Empowering Authenticity: The Role of Psychological Safety in Overcoming Imposter Syndrome In The Workplace

The Imposter Syndrome phenomenon

Imposter syndrome affects an estimated 70% of us in our lifetime, regardless of our personal or professional background. Coined in 1978 by psychologists Pauline K. Clance and Suzanne A. Imes, Imposter Syndrome refers to the experience of self-doubt, a difficulty internalising accomplishments, and a persistent fear of being exposed as a “fraud”. According to a recent study conducted by Funding Guru, 62% of 3000 UK adults surveyed encountered Imposter Syndrome in the workplace within the past year. While some research suggests it can motivate people to achieve, there is ample evidence that the stress it generates can be draining, leading to increased risks of depression, anxiety, and burnout.

In Sheaba Chacko’s thought-provoking TEDx Talk from last year ‘Imposter Syndrome: It’s Not You, It’s What Happened To You’, she describes imposter syndrome as neurobiological, with its origins rooted in trauma. According to her theory, Imposter Syndrome is ‘the by-product of having to project “The Representative Self” approved of by society at the expense of rejecting “The True Self.’’’ You may have been raised on the breeding grounds of Imposter Syndrome if your situation (during early-stage development) required you to emphasise efficiency, productivity, and good behaviour over nurturing your true, authentic self. She states that the chances of experiencing Imposter Syndrome are higher for individuals who identify with minority groups, are only children, first children, grew up in poverty, or in a single-parent household.

Considering Sheaba’s perspective, it’s vital to acknowledge and address these underlying psychological factors, ensuring that Imposter Syndrome is recognised and taken seriously in the workplace, rather than being brushed off as mere irrationality or misconception.

What is it like to suffer from Imposter Syndrome?

For those who have experienced it, the overwhelming and isolating nature of Imposter Syndrome is all too familiar. It often manifests as heightened nervousness surrounding failure, leading individuals to replay their mistakes repeatedly in their minds. They may find themselves constantly comparing their abilities to others, which can result in a deep-seated disappointment in their own skills. These feelings can severely impact performance and dissuade sufferers from pursuing new opportunities for growth or innovation.

Imposter Syndrome tends to rear its head when people are venturing into unfamiliar territory and feel immense pressure to succeed. This might typically occur when starting a new job, delving into a new area of study, or after receiving a promotion.

Signs that you or someone from your team might be experiencing Imposter Syndrome

Below are four common behaviours often displayed by individuals experiencing Imposter Syndrome:

• Compliments received are often deflected, and achievements are attributed to luck or factors other than their own abilities or talents.
• Perfectionism is prevalent—individuals with Imposter Syndrome tend to set extremely high standards for themselves and may be overly critical of their work. Consequently, they may struggle to complete tasks on projects if they are not completely satisfied.
• The fear of being exposed can manifest as a fear of being challenged or questioned.
• There is a fear of speaking up and a hesitancy to assert oneself in group scenarios due to low self-confidence

Psychological Safety and Imposter Syndrome

How can we proactively ensure that we create a work environment centred around supporting individuals and preventing feelings of inadequacy from affecting your organisation? A powerful antidote to imposter syndrome lies in cultivating psychological safety. In her book “The Fearless Organization,” Amy Edmondson asserts that employees who feel psychologically safe are more engaged, less fearful, more innovative, and perform better. The more psychologically safe we feel, the less likely we are to succumb to imposter feelings of being exposed. Psychological safety entails an environment where individuals can freely express themselves, take risks, and show vulnerability without fear of criticism or repercussions.

How can we implement psychological safety to foster an environment where imposter syndrome struggles to thrive? Here are three effective strategies:

1. Lead By Example: Leaders possess significant influence in establishing an atmosphere of psychological safety. By exemplifying vulnerability and acknowledging errors, leaders communicate that it’s acceptable not to have all solutions and that embracing learning and development is commendable. When leaders prioritise fostering a secure and inclusive environment, others are more likely to follow suit.
2. Celebrate Diversity and Inclusion: Create an inclusive environment where everyone feels valued and respected. Acknowledge the distinct strengths and contributions of each person, nurturing a culture of recognition and inclusivity. When individuals feel acknowledged and appreciated for their uniqueness, the grip of imposter syndrome loosens, enabling them to embrace their genuine selves.
3. Encourage Risk-Taking and Innovation: Create a culture where experimentation is welcomed, and errors are perceived as avenues for growth rather than setbacks. When individuals are empowered to take risks and explore new horizons, they are better equipped to conquer imposter syndrome and unleash their untapped potential.

If you need support in building a culture of high trust, anchored in psychological safety within your organisation, please reach out to us at JourneyHR. We’ll collaborate closely with you and your team to enact meaningful transformations, establishing a secure environment where individuals can embrace their true identities, and deliver their utmost performance without the weight of imposter syndrome.