Imposter Syndrome is a manipulative maze. It is difficult to identify exits when it coats your mind in clouds of self-doubt and even self-loathing. But all is not lost. A few simple strategies for self-reflection can help you break the vicious cycle of imposter syndrome and help you emerge victorious and stronger.
Here’s what you can do:
- Seek our reality and quit relying on stories
Imposter syndrome may often lead you to question your worthiness for a role. But these doubts arise from a sense of fear of the unknown and not cold, hard facts that are rooted in reality. For instance, you might receive some critical feedback about a particular presentation from your team. Your imposter syndrome might be telling you that you failed at your task because of your incompetence and have now lost the opportunity to take on similar projects in the future. In reality however, your colleagues may have handed you advice on augmenting the potential of your work and also pointed out its strengths. Really listening to the facts, can help you keep the imposter monster in check.
- Acknowledge your feelings
Imposter syndrome often feeds off of self-doubts rather than facts. But that does mean that that nagging feeling of fraudulence is invalid. Overcoming imposter syndrome isn’t about ignoring your emotions. Rather, the best way to fight this feeling is to acknowledge that you’re feeling poorly, validate that it’s okay, and then let those feelings go if they aren’t based in reality. It is helpful to ask yourself “Is this feeling based on a serious limitation that I can work on or is it just questioning my abilities despite evidence to the contrary?”
- Anticipate trigger points
Often imposter syndrome may be triggered by certain tasks or interactions you are required to conduct at work. Identify these patterns, prepare in advance of that situation, and devices processes to combat the effects. For example, one might harshly judge their performance during the periodical self review cycle as a result of imposter syndrome. In this case keeping a list of things accomplished over the period in review can remind you of your achievements and make the whole process less daunting.
- Remember your wins
The best way to fight imposter syndrome is to remind yourself of your achievements and celebrate them. The next time you feel like you did something well, celebrate it! If you’re comfortable, share your accomplishments with your team. Keep a curated collection of feedback that you have received from your team, clients, managers or anyone connected to you at work. It can range from a small chat message, an acknowledgement of support or full-blown performance review. On bad days, go through these comments to remind yourself that bad days are inevitable in any successful and growing career.
But individuals alone cannot solve the problem of imposter syndrome. They need steadfast support from their teams and, especially their managers, to navigate the waters of this complex condition. Without this support they will never truly manage to beat their inner imposters and contribute productively to anything at work.
Here’s how you can help as managers:
- Set clear expectations
Explaining the job expectations, metrics for success, and progress checkpoints at the onset helps reportees have a sense of what is required of them. This can boost self-confidence and combat feelings of self-doubt associated with uncertainties.
- Facilitate open communication
When team members are suffering from imposter syndrome, the situation is only exacerbated when they don’t know where to ask questions or who to approach for support. As a manager, you can be that easily accessible channel of support with a system of open communication norms and active listening.
- Stick to constructive feedback
Vague or even personal feedback is very harmful for a team’s productivity and performance. It intensifies self doubt and forces team members to completely detach from teams and working collectively. Focusing on constructive feedback that lays down actionable strategies for team members to improve and is highly beneficial in boosting self confidence.
- Call out exclusive behaviours
Team dynamics that are rooted in bias and perpetuate exclusive behaviours cannot create a psychologically safe for an average, diverse demographic of employees. As managers, you have the authority to call out and intervene when your team members are exposed to biased comments, stereotypical jokes or even harassment.
Imposter syndrome has many faces. Different people have different experiences of it and all of them are valid. Combining self-help with organisational support and recognising that overcoming this issue is a journey, will set you on your path to success. Reach our Serein at hello@serein.in to understand you can address imposter syndrome at your company, across demographics and experiences.