Themselves
If you genuinely feel like an imposter, you might hesitate to discuss it with others because you're desperate to maintain their confidence in you. But observing or talking to people you respect about their experiences with self-doubt can be incredibly helpful.
When you feel self-doubt, it’s natural to assume that if you really were ‘good enough’ then these feelings would bugger off and leave you alone. You’d be some kind of supremely confident being. You might also convince yourself that truly competent people never experience it. Why would they when they actually are the real deal?
The truth is, self-doubt is a part of everyone's life. Well, almost everyone. I'll concede there might be a few egocentric psychopath exceptions out there who are immune. But I've encountered at least some form of self-doubt in every coaching client I've worked with. And despite having hard earned pieces of paper and years of experience as a coach, I still get butterflies before the first session with a new client
We all have our doubts; most of us just try to act like swans. We appear calm on the surface while paddling vigorously underneath. When you realise that even the people you admire most are also grappling with self-doubt, it becomes less about your inadequacy and more about a shared human experience.
Handling Mind Monkeys: A Guide for Emerging Leaders
The crucial difference between imposter syndrome and regular old self doubt is that despite the symptoms often being similar, mind monkeys are not rooted in a fundamental belief you are less capable than others believe you to be.
You’re not running a constant low level pattern of believing you’re not good enough generally, you’re running a specific inner critic voice doubting your ability to do *this thing* well enough.
You know you’re capable on a general level, you don't attribute your past successes to luck (you worked bloody hard for them), but maybe you’re tackling something uncomfortable or unfamiliar. It could be a high-stakes situation or a new challenge that's making you second-guess yourself.
You might feel overwhelmed, under pressure to hit the ground running in a new role, or feel the need to prove yourself to a new boss.
I see this a lot with leaders keen to preserve their hard won reputation as a high flyer or top talent. In the early days, there’s not much to lose if you try something and it doesn’t work out. But once you’ve got the status and the profile, doing something badly (or even just not brilliantly) doesn’t feel like an option
Here are some simple mantras to consider if the mind monkeys are getting chattery:
Focus on the next step rather than the end goal
Do something rather than nothing
Don’t aim to be perfect, aim to be better
When you shift your focus from the daunting end goal to taking the next step, your mind monkeys tend to quiet down. It's like telling them, "Maybe you're right, perhaps I won't reach the finish line, but I can take this next step." Repeatedly taking those small steps adds up, and suddenly your mind monkeys start believing you could achieve the big goal after all.
Similarly, if you shift your focus from getting everything right immediately to being someone who continually improves, you give yourself permission to start from where you are. As one of my clients put it, "I don't have to do it perfectly; I just have to do it enthusiastically."
If you're an emerging leader struggling with imposter syndrome or self-doubt in your first head of or director role, I'm here to help. Self-doubt can hinder your progress more than any lack of ability. With me in your corner you don’t get to carry on living with it and just wishing it would go away – we work together to find tangible steps to stop it getting in the way of the career you want to have. Booking a free initial chat is the first step