Tackling imposter syndrome: How to begin

Editor's note: This is part one of a three-part series: What drives self-doubt, how it can serve you and what is really going on

"I feel like a fraud. What do I do?"

As leadership coaches, we hear this sentiment across industries, roles and experience levels. Whether it’s, "I’m afraid I’m not good enough," "What if I can’t do it?" or "I don’t deserve to be here," these phrases reveal something deeper than nerves or temporary stress. They point to Imposter Syndrome — the workplace anxiety du jour and the quiet saboteur of confidence and growth.

Imposter Syndrome goes beyond self-doubt. It’s the persistent, internal narrative centered around a fear of being exposed as a fraud, despite evidence of competence. It often leads to avoidance, overwork or discounting achievements, reinforcing the belief that success is undeserved.

So if this resonates with you or members of your team, what do you do?

The cognitive reframe: Self-doubt as a signal, not a setback

Here’s the good news: feeling like an imposter isn’t always a liability. It can be a competitive advantage.

Rather than viewing “imposter thoughts” as dysfunction you suffer from, Adam Grant suggests they may be a helpful sign that others see a potential in you that you have not yet fully seen in yourself. “If multiple people believe in you,” he argues, “it might be time to start believing them.”

This aligns with research from MIT showing people who experience imposter thoughts often outperform their peers. Why? Because they are self-aware enough to recognize the gap between expectations and current ability, and become highly motivated to close it. They seek feedback. They ask for help. They are coachable. 

Thus, the intentional mindset shift from, ‘I am a fraud’ to, ‘I have strengths and room to grow,’ is a powerful place to begin.

Understanding the five voices of the imposter

Everyone’s imposter thoughts are narrated by a different voice. Jessamy Hibberd, author of “The Imposter Cure,” outlines five “competence types” that shape how individuals set performance expectations for themselves:

1. The perfectionist: Believes anything less than 100% is failure

2. The soloist: Feels they have to do it alone or it doesn’t count

3. The expert: Consider themselves a failure if they don’t have all the information nor are the “go-to” resource

4. The natural genius: If they have to try too hard or don’t get it right the first time, it’s not worth the effort 

5. The Superhuman: Requires 100% performance in every role simultaneously to be considered successful

When stress levels are high and one (or more!) of these voices are too loud, the aforementioned mindset shift can be easier said than done. Therefore, it’s critical to address the root drivers of your imposter thoughts by rethinking your definition of success. Consider this reflective framework:

Step one: Identify your type

• Which of the five types resonate most with you? 
• When during your week does this type tend to surface? When is that voice the loudest?

Step two: Understand the impact

• How has this type served you well in the past? 
• And where has it begun to limit you? How does it affect your confidence, your stress levels or your willingness to take risks?

Step three: set a goal

• What’s one thing you’ve been avoiding because of self-doubt or that narrow definition of success? 
• Then flip the question: What would you do if you knew you couldn’t fail?

This inquiry helps separate your actual capacity from the stories you tell yourself, and then gives you the power you need to shift into action.

Imposter thoughts are an invitation

So, if you’ve ever felt like an imposter, take a breath. Your self-doubt could be the signal that you’re on the edge of a breakthrough — not a breakdown. It could be the thing that nudges you to reach out, reflect, and rise to the expectations others already believe you can meet. Consider it an invitation to grow versus a problem to fix. 

Stay tuned for the next “at the core” article to learn tactical practices to break free from your imposter thoughts and build an organizational environment that promotes humble confidence and a growth mindset among your team.