One would think high achievers have equally high self-confidence. Surprisingly, a number of people who excel at work (or other areas of their life) actually struggle with low confidence levels and they doubt their skills and abilities every day. Rather than attribute their accomplishments to internal success factors, they think they just got lucky and that sooner or later they will be discovered as frauds. This phenomenon is called Imposter Syndrome and it can have a negative impact on productivity and overall wellness in the workplace. Find out what it is and what you can do to prevent it.
Imposter Syndrome is the feeling that you don’t deserve the success you have. It was first coined in the 1970s in relation to a pattern of inadequacy described by female graduate students and is now recognised as something that high-achievers in general often struggle with. In fact studies find that 70% of people will suffer imposter syndrome at some point in their careers.
People with imposter syndrome often have been very successful in life. They may have been labeled the ‘smart one’ in their family and had pressure to succeed early on. They are often perfectionists who focus on the tiny things they may have done wrong rather than everything they do right. They are also often seen as the expert; the one you go to when you need answers. Behind the scenes though, these people are desperately propping up their self-made façade, working endlessly or trying to stay one step ahead of everyone at all times. They are the people you are least likely to worry about at work, yet they may need the most support.
For people suffering with Imposter Syndrome, self-doubt is pervasive. It’s more than the normal feelings of inadequacy we all experience from time to time – it’s a fundamental belief that they are not good enough and haven’t really earned any of their success. Pay attention to the following types of behavior:
These behaviours all point to people who are unable to see their value and who don’t feel they are good enough. They are constantly striving to be more or to be better and they fail to recognise that where they are right now is great. These people aren’t likely to ask for help; in fact they will often be fiercely independent and want to go it alone. They may even take any offer of help as a personal affront and more evidence that they are indeed frauds.
Imposter Syndrome is complex and thankfully people tend to suffer periodically, like when they start a new job or take on a new assignment so be attuned to people in these particular circumstances. It can however be a lifelong experience so it’s important that you look systemically at the conditions within the workplace that may be contributing to the problem as well.
It starts with culture and the messages you send employees about success, failure, inclusion, and recognition. Ensuring these factors are aligned with healthy personal behavior will help create a culture that discourages Imposter Syndrome to take a grip.
Imposter Syndrome isn’t something that will completely disappear, however with a focused effort you can keep its most damaging effects at bay with your workplace. Acknowledge it exists, examine your culture for potential triggers and keep the conversation going as you provide support to potential sufferers and help them to understand their true worth and to attribute their successes appropriately.
More resources on how to best support your employees:
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