Success Advice
How to Stop the “I’m Not Enough” Mentality

Have you ever felt inadequate? It turns out we’re not alone. Studies show that seventy percent of us suffer from Imposter Syndrome. The tendency to doubt our abilities and feel like a fraud was first observed by Pauline Clance and Suzanne Imes in 1970. These two clinical psychologists found to their surprise that imposterism was most common in high performers.
Maya Angelou, the legendary poet, admitted, “I’ve run a game on everybody, and they’re going to find me out.” Albert Einstein, whose name is synonymous with genius, confessed, “I am an involuntary swindler.”But why is this? Achievers tend to set loftier goals than the average person. As a result, they experience a disproportionate amount of failure, forcing them to face their shortcomings.
Thus if you feel “I’m Not Enough” voice in your head, you’re stepping up to a challenge. Use the techniques below to overcome your doubt:
Recognize If You Have It
The first step is to consider if you suffer from imposter syndrome or a short-term lack of confidence. The former is chronic; the latter is temporary. When starting a new career or endeavor where you lack knowledge or expertise, it’s normal to lack confidence. That humility can be valuable if it prompts you to get the help you need. But if you feel persistent inadequacy, even in areas where you’ve found success, it’s a problem. It’s diffuclt to objectively self-diagnose, so I recommend taking an online Impostor Syndrome Test to see if you’re at risk.
Personify Your Critical Inner Voice
Your inner critic is the subpersonality that judges and demeans you. Everyone has self-doubt, but this voice shouldn’t be ongoing and debilitating. It shouldn’t contradict facts and objective reality. The trouble is that most of the time, the voice sneaks under our radar. It manifests in a subtle hesitation to speak up or to introduce ourselves. Our critic can be so faint that we might question if it even exists.Don’t let it hide – personify your inner critic. How does it look and sound? What are the insidious ways that it tries to undermine you?
Consider the Impact on Your Life
Real change occurs when “should” turns to “must.” If you think you “ought” to get in shape, shore up your finances, or start dating again, you won’t. The work seems more painful than the consequences. But what if you flipped it around and started recognizing the pain of doing what you’ve always done? Consider how the imposter experience has held you back and kept you from the life you desire. What opportunities have you neglected? What experiences have you missed because you felt unworthy? What regrets might you have in the future if your life continues this way? The purpose of this reflection is to build an ironclad will to overcome impostorism.
Ask Yourself This Question
Once you’ve identified your inner critic, call it out. Let’s say it whispers in your ear, “You don’t know enough to get started.” Start by asking yourself: is this self-criticism genuine, and does it matter? Often, ignorance can be helpful when it’s paired with humility. It can lead to better questions, more listening, less preconceived notions. You also can typically learn things as you go. When I started my blog, I knew nothing about creating a website, marketing, or editing. If I had taken a course beforehand, I probably would have forgotten most of it. See how I reframed that weakness as a strength? The next step is to ask yourself: are my inner doubts productive? Even if the suspicions are valid, are they getting you any closer to your goals, or are they just noise?
Avoid the Perfectionism Trap
Impostorism is closely related to perfectionism. The perfectionist sets a near-impossible standard for themselves in most activities. It’s essential to do your best, but recognize that you’ll never be or do perfect work. If you can never pass your bar, you’ll look at every effort as a failure, creating a negative feedback loop. Your inner critic will chide, “I told you so. You’re not cut out for this.” Give yourself a break; allow yourself room to fail. Do that, and you’ll find that your fear of failure will start to subside. The excitement of learning and growth will take its place. Another technique is to focus on the process instead of obsessing on the product of your efforts. You can control your habits more than the end product.
“And now that you don’t have to be perfect, you can be good.” – John Steinbeck
Strengthen your Mind
If you wanted to get stronger, you would go to the gym and lift weights regularly. The same type of strength training works for our minds. Take time daily to visualize your success in the future as vividly as possible. It can also be valuable to cherish your past victories. Most of us reflect on what didn’t work out in the past; the tough breaks, the losses. Instead, think about the times you accomplished something hard for you at the time. It doesn’t have to be grandiose – it could be the first time you rode a bike or drove a car. Or perhaps you aced a difficult test, graduated from a challenging program, or got a promotion. The point is that you proved to yourself you could stretch beyond your limits, and so you can do it again.
Don’t Go it Alone
Remember earlier when I mentioned that 7 out of 10 people suffer from imposter syndrome? If you’re honest with yourself and others about this issue, they’ll likely empathize because they’re going through it too. They probably could use your help! Don’t hesitate to ask for help, and don’t wait to give it to others. Build a team around you that can support you and uplift you. There are plenty of places to find support: online communities, mastermind groups, mentoring circles. If you prefer 1:1 help, seek out coaches, mentors, and close friends. Hollywood glamorizes the lone wolf, a rags-to-riches hero that does it all themselves. It sounds cool, but no one succeeds alone. Every high achiever had a team that have helped them along the way, build yours.
Entrepreneurs
The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
Entrepreneurs
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