How to combat impostor syndrome
Who suffers from impostor syndrome?
Content marketers are often intuitive, intelligent, talented and successful.
But many are reluctant to admit it.
They feel they’re just pretending, and think that others will soon realize their incompetence.
They think they’re not good enough to succeed, despite all the evidence to the contrary.
These people let these feelings get in the way of their careers.
While impostor syndrome can be experienced by an individual, its impact on the content marketing team and the program can be significant.
Who suffers from impostor syndrome?
As many as 82% of the population may suffer from impostor syndrome, according to a data analysis published in 2019.
This analysis also shows that impostor syndrome “is associated with impaired job performance, job satisfaction and burnout among diverse employee populations.”
Imposter syndrome can affect anyone, from any job in life (as you’ll see in the myth-busting section below).
Doctors have it.
Movie stars have it.
Entrepreneurs have it.
Serena Williams, Tom Hanks and Sheryl Sandberg suffer from it.
Even Einstein suffered from it.
People of all religions, ethnicities, countries and sexual orientations have reported suffering from it.
But its effects vary according to demographic groups.
Clare Josa, researcher and author of Ditching Imposter Syndrome, explains that men with imposter syndrome are more likely to overcome it, which can lead to mental health problems in the future.
According to her, women are more likely to let impostor syndrome prevent them from seizing opportunities to shine or get promoted.
Clare’s research reveals that people with impostor syndrome can:
- Don’t speak up, even when they have the answers or ideas.
- Turn down opportunities they secretly want
- Do not present yourself for promotions or awards
- Not completing important projects because their fear of being “exposed as impostors” leads them to avoid doing the work they feel would expose them.
- Not taking credit for their success
- Not asking for a pay rise they’ve earned.
- Feeling worried or anxious
- Remain stuck in negative thought loops thanks to their inner critic.
Imposter syndrome impacts team performance and dynamics, productivity and business.
For example, according to Clare’s landmark study, impostor syndrome is one of the reasons top performers leave a company.
It can lead to addictions, mental health problems, subconscious self-sabotage and a toxic work environment.
Busting the myths of imposter syndrome, but before I talk about how to deal with imposter syndrome, I’ll dispel a few common myths.
Myth 1: Imposter syndrome is the same as self-doubt
Imposter syndrome is not a lack of self-confidence; according to Ms. Clare, it’s a problem of identification, of “who am I”.
“Imposter syndrome isn’t just about self-doubt in a spiky suit. It’s about the gap between the person you see yourself being and the person you think you need to be to succeed and lead. Self-doubt is what you can do. Imposter syndrome is about who you think you are.”
Myth 2: Imposter syndrome is a superpower
Some suggest that imposter syndrome is a superpower.
Alison Shamir, respected coach, speaker and authority on the subject, strongly disagrees.
“It’s not something you need to succeed, and you shouldn’t keep it or live with it. The goal should be to stop feeling that way – to eliminate the feelings of imposter syndrome or identify them and intercept them quickly so you can move forward despite them.”
Myth 3: Imposter syndrome will probably disappear on its own.
The longer someone is stuck in imposter syndrome behavior, the longer it can take to break free.
Alison says that everyone has an origin story.
For most people, this story contains a seed of limiting belief, leading them to tell themselves stories that reinforce imposter syndrome.
This creates a fear of identity.
How do you deal with imposter syndrome as a leader at work?
Imposter syndrome can be triggered by adverse environmental factors such as discrimination.
But it can also be triggered by supposedly positive aspects, such as a promotion, a reward or even praise.
Can you combat impostor syndrome within your team and prevent these feelings from hindering the content careers of those you manage?
The answer is yes.
Managers and organizations can provide safe and supportive workplaces that help those suffering from impostor syndrome.
But overcoming the impact of impostor syndrome also requires individuals to take steps to help themselves.
Given the prevalence of imposter syndrome, start at the top.
If you’re a leader, you need to tackle your own imposter syndrome so you can shine with authenticity.”
Managers need to create a stimulating, positive work environment where people feel more comfortable making mistakes.
Regular checks and feedback are also useful in creating psychologically safe environments.
Managers also need to watch out for signs and triggers indicating that impostor syndrome could become a problem.
