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What is Impostor Syndrome? It is a persistent psychological phenomenon in which competent and accomplished individuals are unable to internalize their achievements, living with a constant fear of being exposed as a “fraud.” Despite clear external evidence of their competence, such as promotions, praise, and concrete results, those who suffer from this condition attribute their success to external factors like luck, timing, or having “fooled” others. This impostor phenomenon at work is more than simple insecurity; it is a profound distortion of self-perception that generates anxiety, chronic stress, and can severely limit professional growth. It is crucial to understand you are not alone; it is estimated that approximately 70% of people will experience these feelings at some point in their careers, as pointed out in research seminally conducted by psychologist Pauline Rose Clance, a pioneer in the study of the topic.
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Your mental health at work is the foundation for a career that not only sustains but also fulfills.
The Multiple Masks of the Impostor in the Corporate Environment
Initially, it is important to recognize that impostor syndrome does not manifest in the same way for everyone. Psychologists Pauline Rose Clance and Suzanne Imes initially identified different “types” of behaviors associated with the phenomenon back in 1978. In today’s professional context, these profiles become even sharper. The Perfectionist sets unrealistically high goals and the slightest failure is felt as definitive proof of their incompetence. The Expert believes they need to know everything about a subject before applying for a job or project, constantly fearing they are not expert enough. The Natural Genius measures themselves by the ease and speed with which they master a skill, and becoming frustrated when facing difficulties is interpreted as a sign of weakness. The Superhero pushes themselves to work harder and harder to compensate for their supposed “incompetence,” which often leads to burnout. Finally, the Soloist refuses to ask for help, believing that needing support is an admission of failure. Identifying which (or which ones) of these profiles resonate with you is a fundamental step to combat impostor syndrome in a targeted way.
The Silent Consequences for Career and Mental Health
The cost of impostor syndrome goes far beyond individual psychological suffering. In the workplace, it translates into self-sabotaging behaviors that can stall a promising career. The person may avoid applying for promotions, refrain from giving opinions in meetings, or turn down challenging projects, all for fear of failure and exposure. This cycle of avoidance, in turn, prevents the acquisition of new experiences and the building of genuine confidence, further feeding the internal narrative of inadequacy. From a mental health perspective, the burden is heavy. Constant anxiety, stress, and paralyzing fear can be gateways to workplace anxiety and, in more severe cases, to burnout syndrome. American psychologist Valerie Young, author of the book “The Secret Thoughts of Successful Women,” reinforces that “the antidote to impostor syndrome is not trying to feel more confident, it is to be more courageous.” It is the courage to act even when afraid.
The Psychological and Cultural Roots of the Phenomenon
Understanding the origins of impostor syndrome is crucial to depersonalize the blame. Often, these feelings have roots in childhood and family dynamics. Children who received praise only for exceptional results or who were constantly compared to siblings may internalize the belief that their worth is conditioned on perfect success. Furthermore, toxic and hypercompetitive work environments, where error is punished and not seen as part of learning, are fertile ground for the phenomenon. Cultural and social factors also play a significant role. Minorities and underrepresented groups in certain fields may feel additional pressure to prove their worth, making them more vulnerable to internalizing the impostor feeling. A study published in the “International Journal of Behavioral Science” suggests that the phenomenon is ubiquitous, but its nuances and impacts are intensified by specific social contexts.
Practical Strategies to Silence the Inner Critic
Overcoming impostor syndrome does not mean eliminating it completely, but rather learning to manage it so it doesn’t control your decisions. It is a process of cognitive restructuring that requires consistent practice. The following strategies to overcome the impostor are evidence-based and can be implemented starting today:
- Externalize and Name the Enemy: Write down your impostor thoughts. By putting phrases like “I’m afraid I’m not good enough to lead this project” on paper, you remove their emotional power and can begin to challenge them rationally.
- Create a “Feedback File”: Keep a physical or digital folder with thank-you emails, positive reviews, and compliments. When the impostor’s voice appears, consult this file as factual evidence against the distortion.
- Share Your Insecurities: Talk to a trusted mentor or colleagues. You will find that many share the same fears, which normalizes the experience and breaks the illusion that you are the only one who feels this way.
- Separate Feeling from Fact: The fact is that you were promoted. The feeling is that you don’t deserve it. Acknowledge the feeling, but act based on the fact.
- Redefine Success and Accept “Good Enough”: Fight perfectionism. Ask yourself: “What is ‘good enough’ in this context?” Delivering an 80% perfect project on time is better than delivering 100% late or not delivering out of fear.
Applying these techniques is an exercise in workplace self-confidence that strengthens over time and with repetition.
Practical Exercise: The Evidence Review Technique
This Cognitive-Behavioral Therapy (CBT) exercise is powerful for challenging distorted thoughts in real-time.
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- Identify the Trigger: Note the situation that triggered the impostor feeling (e.g., being publicly praised for a project).
- Record the Automatic Thought: What was the exact thought? (e.g., “They are going to find out I know nothing. It was luck.”).
- Gather Contrary Evidence: List objective facts that contradict this thought (e.g., “I led 5 successful projects last year”; “My boss delegated this task to me because they trust my expertise”; “I received positive written feedback in my last review”).
- Formulate a Balanced Alternative Thought: Based on the evidence, create a new statement (e.g., “It’s true I still have more to learn, but my past achievements demonstrate I have the necessary competence to be here. The praise is a recognition of my hard work.”).
Practicing this for 10 minutes whenever the feeling arises helps gradually reconfigure thought patterns.
After learning about impostor profiles and the evidence review technique, which automatic “fraud” thought did you identify with most and are willing to challenge first? Or, if you prefer, share a small piece of evidence from your “Feedback File” that reminds you of your true competence.
To delve deeper, check these references:
- Clance, P. R., & Imes, S. A. (1978). The imposter phenomenon in high achieving women: Dynamics and therapeutic intervention. The seminal paper that first identified and named impostor syndrome.
- Young, V. (2011). The Secret Thoughts of Successful Women: Why Capable People Suffer from the Impostor Syndrome and How to Thrive in Spite of It. Essential book that expands the concept and offers detailed practical strategies.
- Sakulku, J., & Alexander, J. (2011). The Impostor Phenomenon. Publication in the “International Journal of Behavioral Science” that reviews the literature and confirms the high prevalence of the phenomenon.
This topic is part of a broader conversation about mental health in the professional environment. Explore the full context in our guide: Burnout and Well-being at Work: From Exhaustion to Care.
