Break Free From Imposter Syndrome
Imposter syndrome - first coined by two women scientists in the 1970s - is that nagging voice of self-doubt. It’s the belief that you’re not truly qualified, that you don’t belong, and that any minute now someone’s going to “find you out.”
It can surface when you start a new project or job, but the truth is, it can show up anytime. And it’s not just early-career professionals who feel it—executives around the world have named their number one fear as being “found out” as incompetent (Harvard Business Review). Yes, the number one fear of leaders is imposter syndrome.
Research shows that 25–30% of high achievers experience imposter syndrome in some form. And that makes sense—if you’re growing, challenging yourself, and taking on new opportunities, those feelings of inadequacy often tag along for the ride.
There are some common backgrounds where imposter syndrome tends to show up most:
The eldest child who grew up as “the high achiever” and later finds that not everything comes as easily.
The child valued for their kindness or humor who wasn’t expected to excel academically, and carries that belief into adulthood.
And here’s the thing: imposter syndrome doesn’t necessarily go away as you get more senior. In fact, it often gets louder. The more experienced we become, the more pressure we put on ourselves to “know it all.” We forget that being a beginner is a natural, lifelong state. When we’re younger, we expect to be beginners all the time. As adults, we resist it, and that resistance feeds imposter syndrome.
Learn how to recognize these patterns, reframe them, and move forward with confidence, even when that voice of doubt shows up, to combat Imposter Syndrome.
Imposter syndrome often sneaks up during transitions or moments of growth, like:
Taking on a new challenge you don’t feel fully prepared for.
Realizing what worked for you in the past isn’t working anymore.
Finding yourself in rooms with people who seem more advanced in their careers.
Spending most of your time in spaces where you feel like you have more to learn than to contribute.
Experiencing quick success before you’ve built the confidence to truly see yourself as an expert.
Moving from individual contributor to manager- a very common trigger.
It’s important to remember: starting a new role or tackling a new project doesn’t automatically mean imposter syndrome. Feeling nervous, inexperienced, or aware that you have room to grow is normal. It’s how we learn.
Imposter syndrome takes hold when those feelings shift into doubt about your worthiness. It’s not just “I’m new at this.” It’s “I don’t belong here” or “I’ll never be good at this.” That’s when the self-doubt moves from healthy growth to limiting belief.
Actionable Tips to Break Free From Imposter Syndrome:
1. Separate feelings from facts
Imposter syndrome thrives when you treat emotions as truth. Instead, get curious:
Write down what you’re feeling and the facts of the situation.
Notice your triggers - what’s happening, what’s making you uneasy, what are you afraid of?
Ask yourself: Is this true? If you shared this with a mentor, would they validate it—or challenge it
Journal prompts to try:
“Why won’t I achieve what I set out to do?” (Clarity helps you problem-solve instead of staying stuck.)
“When have I been in a similar situation before? What helped me succeed then?”
“What can I contribute right now - even if I feel inexperienced? (Curiosity? Enthusiasm? Gratitude?)”
2. Don’t ‘fake it till you make it’
Pretending to be someone you’re not only deepens the disconnect. Be authentic - own where you are, and trust that growth comes with time.
3. Redefine what it means to be a beginner
No matter how senior you are, you’ll always be new at something. And that’s okay. You’re not supposed to be good on day one. Adjust your expectations and give yourself credit for learning.
4. Lean on your support system
Talk it out with people you trust - mentors, friends, family, therapists, or a career coach (Reach out to explore working with The Glass Advisory directly!). External perspectives can remind you of your strengths and normalize your experiences. Ask them if they’ve felt imposter syndrome too - you’ll probably be surprised by what you hear.
5. Build a “Feel-Good Folder”
Keep a running collection of positive feedback, wins, and proud moments. Pull it out when doubt creeps in to remind yourself of your impact.
6. Show up practiced and prepared
When you’re feeling underqualified, avoidance only feeds the cycle. Instead:
Carve out time to practice.
Run through presentations with a trusted colleague.
Prepare intentionally so you can walk in with confidence.
Preparation transforms nerves into competence - and each time you push through, you build confidence that sticks.
Common pitfalls to avoid:
When imposter syndrome shows up, it often pushes people into two unhelpful extremes:
Overproducing: Trying to prove your worth by taking on endless tasks—staying busy, but not necessarily focusing on what’s most impactful. It feels productive in the moment, but it doesn’t actually address the root doubt.
Self-sabotaging: Avoiding or procrastinating on the very work you don’t feel qualified to do. The result? You rush at the last minute, produce something that’s not your best, and reinforce the belief that you don’t belong. A self-fulfilling cycle.
The key is noticing these patterns before they spiral - so you can pause, reset, and approach the work with clarity instead of fear.
Tips For Managers:
As a leader, you play a huge role in how imposter syndrome shows up, and how your team learns to move through it.
Create psychological safety
Build an environment where it’s safe for people to share doubts or challenges without fear of judgment. When team members feel supported and heard, they’re more willing to take risks, ask questions, and grow.
Normalize the conversation
Talk openly about imposter syndrome - even your own experiences with it. Naming it helps remove the stigma and lets your team know they’re not alone.
Balance stretch + support
Give team members opportunities to take on new challenges, while also providing the coaching and resources they need to succeed. Confidence grows when people can stretch without feeling like they’re on their own.
Recognize effort and progress
Don’t just celebrate outcomes. Call out growth, persistence, and the courage it takes to step into something new. Recognition reinforces confidence.
When managers prioritize psychological safety and support, imposter syndrome becomes less of a roadblock and more of a growth opportunity for the whole team.
Companion Guide:
Use our Worksheet to Combat Imposter Syndrome to get clarity on where your feelings of imposter syndrome are coming from, and utilize your resources to help combat them.
At the end of the day, breaking free from imposter syndrome isn’t about never feeling it again - it’s about recognizing it, reframing it, and reminding yourself (and each other) that you already belong in the room.