Here are the four P indicators of impostor syndrome: perfectionism, paralysis, people-pleasing and procrastination.
- Perfectionism can lead to fussy micromanagement.
- Paralysis can lead people to avoid a task, blame others or freeze like a rabbit in the headlights to blame others.
- Pleasing people can lead to work-life balance problems.
- Procrastination often manifests itself in keeping busy to avoid taking action, or in the feeling that small actions need to be taken before things can move forward.
- Creating psychologically safe environments
- Encouraging open conversation
- Standardize sharing
- Helping people identify clear parameters for success
- Helping people not to blame themselves.
- Watch for overwork or avoidance behaviour
- Discouraging negative self-talk
- Encourage the celebration of victories and successes
- How to control impostor syndrome
While experts may not agree with all these approaches, the real-life stories of impostor syndrome sufferers illustrate how they found a solution. Here are their recommendations.
Recognize and respect your impostor syndrome
Recognizing that you suffer from imposter syndrome can be a massive liberation.
Dean Delaney, Director at Platinum Recruitment in New Zealand, says: “For me, it was like unlocking a door in my brain to realize that there wasn’t something deep and bad inside me…. I’m not the only one with this challenge.”
Dean later embarked on a university degree because he was uncomfortable not having that credential.
After two years of study, he realized that the problem wasn’t the lack of paperwork, but what was going on in his head.
“I’d spent just under 30 years not dealing with it,” he says.
Going back to school was an expensive way to realize that taking small steps and doing something small that scares you every day will help combat imposter syndrome.
Accept compliments and believe them
Fight impostor syndrome by telling the negative person in your head to shut up.
Celebrate your successes, never reject compliments and keep a list of the nice things people say about you and your work.
Make a list of compliments
Have a document containing the compliments, so you can read it again when imposter syndrome strikes.
It’s not you who thinks ‘unbelievable’ things, but others you trust and believe.
Do what you fear
Fear is simply the thief of dreams.
“What’s the worst thing that can happen?”.
This understanding helps you stand out in your career and “speak up, share ideas and champion new programs.
As a result, advance your career.
You’ll never know if you don’t try.
Set limits
Despite good qualifications – because managers keep changing the content.
Ask for help
Asking for help is actually a sign of strength, not weakness. No one is totally self-sufficient, so admit you don’t know something, address the A
question and move on. Acknowledging that you don’t know everything also opens up new learning opportunities.
Always, always remember that there are people to reach out to.
Asking for and accepting help in the form of counseling or psychotherapy has proven particularly powerful in helping people cope with imposter syndrome.
Research shows that “while coaching doesn’t eliminate imposter feelings, it reduces them and provides clients with the knowledge, awareness and tools to manage them effectively when they return.”
Moving from a fixed mindset to a growth mindset
Research by Zanchetta, et al. in 2020 hypothesized that people suffering from impostor syndrome believe their intelligence is fixed and static.
They suggest that shifting to a growth mindset – the belief that intelligence and talents can be improved through effort and learning – could be the key to dealing with imposter feelings.
The approach is to “prepare her skills as a toolbox for solving any problem” and “create a small community of volunteers to work with on the mission”.
Finding the energy to help him build a system of self-confidence by constantly embracing learning through a growth mindset and learning from others.
“I can do it.”
Continue learning
Even latent impostor syndrome can manifest itself when you expose yourself to new ideas.
“Professional training and qualifications can help dispel impostor syndrome by showing what you know and filling in any gaps.
Cultivating a workplace that recognizes and mitigates imposter syndrome
The more you understand impostor syndrome, the easier it will be to manage, circumvent and even overcome it.
Whether you’re a personal victim of impostor syndrome or you’re observing its effects on your content marketing team, you shouldn’t ignore it.
You can’t solve it with positive thinking or discriminatory problem-solving.
You need to open up the conversation, help people realize they’re not alone, provide accurate information and training, and reduce stress levels and toxic work environments.
Individuals need to recognize that their fear of never being good enough is not a reality.
Only then will the autonomous reaction of fight, flight, freeze and negative self-deprecation subside, and content marketers can begin to occupy the positions of power and authority they deserve.
