I’m my own harshest critic

In 1978 Suzanna Imes & Pauline Rose Clance1 published their latest work and the term “Imposter Phenomenon” entered the language. Over time this became the more commonly heard, but perhaps more pejorative, “Imposter Syndrome”, subtly moving the meaning from being something that happens to being something that’s wrong with someone.
So what is it? At its simplest it’s an internal belief that you’re not up to the task, or as good as others think you are. You maybe feel that you’re flying by the seat of your pants, making it up as you go along and it’s only luck that got you this far. One day, you’re certain, you’ll be found out.
In practice this can appear in many different ways and in 2011 Dr Valerie Young2 described five main behavioural types

• The Perfectionist - with a focus on how things are done, they demand perfection from themselves & may even avoid trying new things if they think they may not get it right first time
• The Natural Genius - so far they’ve picked up skills easily, leading to a belief that they should understand things immediately. Finding something hard then leaves them feeling a fraud
• The Expert - need to know everything before they start & constantly look to improve their skills. Will want to tick every box before applying or trying & may be afraid to ask for fear of looking stupid
• The Super-Person - driven to succeed at absolutely everything, they’ll push harder & harder to prove they’re not an imposter. Often driven by a thought they could do more.
• The Soloist - they have to be able to handle the ask on their own - if they can’t then they’re not worthy & asking for or being offered help just makes it worse.​

How can this be treated? Without irony, I can honestly say I’m not qualified to answer that one. However my experience suggests that a break in the cycle that allows for self-reflection & recognition of the symptoms is at least a start. Moreover, as suggested in my opening paragraph, perhaps this shouldn’t be looked at as something personal that needs fixing; if the environment over-rewards hard work & long hours, instilling a fear of failure, then that is where the fault lies. Further, there may be underlying issues that need to be resolved as well; in an article from February 2021, Ruchika Tulshyan & Jodi-Ann Burey 3 argue that fixing systemic bias is also needed and “(Leaders must)… at the very least, help those employees channel healthy self-doubt into positive motivation, which is best fostered within a supportive work culture”
In the meantime, remember, some level of uncertainty, especially in a new environment, is normal. Thinking about how you’ll do something, needing to learn or making a mistake doesn’t make you an imposter. Asking for help, helps you perform better, it is not a weakness.




1 The imposter phenomenon in high achieving women: Dynamics and therapeutic intervention. Pauline Rose Clance & Suzanna Imes
2 The Secret Thoughts of Successful Women: Why Capable People Suffer from the Impostor Syndrome and How to Thrive in Spite of It  Dr Valerie Young
3 Stop Telling Women They Have Imposter Syndrome Ruchika Tulshyan & Jodi-Ann Burey