The Hidden Struggle: How To Deal With Imposter Syndrome at Work
You’re driving to work and those demoralizing thoughts assail you again: Today’s the day I’ll be found out. I’m going to mess something up royally, and my coworkers will see me for the fake that I am.
You really feel like an imposter, and that your very inclusion is based on some kind of mistake on your employer’s part or deception on yours.
Believe it or not, lots of people feel this way. It’s a phenomenon with roots in normal human psychology, but you shouldn’t allow it to beat you up. You don’t have to let imposter syndrome have mastery over you in your work environment.
Executive Coach Jen Traeger discusses here how imposter syndrome manifests in the workplace and suggests strategies for managing it in a healthy way.
What Is Imposter Syndrome?
Imposter syndrome is the sense that you do not, in fact, belong in the workplace you participate in — that you are somehow unqualified, either through inadequate skill or knowledge. Performing with this sense may make a person feel as if they are deceiving those around them. As a result, the person feels guilty and uncomfortable.
In reality, they are not wronging others, but struggling internally with a poor assessment of self. The internal evaluation associated with imposter syndrome can affect work performance and relationships in negative ways.
How Does Imposter Syndrome at Work Manifest?
A person experiencing imposter syndrome may be able to function confidently in other settings, but the work environment is often the most difficult to navigate. Because self-perception is such a powerful influence, stumbling blocks may hinder the person’s progress in many ways.
Low self-esteem can lead to feelings of self-doubt about one’s competence.
Lack of self-confidence may cause the person to:
Minimize successes by attributing them to chance rather than earned effort.
Isolate from other team members.
A strong fear of failure may lead one to set excessively high personal standards (a tendency toward perfectionism) and, in trying to satisfy them, become overworked and burnt out.
These types of thought patterns can take a toll on people struggling with imposter syndrome at work. Contact Jen Traeger, Executive Coach, today to work through this besetting sense of not measuring up and replace it with well-founded confidence in yourself and healthier, more sustainable productivity.
Types of Imposter Syndrome at Work
Imposter syndrome manifests uniquely in different people, but there are a few recognizable habits of expectation that self-perceived “imposters” tend to display:
Perfectionism: An unwarranted amount of focus on a precise method of performance may lead to poorer outcomes. Even when the outcome is good, the person may feel that something was lacking in the execution and thus be immune to praise from others about the result. Even near-perfect work seems not good enough.
Mastery: The value of one’s contribution — and, by extension, one’s self-worth — is measured by how much knowledge or skill one displays. Any shortcomings in this regard may lead to disproportionate disappointment in oneself.
Natural proficiency: The adequacy of one’s work depends on how quickly and easily one performs tasks. If one’s performance isn’t immediately impressive, the person may feel like they’ve failed or that they have no aptitude for the work.
Independence: This is the belief that one must perform tasks without help in order to really deserve credit or consider the tasks accomplished. The person who believes this way may go to great lengths to avoid admitting the need for help, as it may reveal weakness or some degree of incapability.
Multitasking: The ability to perform many roles at once effectively is the measure of one’s effectiveness and worth. The person who believes this will essentially try to be a superhuman, trying to balance many responsibilities at once to prove to themselves their own value in the workplace. If they fall short in any area, they may have profound feelings of guilt.
6 Key Strategies for Overcoming Imposter Syndrome at Work
#1: Focus on the Facts, Not Your Feelings
Recognize that your worries are based on feeling, not reality. That is, most people probably don’t perceive you as negatively as you perceive yourself. Understanding that your harshness toward yourself is not actually a reflection of your performance is a big step toward viewing your circumstances in a true light.
While feelings are important, they shouldn’t be your main guide in assessing your work performance. As such, take them with a grain of salt and look instead at your actual output. Release bad feelings that disempower you as a worker.
#2: Confide in a Mentor
If you’re unsure about whether your self-assessment is based on feeling or reality, ask a trusted mentor or coworker. Verbalizing your feelings about your work performance, strangely enough, puts them in their place. When you put them out in the open, they can actually become less all-consuming. You might even realize that people you’d never expect to experience self-doubt have struggled just as you are struggling.
The problem with trusting too much in your feelings is that they can’t represent the whole picture. This doesn’t necessarily mean they are erroneous. As such, they shouldn’t be ignored; they may be the first indicator of true weaknesses that you need to work on. A mentor can confirm whether they share the same sense about your performance and help you develop in areas that need improvement.
#3: Reframe Your Thoughts
We can’t control our thoughts, right? Well, not entirely, but we do have a powerful little voice of will that does the important work of saying, “Yes, come in,” or “You’re not welcome here.” If thoughts that don’t serve your best interest — that make you feel worthless and incapable — keep on knocking, it’s time to put your foot down.
It may take some time before your entire thought pattern changes, but if you consistently dismiss thoughts that demean and discourage you, you will pave the way for more supportive and constructive thoughts to take up residence and renew your attitude toward yourself.
#4: Anticipate Its Occurrence
After you’ve identified imposter syndrome as a regular culprit for negative thoughts and feelings, you can more strategically and effectively diminish its power. For example, if you expect guilt to berate you when you turn down a third project, reinforce your decision by reminding yourself that you will execute the other two projects more thoroughly without the added worry.
It’s all about knowing yourself and thinking critically to stay fortified against an undeserved onslaught of hurtful impressions.
#5: Celebrate Your Successes
Positive reinforcement is a powerful tool to help you think in a healthier way with respect to your work. Instead of punishing yourself when you perform badly, see mistakes as learning opportunities, and take an honest note of what you have done well and the qualities that you can be proud of.
#6 Seek Professional Help, If Needed
If you haven’t managed to shake the sense of being an “imposter,” consider utilizing the services of a professional therapist who can help you determine whether underlying concerns — such as mental health conditions, deep-rooted beliefs, or personality traits — are contributing to it. With a professional’s insight, you can develop strategies to challenge negative thoughts that threaten to undermine your efforts at work.
Jen Traeger offers professional support for individuals struggling with imposter syndrome. Call today to start training yourself to dismiss negativity and embrace a more confident approach to your position in the workplace.
How Management Can Help Employees Deal With Imposter Syndrome at Work
Happier employees make for a happier, more productive company. Here are some effective management strategies that can keep your employees feeling positive about their work:
Set clear expectations, measurable goals, and periodic evaluations so your employees can visualize their progress and receive constructive feedback.
Help your employees connect with each other, whether in a mentoring relationship or in groups for shared interests.
Encourage communication between members of your team. Make it even easier by telling them whom to go to for questions or setting up a time to meet with each employee to discuss any matters of concern.
Give your employees opportunities to do what they love. Chances are, they will be really good at it (so it will be a boost for your company), and it will bolster their sense of offering a useful, productive contribution to the company’s success.
Are You Struggling With Imposter Syndrome at Work? Step Into Confidence With Jen Traeger, Executive Coach
Jen Traeger works alongside clients dealing with imposter syndrome at work to help them reach their full potential, rather than being limited by their psyche. A passion for clients’ personal and professional growth, as well as the flourishing of family businesses, inspires Jen Traeger’s executive coaching services.
Besides guidance suited specifically for your struggle with imposter syndrome, Jen Traeger offers coaching in the following areas:
Succession planning
Leadership training
Conflict resolution
Business management
Call today to begin receiving help to become the best person you can be in the workplace.
