- Up and to the Right
- Posts
- Up and to the Right - A Monthly Essay on Applied Leadership - Issue #4
Up and to the Right - A Monthly Essay on Applied Leadership - Issue #4
A big HELLO to those readers who are joining us since the last newsletter! Welcome to Up and to the Right.
This is a monthly leadership essay focused on one leadership skill, concept, or idea that provides a quick overview, actionable tips or steps, and related resources.
And for those of you who have been gracious enough to not click unsubscribe and to open up these mini-missives each month, thank you most of all! I truly hope they are helpful (and a little bit fun too).
This month we are going to tackle an oldie-but-goodie, imposter syndrome.
What is Imposter Syndrome? š
Imposter syndrome is a very specific form of self-doubt that was first described by two psychologists in the 1970s (Suzanne Imes & Pauline Rose Clance, in case you are curious and they called it imposter phenomenon). It isnāt a DSM listed diagnosis but many psychologists acknowledge it as very real and it can even be linked with depression or anxiety.
That said, Clance (see above) has gone on record saying that if she could do it all over again she would call it āthe imposter experienceā because it isnāt a mental illness or a syndrome at all but rather something that almost everyone experiences.
Some have estimated that as many as 70% of people have experienced imposter syndrome at one point in their lives. I mean, if thatās true, odds are not ever in our favor! (Hunger Games, anyone?)
Donāt believe it? Hereās a short clip from none other than āAmericaās sweetheartā , Mr. Tom Hanks, and you might be surprised to hear what this very successful actor has to say.
Imposter syndrome can be pretty mild and pop up (like an unwanted weed) only in specific situations such as a new environment or a new job, a promotion, a new team member, a new boss etc. It can also be severe and debilitating if it is too powerful and is more generally felt overtime.
If you live in a state of imposter syndrome you may be driven to be perfectionistic. You may procrastinate, be less committed, or unhappy in your role. It can make one defensive, reactive, and even combative. It can also manifest in the opposite way, making people hesitant, timid, and indecisive.
Imposter syndrome is a real thing and it impacts many (most?) of us at one point or another. It could be happening to you right now, or a member of your team. So you might be askingā what can I do about it?
Iām so glad you asked!
Beating Imposter Syndrome (or taming it šŖ )
Try these three strategies to tame imposter syndrome and embrace the truly kick a$$ human being you are!
#1 Get real!
Imposter syndrome thrives on emotion not fact. To try to tame it, start by collecting some data. To begin with, you might try self-reflection. This may be hard if the imposter syndrome has got a choke hold but try to identify some of the things you are doing well, some of the experiences that have prepared you well, and some of the interests that you are pursuing and developing. If you are really struggling, consider what people come to you for most - do you always know how to help your colleague with making their presentation look professional? That might be a data point to lean into.
Next, look for external data. Consult performance reviews from the past, look at feedback you have received in other forms, and even ask others to help you think about what sets you apart.
This is a good exercise for people even if they arenāt currently wrestling the imposter syndrome dragon because internal reflection and external feedback help create a picture of where you are strong, where you should focus, and will likely also set wheels in motion that you never expected! Three cheers for self-awareness!
#2 Reframe
Next, practice the art of the reframe. Reframe your thinking by challenging your imposter syndrome-related tendencies.
If you work toward perfectionism, catch yourself at 80% and call it quits. If you procrastinate (out of self-doubt) build a schedule with reasonable buffers and commit yourself to it for 2 weeks.
The key is to identify the outward behaviors and practices that the imposter syndrome is fueling and tackle them head on. Be brave and be bold!
#3 Admit (out loud) your imperfections
Finally, and this one may seem counterintuitive, identify what you are truly not that great at and share it with those you trust.
By articulating things that you may see as weaknesses, they become a little less powerful. This may also help you realize that you are indeed not a total fraud (thatās the imposter syndrome talking not me!) and that while no one has every qualification, expertise, or skill mastered, you do indeed know what you are good at (and where you are out over your skis!).
You, not imposter syndrome, are in the driverās seat.
One last note š
Sometimes imposter syndrome is the result of an environment or a history of earned experiences that are making you feel like you are an imposter. If this is the case, the above strategies may be useful but certainly less so.
Unfortunately, while imposter syndrome can impact anyone it has historically impacted women and people of color more in large part because of the subtle and not-so-subtle messages that are often sent to these groups about their worth and belonging.
If you are in an environment that makes you feel like a fraud, the fastest solution might be to leave the environment and the most optimistic one may be to try to change it (Understanding this may not be possible for anyone and knowing it would be simple for no one).
What to learn more?
Iāve got you covered (and well, so does the internet since this is a well loved topic!). Check out these interesting takes on āthe imposter experienceā:
For many women, feeling like an outsider isnāt an illusion ā itās the result of systemic bias and exclusion.
Imposter syndrome can be a sneaky phenomenon. Research by Dr. Valerie Young suggests there are five types and gives advice for overcoming each.
Self-doubt and imposter syndrome permeate the workplace, but women, especially women of colour, are particularly likely to experience it. Why is this ā and how can it be changed?
Itās that nagging feeling that you donāt belong, and it affects women and minorities disproportionately. Hereās how to combat it.
Well thatās this issue of Up and to the Right, but Iāll be back in your inboxes next month with another leadership concept to explore! š
Oh and donāt forget - if you find this useful, reply and let me know or consider sharing it with someone in your network (itās easy to do! see how in the footer) or maybe even shouting it out on socials.
And donāt forget to tag me @eduversequeen if you hang around on Twitter or follow me by clicking the link below (so we can be twitter friends!):
The latest Tweets from Karen Hebert-Maccaro āļø (@eduversequeen). GM, Education @MorningBrew | @Learningbrew | Ph.D. | ICF cert exec coach |š³ļøāš she/her | Obsessed with building and scaling | #leadership. Massachusetts, USA