The article was written by Laurea’s students Elina Goleva, Milli Kitola & Jaakko Kiukkonen
The phrase, “I would like to see you in my office”, often triggers worry and fear among employees, especially those struggling with impostor syndrome.
Impostor syndrome, a persistent feeling of self-doubt and fear of being exposed as a fraud, is prevalent in workplaces worldwide, and it can affect anyone, regardless of their gender or status. The phenomenon was coined by psychologists Pauline Clance and Suzanne Imes in the late 1970s, and it remains a significant challenge for modern leadership.
The Shift Towards Inclusive and Adaptive Leadership
Modern leadership has evolved beyond traditional paradigms of authority and control to embrace inclusivity, participation, and adaptability. Today's leaders navigate increasingly complex environments, fostering innovation and integrating diverse perspectives. These progressive demands are essential for growth and innovation, but they can also intensify feelings of impostor syndrome, especially when the workplace culture does not equitably support all employees.
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Recognizing Impostor Syndrome as a Systemic Issue
While the shift towards inclusive and adaptive leadership is commendable, it can also intensify feelings of impostor syndrome, especially when the workplace culture does not support all employees equitably. Leaders must acknowledge that impostor syndrome is not just an individual issue but a systemic one that reflects the broader workplace culture.
Comprehensive and Empathetic Strategies
Leaders need to adopt comprehensive and empathetic strategies to effectively support team members struggling with impostor syndrome. These approaches should focus on recognizing individual achievements, fostering open dialogue, celebrating both successes and failures, and encouraging personal coping mechanisms.
Strategies for Addressing Impostor Syndrome
1. Recognizing Achievements
Encouraging team members to reflect on their achievements and the criteria that led to their selection for roles can help individuals acknowledge their competence and mitigate feelings of inadequacy. Reminding subordinates of their strengths and value to the team can also help mitigate the effects of impostor syndrome.
2. Fostering Open Dialogue
Fostering open conversations about feelings of inadequacy can reduce stigma and create a supportive environment. Good leadership is crucial in this context, especially during meetings. Leaders should actively listen to ensure everyone has space to share their opinions, preventing any single viewpoint from dominating the discussion. 
3. Celebrating Successes and Failures
Emphasizing that both achievements and mistakes are part of the learning process can alleviate the pressure of perfectionism. Normalizing failure and reducing the fear associated with impostor syndrome can be achieved through icebreakers about past professional failures.
4. Encouraging Personal Coping Mechanisms
Encouraging team members to prioritize tasks, learn to say no, engage in activities outside work, and maintain a healthy work-life balance can help recharge and maintain well-being, crucial for mitigating impostor syndrome. Providing opportunities for counseling and constructive venting of negative feelings and concerns is also vital.
Conclusion
Impostor syndrome is a significant challenge for modern leadership, but it can be overcome by adopting comprehensive and empathetic strategies. Leaders must create a workplace culture where individuals feel safe to share both positive and negative feelings and where diverse voices are not just heard but also valued and acted upon. By doing so, leaders can empower their team to overcome impostor syndrome and perform at their natural best.
References
Overcome imposter syndrome: Contribute to working groups and build strong networks, Biological Conservation, Nicehearts Ry. (2024), The imposter phenomenon, achievement dispositions, and the five factor model, Participative Leadership: What It Can Do for Organizations (Harvard Law School), The Infinite Game (Sinek, S.), Stop Telling Women They Have Imposter Syndrome (Harvard Business Review Special), World Economic Forum. (2023). 12 Top Leaders Share How They Are Defining Leadership to Embrace Inclusivity
