Imposter syndrome is a phrase that’s often bandied about in the media; the suggestion being that it’s a key roadblock to women’s career success. Often conflated with poor self-esteem and one’s ‘inner critic’ true imposter syndrome is rare and affects both men and women equally. To grow into Balanced Leaders it’s important we understand what Imposter syndrome really is: not least because research has shown it can contribute to work-family conflict.
Imposter syndrome – or more accurately impostor phenomenon – was first identified by two American Psychologists back in 1978. It’s defined by six clear characteristics: feelings of intellectual phoniness; a belief that one’s success is attributed to luck or hard work and not ability; a lack of confidence in one’s ability to repeat past achievements; a fear of being evaluated by others and failure; the inability to derive pleasure from past achievements and a fear that one’s incompetence will be discovered by others.
It’s quite possible to feel like an imposter without suffering from imposter syndrome. Doing our best to appear competent in a professional role and also be a good parent can lead to feelings that we’re not achieving either – that we’ll be found out as a fraud. Often that’s a consequence of having little clarity in what’s expected of us in both our workplace and home roles. We take on the expectations of others and try to live up to them. Perhaps it’s time to re-consider and write our own role scripts.
Our feelings of being an imposter can be exacerbated by the complexities inherent in the modern workplace; and which increasingly call on us to navigate circumstances we’ve never before encountered. As women we know we’re likely to be judged harshly should we make a mistake; so it’s important that we connect with our inner power and grow ourselves into the leaders we want to become.
Research has shown that our feelings of being an imposter can lead to emotional exhaustion which in turn can result in work to family conflict. This happens when we feel that playing our family role is made more difficult by the demands of our work role. Psychologists explain this by talking about the Conservation of Resources. Each of us has finite physical and psychological resources and we do our best to guard these. When we feel like an imposter we are likely to expend more of these resources in order to do a good job, leaving us depleted during our family time.
The good news is research has also shown that when we feel supported by our employer we are less likely to suffer the damaging effects of feeling like an imposter. So we can help ourselves by:
- Asking our manager to clearly define the outcomes expected of us;
- Asking for the resources we need to be effective in our work;
- Identifying what gets in the way of us achieving our workplace objectives and doing our best to eliminate those obstacles.
At the heart of the imposter phenomenon lies a deep-seated and flawed self-image constructed over many years. Changing that self-image is likely to require psychological support from someone qualified to help. But feeling like an imposter some of the time is almost inevitable as we navigate life’s challenges and changes. In all likelihood you’re not suffering from a syndrome; you’re simply experiencing the normal doubts and uncertainties that go with undertaking something new. The good news is you’re more than capable of resolving those doubts and uncertainties; and taking the necessary action that will get you to where you want to be.