Written by: Suki Collins, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
Imposter syndrome lurks deep within us, triggering feelings of self-doubt and casting a shadow over our thoughts. It leads us to undervalue our true competencies and downplay our fitness for the roles we are playing or could play. Yet, it’s all in the mind. For anyone grappling with the impact of imposter syndrome the question is, ‘who do I think I am?’
Reasonable self-doubt is normal and good. It brings a sense of perspective, helping us to avoid implausible plans that will not support our goals. Like jumping from the top of a cliff with homemade wings, hoping to fly. Questioning myself helps me to focus my thoughts and to achieve what I set out to do. But it’s a fine line. Healthy self-doubt can drift into the unconstructive realm of imposter syndrome.
In this third article, I look at what we can do to manage and reduce the impact of imposter syndrome in our lives. The syndrome can hide away in various guises. Once we realise how it affects our thoughts and our choices, and if we believe we have the power to change those thoughts and choices, we can look at possible strategies.
Practising mindfulness and meditation
It’s important to take a few moments out of our busy schedules each day to focus on ourselves, cutting out distractions and negative influences. Practising mindfulness and meditation helps me to improve my resilience, calm my nerves and recentre my sense of self. Even if my mind refuses to settle down, which can happen quite often, I still invest a few minutes. I know from experience that this is an effective way to prepare the ground for the next stage.
Question yourself with a purpose
Often, you are so used to thinking badly about yourself you will not even notice that you are doing it. But imposter syndrome can start to fall apart if you put it under the spotlight of your reasoning. When I first tried this, I was surprised by how effective constructive questioning can be.
First, stop dwelling on your self-doubt. When I feel overwhelmed because I cannot do it all, I say to myself that this is not a productive way to think, and I tell myself to ‘get it done’. I replace my imposter thoughts with alternative interpretations. I ask myself, is this true? Or is this real? Eventually, your clarity will take over, and you will build more resilience, and become more effective at finding ways to overcome unwarranted self-doubt.
Change the way you think
If you can trace your feelings of inadequacy, you can find ways to reprogram your thought patterns. Cognitive behavioural therapy (CBT) techniques can achieve positive outcomes. Check out your thoughts if you feel like a fake. What exact statements are running through your head? What evidence can you find to support those thoughts? Even if there might be a germ of truth in your feelings, how could you reframe your thoughts? One option is to evaluate your thinking – attempt to look at yourself objectively, from a dispassionate, outside perspective. Almost as if you were assessing experimental data. Force yourself to list down three ways in which you are effective in the role you are playing. Then list two ways in which you think you could improve. Finally, decide on one key action.
Mistakes are part of learning
Remember that no one is perfect all the time. It is not physically possible. To err is human. I try not to spend too long dwelling on my mistakes and instead seek to learn from them. It’s vital not to err on the side of caution in every decision we take. Life is a learning opportunity.
To survive and thrive, organisations must be open to change, too. This means that they need employees and teams, who are willing to try new things. Fear of failure is no recipe for success. You cannot build an innovative team or organisation if unwarranted self-doubt holds you back.
I ask my clients to accept their mistakes and forgive themselves when things do not go as expected. And I ask them to reframe their thinking. People often dwell on what went less than perfectly. Instead, be like Eddison, who conducted hundreds of experiments on the way to inventing his electric lightbulb. Ask yourself what you can learn from your latest experience, and how you can improve your results next time.
Talk to your coach or your mentor
One of the reasons imposter syndrome is so disruptive is that people tend to keep their emotions to themselves. This can lead to a worsening of thought patterns: ever-decreasing circles. We all need a sounding board. My clients find it useful to share their feelings and experiences with me. It’s an opportunity for them to look inside, to examine the causes of their self-doubt. Then we look at changing their behaviours. For example, when I work with ‘naturally talented’ clients – a group who often experience imposter syndrome – I ask them to keep a journal of their past achievements. This is objective evidence that helps them keep a sense of perspective.
Motivation and reward
Daily affirmations can be an excellent way to motivate yourself. If your imposter syndrome prevents you from enjoying yourselves, find a way to validate your achievements. I encourage my clients to reward themselves each time they succeed in the task they set. Long-term incentives are good but, if possible, find ways to celebrate success in the moment – as soon as you take the action you planned.
In conclusion
To overcome imposter syndrome, we need to be able to recognise when our negative thoughts and feelings have gone way beyond useful boundaries. Many of us fail to realise that we suffer from undue self-doubt and, indeed, how common it is, affecting nearly seven out of ten people.
Please take time to talk with your family, friends, and co-workers about how they are feeling. You may find that they suffer from similar thoughts and anxieties. The more we can bring our thought patterns to awareness, the easier it will be to put strategies into place.
Equally important is the timing of these conversations. in my experience the earlier the better. Individuals at all levels must act with goodwill and humanity. Professional growth does not need to be traumatic. One-upmanship in the form of toxic competition between colleagues is not productive. It stifles personal and collective progress by creating a community in which people are afraid to ask questions and afraid to fail. Tackling imposter syndrome can bring us a greater sense of fulfilment and a more enjoyable life. It can also help our relationships with those with whom we interact and add to the success of the organisations in which we work.
The author would like to thank copywriter, Stuart Warner, for his valuable comments on a draft of this article.
Suki Collins, Executive Contributor Brainz Magazine
Suki Collins is a leading Business Coach and an accredited Executive Coach. She has over 20 years of experience at the senior HR management level. She practices a coaching style of management and has seen the difference coaching can make to an individual, a team, and the organization. On an organizational level, she was responsible for establishing a Medical School in the United Kingdom. Currently, the School is in the top 5 Medical Schools in the UK. She coached senior leadership to utilize HR tools to ensure performance and foster a culture of continuous improvement.
Equity, Diversity, Inclusivity (EDI), and belonging are at the heart of everything Suki does.
Suki is the Founder/Director of Pebbles Coaching and Wellbeing Consultancy, established in 2020. Her company aims to provide coaching to individuals, teams, and organizations, leveraging the insight of over two decades of senior management experience within two top Universities and extensive executive coaching experience.
Suki is passionate about new challenges, has a positive outlook on life, and this is carried through everything she does. She strongly believes that a positive mindset can take her through any challenges she faces in life.
Suki’s mission: spread the word about the positive impact of coaching.
