How to overcome imposter syndrome

Imposter syndrome is described by the British Medical Association as a ​‘feeling of inadequacy that persists despite evidence of success.’ So, even if you’re really successful at work or in other parts of your life, you can still feel like you’re faking it and not good enough, no matter how skilled you actually are. 

It can have a big impact on your overall sense of self and confidence, and can stop you from being the person you want to be at work, school or home. 

Everyone can experience imposter syndrome differently, but some of the main characteristics can include:

• low self-esteem

• chronic self-doubt

• feeling guilty or like a fraud 

• perfectionism

• a fear of failure 

• feeling isolated

• setting high or unrealistic expectations of yourself

• a sense of unworthiness

• feeling incompetent and unskilled

• workplace burnout

• worries about how others perceive you

Essentially, there’s not one clear cause of imposter syndrome. You might trace it back to your childhood. Maybe you were compared to siblings, or felt the pressure to do well at school. 

For others, it could have started in the workplace. Maybe you’ve worked in a competitive environment or haven’t felt supported by managers. 

It doesn’t always have to have come from external factors, either. You could have shaped that internal voice over time as an attempt to be a perfectionist.

The main thing is to recognise and validate your feelings, and find the right support to help you move forward. Read our top tips to overcome imposter syndrome below.

The first step to break free from imposter syndrome is to acknowledge it. Those feelings of self-doubt don’t mean that you’re incapable, they mean that you’re human. When those thoughts crop up, pause, take a deep breath, and remind yourself of what you have done. Keep a log of accomplishments for 1:1 meetings and end of year reviews to make sure your manager knows what you’ve achieved in the year. 

We’re all gifted in different ways, and it’s important to see the good in what we all bring to the table, not just at work, but in everything we do. Sometimes we focus too much on what we haven’t done. So, why not try to notice those times when you’ve made a real difference, especially when things have gone well for the team? 

Celebrating success together, even with something simple like bringing in a cake or going out for a coffee when you’ve hit a milestone, helps us all see the value we each bring and reminds us of the strengths we have. 

Situations that involve change can amplify uncertainty, which can be linked to feeling like an imposter at work. You may doubt your abilities in new situations, and worry that you don’t have the skills to deal with them.

The fear of failure, often linked to anxiety and worry, can fuel imposter syndrome. As well as practicing self-care, remember that making mistakes is part of life. Accepting that we’re not perfect is a positive step towards easing both anxiety and those feelings of inadequacy.

Do self-doubt and Imposter syndrome make you cave under pressure, especially in interview settings? Imagine walking in to an interview feeling confident and knowing exactly how to present your skills. 

Imposter syndrome at work has a sneaky way of letting you pass up opportunities because you just don’t feel qualified. Sometimes, taking that bigger step is where you’ll grow your confidence in the long run. 

If you’re already in work or you’re looking for a job, visualise your success. Picture yourself thriving in the next job or opportunity you want. Use that version of yourself to encourage you to take the steps to get there.

Imposter syndrome can stem from thought patterns about yourself. One way to break free from this is to identify the triggers, situations or thoughts that fuel self-doubt, and find healthier ways to respond. Small changes can have a bigger impact over time. 

A top tip to overcome imposter syndrome at work is to get extra support from your employer and chat to them about building your confidence. Is there someone you can talk to, such as a, mentor, colleague, mental health champion or HR advisor who can be there to support you? 

Getting a sociable hobby like joining a sports team, going to a gym class or joining a book club can be a great way to build confidence. As can going to a job club or life skills group in your area.

If you need to talk to someone urgently, we’d encourage you to get in touch with Samaritans for free, confidential support:

• Phone: 116 123 (free 24-hour helpline)

• Email: [email protected]

• Website: samaritans.org

Mentors are always better placed outside the team. If you’re a manager, you could speak to your HR department to see if there’s a mentor scheme running in your organisation to help your team develop their skills, goals and recognise success. A manager could recommend an experienced mentor to their employees and invite others to mentor their staff. 

Celebrating your team’s achievements at work will boost morale, confidence and motivation. They’re likely to feel a greater sense of belonging and have a success mindset. This could look like simple shoutouts, or planning a team lunch together when you hit a milestone.

Use a sandwich method to provide feedback in a ​‘positive, constructive, positive’ way. Make sure feedback is based on facts and not hearsay. Offer a way for the employee to measure progress against the area the feedback was in and focus the conversation on the outcome you want to see, moving away from criticism. If feedback has come from another colleague, consider re-phrasing what was said if it sounds very critical or unkind, rather than just repeating it.

People with imposter syndrome can worry about failure, which is why it’s important to really think about how you give constructive feedback to your team members. Make sure that you’re balanced and don’t make feedback solely negative, as well as regularly checking in with them to see how they’re doing.

Helping your team develop their skills can give them the confidence to try new things at work and step out of their comfort zone. You could build PDP time into their workload, and help them look for extra development opportunities such as courses, workshops or online conferences. 

Look for ways to secure funding for training opportunities for your team. Ask your team about their goals for the future and what training courses would help them get there. Train with aspiration for the future and not for the things your employees already do day-to-day.