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With the statistics showing that 7 out of 10 adults (International Journal of Business Science) are likely to experience Imposter Syndrome, it’s highly likely that managers and leaders have team members who’re experiencing this (you could be experiencing it too).
If someone is doubting their abilities and feeling out of their depth in the role they do, then this will have an impact on their wellbeing, as well as productivity and performance. In fact it may have them not sharing their views, ideas or going for a promotion.
So with that in mind it’s important that managers and leaders know how to support team members who’re experiencing this, so they can nurture, grow and retain talent within the organisation. Here are 8 ways in which to do this:
1. Don’t tell them they have Imposter Syndrome
You may be able to spot the signs in another person, however it’s not your job to tell them you think they’re experiencing it. Instead ask them if they’ve heard of it, signpost them to read more about it and ask them to share their thoughts once they’ve done the research. Then you can have a discussion about what support they might need to help them with this.
2. View this as a weakness
Having Imposter Syndrome does not mean you’re not capable, it just means that you might not be able to recognise your own skills, knowledge and experience. So don’t look at this as a weakness, just see it as a skewed perspective and they might just need help to change their perspective. They’re capable - they just can’t internally validate it.
3. Talk about it
One of the best ways to help people within your organisation to recognise, manage and overcome Imposter Syndrome. is to make it something that you talk about. It helps to normalise it and open up the conversation. When I deliver workshops within the workplace I always get feedback that they’re relieved that they can put a name to what has been happening for them and that they’re not the only one.
4. Be honest about your own experience
I know as a manager and leader you want to look like you have all your shit together but if you also experience Imposter Syndrome then openly talk about it. By being open and vulnerable about your own experiences can help others to feel less alone, recognise it’s more normal than they think. If you talk about it, you create a safe space and it gives them permission to do the same.
5. Let them know what is expected of them
People who experience Imposter Syndrome have unrealistic expectations of themselves (and others too), so if it’s not clear what is expected of them, they assume that what they’re doing is not good enough. So the best thing you can do is make it clear. Is their job description up to date? Do they have KPIs in place to measure their performance? Do you give regular feedback? Ask them do they know what is expected of them? If the answer is no to these questions, then make time to put measures in place so they are clear what is expected of them.
6. Be specific when giving feedback/compliments about them or their work
Receiving compliments or feedback when you experience Imposter Syndrome can be a very uncomfortable experience, as you’re likely to expect the worse and dismiss positive feedback as you can’t internalise it. If you do give feedback then the best thing you can do is be very specific - tell them what they did well rather than generalised statements. If they dismiss the compliment help them to see that a “thank you” is the perfect answer to a compliment.
7. Acknowledge and celebrate achievements
It’s great if within your organisation you have a culture which acknowledges and celebrates achievements, however what is really important is helping individuals to do this. Get team members to make this a habit so they become better at being able to not only recognise what they’ve done well but celebrate it too.
8. Seek support for them
I appreciate as a manager and/or leader you may not have the time to support your team member with this. However if may be useful to find a mentor for them within the organisation or the support of a coach like myself, who can offer them specialised support in this area
9. Create a learning culture around mistakes and failure
Someone who experiences Imposter Syndrome may be scared of failing or making mistakes. Instead of looking at it rationally they turn the criticism on themselves “I’m rubbish”. To help them overcome this it’s helpful to create a culture where you encourage discussions around this topic. It’s also helpful to get them to look at it from a different perspective focusing on what they’ve learnt and what they’ll do differently next time.
If you would like to explore this topic more with your team or you feel a team member may need some individual support, please get in touch and let’s have a chat about how I can support you.