#3 Blog. Decoding Imposter Syndrome. Why 75% of US Women Executives tend to SELF- DOUBT? & What to do?

Here are my two cents on LEADERSHIP today:

You are leading a group of individuals. Each one has his unique “bag” she/he brings to the office, affecting the team dynamics and business success. You are not a psychologist; however, you should be aware of critical processes that have direct impact on your teams. Imposter Syndrome is one of them. The experience of vicious loop of a persistent fear of being exposed as a "fraud” affects high achievers individuals (women more than men), irrespective of their position in the hierarchy --> 75% of US women executives tend to self-doubt, according to last research. 

When your employees has self-doubt, it can impact directly the business productivity.

“Walk the Talk” -->A profound comprehension of concepts like Imposter Syndrome aligns with the core principles of every DEI (Diversity, Equity & Inclusion) strategy. Build organizational environments that foster a sense of understanding, empathy and belonging for women & men in our workplaces is on your plate.

Sheryl Sandberg, in her book “Lean In”, shared she felt undeserved of being a member of the Phi Beta Kappa honor society at Harvard.

Why is it important to know Imposter Syndrome?

Basically, when your employees has self-doubt, it can impact directly the business productivity. Among the symptoms; reduces confidence and performance; decrease innovation and creativity; avoid new opportunities; toxic organizational culture etc.

I'm sure you would like to know how to avoid or at least reduce those organizational symptoms.

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What is it?

Imposter Syndrome- Endless, Vicious Loop of Self-Doubt 

The term "Impostor Syndrome" is used to designate an internal experience of intellectual phoniness, that appears to be particularly prevalent and intense among a select sample of high achieving women (but not only), which despite their profound accomplishments, perceive themselves as less capable, hindering their sense of success.

The first to use this term was the women psychologists Suzanna Imes and Pauline Rose Clance, back at the funky and colorful Rock & Roll 70’s, Yet, flavored with societal expectations that limited women, defining them as less competent. Imposter Syndrome is not a diagnosable mental illness however varied among 70% of the population. Mainly is an endless loop of perceptual gaps surrounding intelligence, achievement, perfectionism, and the social context.  

The origins of Imposter Syndrome are entwined with childhood environments and parenting styles, creating a self-perpetuating cycle. Two potential scenarios contribute to self-doubt: a disconnect between self-perception and high achievements, and a misalignment between expected and actual accomplishments. In both scenarios you can find a cycle of self-doubt that individuals grapple with as they navigate their achievements and expectations.

According to Dr. Valerie Young, an Impostor Syndrome expert there are five impostor types. Understanding them can be helpful as we try to make a better workplace (Hope the Friends characters help you understand them better):

1. The Perfectionist- You feel inadequate unless achieving perfection, viewing any imperfection as a sign of fraudulence.
   

2. The Expert- The fear of not knowing everything about a subject prevents you from considering yourself a true expert, fostering a sense of impostor.

3. The Natural Genius- You doubt your innate intelligence and capabilities, equating success only with natural ability and feeling fraudulent without it.

4. The Soloist- The need to seek assistance is seen as a weakness, and if unable to succeed independently, feelings of fraudulence arise.

5. The Superperson- Inability to achieve the highest standards or consistently work at maximum capacity leads to a perception of fraudulence.

Recent findings from KPMG mirror these observations about Imposter Syndrome:

1. 73% of executive women report having personally experienced imposter syndrome at certain points in their career.

2. 85% believe imposter syndrome is commonly experienced by women in corporate America. 

3. 74% of executive women believe that their male counterparts do not experience feelings of self-doubt as much as female leaders do. 

4.  81% believe they put more pressure on themselves not to fail than men do.

Imposter Syndrome & Fear of Success and Shame:

When it comes to Imposter Syndrome and personal success, we can see a lot of case studies of individuals who even sabotage themselves to avoid or “escape” the success just out of fear. Fear their achievements are undeserved or not worthy as their colleagues. I've encountered female clients who hesitated to submit their CVs for certain roles out of fear that they might not thrive in the position, despite possessing the requisite experience and credentials. Starting a new role is a platform for some imposter feelings as well.

What to DO?

There are differential views over success and failure. Women often attribute success to external factors or temporary efforts, while associating failure with the lack of ability. Men tend to attribute success to their abilities and view failure because of luck or task difficulty.

Reflect on whether you would want key female team members to feel hesitate about expressing their authentic opinions at management meetings or investing energy in charming rather than straightforward communication. When celebrating success and addressing failures, ponder how your team perceives their roles. Evaluate if any of these behaviors are evident in your team, regardless of gender. Consider how you can support individuals in their personal growth while contributing to overall team success.

Think about your DEI (Diversity, Equity & Inclusion) strategy. Fostering a workplace that embraces diverse perspectives and supports the development of all team members, irrespective of background or identity is the base of DEI. Build organizational environments that foster a sense of understanding, empathy and belonging for women & men in our workplaces is on your plate. Understanding what Imposter Syndrome is, how it feels and how it looks like in your team is step #1.

5 ways to support your team:

1. Open and Inclusive Communication:

• Encourage open and transparent communication within the team.

• Create a safe space where team members feel comfortable sharing their thoughts, concerns, and authentic opinions, where all voices are heard, respecting the diversity of opinions and experiences.

• Try not to compare team members, not to fuel feeling of self-blame and shame.

2. Recognition and Feedback:

• Recognize and celebrate individual and team accomplishments. Acknowledge the unique contributions of team members.

• Provide constructive and specific feedback, highlighting strengths and contributions. NOT only yearly feedback, try to make it a weekly habit. Make sure the other side gets the feedback for real!

3. Mentorship and Support:

• Establish mentorship programs to pair experienced team members with those seeking guidance.

• Especially mentorship programs that promote diversity. If one woman is willing to share her secret in a group of peer women, others can share theirs.

4. Lead by Example:

• Share your own experiences and challenges, demonstrating vulnerability as a leader.

• Emphasize the importance of teamwork and collaboration, showcasing that success is a collective effort.

5. Regular Check-Ins:

• Conduct regular one-on-one check-ins to understand individual concerns and aspirations.

• Address any signs of self-doubt promptly and provide reassurance.

• Change the language you are using towered yourself, and other team members (with more compassion and worthy).

To Conclude:

When your employees has self-doubt, it can impact directly the business productivity.

Imposter Syndrome in the workplace might have direct affect over team success and business resilience. As a leader, you need to take in consideration every individual has "bag” she/he brings to the office, affecting the team dynamics and business success. You are not a psychologist; however, you should be aware of critical processes that have direct impact on your teams.

Take proactive steps by incorporating the five mentioned tips into your daily leadership approach. “Walk the Talk”. Profound comprehension of concepts like Imposter Syndrome aligns with the core principles of every DEI (Diversity, Equity & Inclusion) strategy. Build organizational environments that foster a sense of understanding, empathy and belonging for women & men in our workplaces is on your plate.

Friends Bing anyone? ;)