Quick Summary Imposter Syndrome can affect individuals regardless of gender, experience, or background. It leaves individuals questioning their ability and right to be in a job or company. The Armstrong Craven Review Vol.9 explores how people experiencing Imposter Syndrome can steer themselves toward success with the correct guidance, self-help strategies, and peer support.
Have you ever managed employees who are feeling out of place, undeserving of a promotion, or unconfident among their peers? Research has found that 70% of people will experience imposter syndrome, a condition that makes individuals feel inadequate and raises doubts about their worthiness of a new job or promotion. With mental health such an important societal issue, it is vital for everyone in a business, from leaders to HR to the general workforce, to understand imposter syndrome, so they support each other in overcoming it and staying on the path to success.
Women in senior or leadership roles are often more commonly affected by Imposter Syndrome, as they develop feelings of loneliness, especially in male-dominated environments. As many as 75% of women in executive roles will experience imposter syndrome at some point in their careers. Organisations ensuring diverse representation through all levels of their business can further enhance their support networks for those struggling with the condition.
Key questions and topics explored in the article:
- What imposter syndrome is and who is affected.
- Five types of imposter syndrome.
- How we can still be successful at work whilst experiencing imposter syndrome.
- Are there any upsides to the condition?
- How can leaders and the workforce support each other to overcome imposter syndrome?
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At Armstrong Craven, we understand the importance of compassion, mental well-being, diversity and inclusion in the workforce. With a track record spanning over 15 years in DE&I work, we provide talent Insight by conducting research projects that identify root causes of underrepresentation. Our approach to understanding talent motivations, barriers, career choices at local, regional, national or global levels is confidential and results in actionable insights to improve DE&I initiatives.
This research-based approach allows us to delve deep into an organisation’s markets, gathering vital insights into competitors and discovering niche talent. As a result, this approach helps organisations attract and retain exceptional talent despite the challenges of an ever-changing world.