Challenging the Imposter Syndrome
I received a call from a woman who had attended a strategic planning session I facilitated a few years ago. At the time, she said, “If ever I need an executive coach, it’ll be YOU! I was happy to reconnect with her when I got her call. She said: “I need your help!”
Her new role paid her significantly more than she’d previously earned. Managing a small staff, the former head had been employed at the organization for over 25 years. She moved out of state, thinking her position was secure. It wasn’t. This resulted in a new job opportunity for my client.
My client was plagued by two issues. The first was her “imposter syndrome” and the second was the predecessor’s poisoning her staff’s morale. Both of these issues seem to be more common among women. My experience immediately told me my client was suffering from imposter syndrome. Imposter syndrome is a cluster of feelings that erode a competent person’s self-esteem, competency, and self-worth. Although it can affect men, it mostly affects the female employee. She is continuously questioning herself. Impostor syndrome tells us: you are not good enough for this job and you’re not worth your salary. OUCH! These thoughts are infectious and erode workplace confidence. It’s like cancer eating away at the body and mind. I saw that my client’s imposter syndrome placed her fresh energy, skills, and competencies in doubt. My work was cut out for me: she needed to be built back up again, and quickly!
The second issue: the spread of toxic energy amongst the staff. In a bind, the staff wanted to be loyal to their former boss. I knew this situation required a nuanced and sensitive approach.
My client had to address two things, so we got right to work! We devised a plan together. The first: to demonstrate her competency in technology and finances; and second, to let staff know she was an accountable managerial leader. She engaged each employee, demonstrating her flexibility and good listening skills. She made sure not to accept their guff and bad habits. A new hire for a redesigned role brought a different skill set. When our work was completed, her imposter syndrome was no more and she’d overcome the staff toxicity. She’s on the road to proving the Board made the perfect choice. Hooray!
Have you ever suffered from imposter syndrome? How did it affect you? How were you able to overcome it? I look forward to continuing this conversation with you.