Entrepreneurs
Why Most Successful Entrepreneurs Feel Like Imposters and How to Fix It
Signs and symptoms of imposter syndrome

Among all the open discourse on mental illness and how it affects different people in their lives, you may have occasionally heard the phrase “Imposter Syndrome” from time to time.
If you’re unaware of the term, however, suffice to say that imposter syndrome (also called the “imposter phenomenon” or “imposterism”) is the overwhelming and persistent fear or perception that, despite evidence of one’s competence, a person believes that their expertise and achievements are fraudulent.
This can often coincide with a deathly fear of being “discovered” for their fraud, even though there is no fraud to discover.
The phenomenon was first discussed in the 1970s in relation to women that had become successful in the workplace only to be plagued by feelings of falsehood and fakery.
Today, our understanding of imposter syndrome has expanded, and the condition is often experienced by people who feel that they somehow don’t deserve their success.
These feelings can often be crippling, and if you find that you are experiencing intense and persistent sensations that you have somehow “faked” your way to living well, it is important to discuss these feelings with a Master of Counselling qualified professional. For now, however, let’s take a look at how we can combat imposter syndrome in our lives.
What is Imposter Syndrome?
The first coinage of the term “Imposter Syndrome” comes from a 1978 study, when psychologists Dr. Pauline Rose Clance and Dr. Suzanne Imes published a study referring to a so-called “imposter phenomenon” in successful women.
Dr. Clance herself suffered with the idea that her successes and academic achievement were undeserved, feelings which worsened when she started her teaching career and that she found several of her female students shared.
According to the study, imposter syndrome is often instigated in a person’s early years due to either of a pair of family dynamic patterns.
The first pattern is where a child’s siblings are often regarded by the parents as the “capable” or “intelligent” siblings, while the other is shrugged off as the “sensitive” or more socially adept sibling.
This projection of intellect and capability on the other siblings leads to feelings of self-doubt, which, when met with success later in life, manifest the core symptoms of imposter syndrome.
The second dynamic pattern occurs when too much praise is heaped on a child early in life, only for them to eventually and inevitably be met with failure later in life.
This failure can shatter the self-perception of being naturally talented and lead to chronic feelings of self-doubt and denial of success.
The 5 Different Types
It is important to recognise that imposter syndrome is much more than feelings of self-doubt; it is the chronic thought pattern that all of a person’s success has been stolen through trickery and deception, and sooner or later, you will be found out.
This thought pattern exists and persists despite evidence to the contrary and can be debilitating. People with severe imposter syndrome may find it difficult to find work as they believe that their skills in their field lack the requisite expertise. They may deny promotions or struggle to maintain a sense of job satisfaction.
Additionally, current research suggests that there are five distinct “types” of imposter syndrome experiences:
1. The Perfectionist
This type of imposter syndrome is focused on achieving immediate “perfection.” Perfectionists can struggle with acknowledging the effort and work they’ve done on a task, instead only seeing flaws and failure.
They may do amazing, immaculate work, but rather than accept the appropriate gratitude or praise for the job, they will often struggle with the sense that they “could have done better.”
Perfectionists may struggle to start new projects or ventures if they feel there is a significant risk of getting it wrong the first time.
2. The Natural Genius
This is a fairly common type among people with Attention Deficit Hyperactivity Disorder (ADHD), where, due to their unique brain structures and stimulation-based attention span, they pick up new skills quickly and with relative ease.
The natural genius is a person who learns fast, and has many skills or talents, and while this may sound like a blessing when something does prove to be a legitimate challenge, they can really struggle with self-doubt and self-esteem issues.
3. The Soloist
This person believes that for success to be “real” they have to accomplish it on their own. This means they won’t accept help or advice from anyone unless things become dangerous or desperate.
Even then, accepting help can lead to feelings of shame or inadequacy. To Soloists, accepting help is essentially “admitting” defeat or failure and is paramount to giving up.
4. The Expert
Experts believe they have to know everything about their topic, and this persistent pursuit of knowing is often detrimental to the task at hand.
An artist may conduct so much research about their subject that they never actually get around to making their art, overwhelmed and exhausted by the extensive research phase.
This can also lead to feelings of failure when the knowledge is put to the test and found to be less than comprehensive.
5. The Superhero
The final “type” of imposter syndrome experience is characterised by the inherent need to be good at everything – and anything less is considered a failure. The Superhero throws themselves into every aspect of a job head first.
While the work ethic may be admirable, it can often lead to burnout and self-doubt. Superheroes can also struggle with the sense that what they are doing “should be easier” or that they’re simply never doing enough no matter how full a plate they have.
Ways to Overcome Imposter Syndrome
Imposter syndrome can be complicated to cope with, especially in an area of passion. Creators who suffer from Imposter Syndrome may get into creative or inspirational ruts that are difficult to work out of.
People can sacrifice career opportunities, time with friends and family, and other such life experiences as they believe they don’t deserve the fortune that comes their way.
Nevertheless, imposter syndrome can be dealt with, allowing those who suffer with it to take control of their lives.
Acknowledge Your Feelings
Hiding from the way you feel about something is not helpful and can cause the unrecognised emotions to fester and boil over into something destructive.
The first step to dealing with imposter syndrome is to recognise the feelings you have, look at the actions you’ve taken and identify why you’ve done those things.
The first step to confronting any mental illness or struggle is to identify that there is a problem in the first place.
Challenge Your Doubts
When you find yourself in instances of Imposter Syndrome it is important to not let it go unchecked. Examine the situation, look at your actions, and examine the feedback from others around you.
There is usually a mountain of evidence that your expertise and skills are true and that you are as capable as your achievements reflect.
Stop Comparing Yourself to Others
This can be easier said than done and may require some assistance from a trusted third party. However, it is only too human to compare our achievements to those we idolise or envy.
Unfortunately, the achievements of those around us also provide ammunition for our self-doubts. Comparing yourself to the greats in your field is like comparing short trees to tall ones; the only real difference between the two is time spent growing.
Speak To Someone
Friend or professional, it doesn’t matter, but both are recommended. The first port of call for help with mental illness is other, trusted people.
Mental illness feeds on isolation, and though it can be confronting to admit to feelings of imposter syndrome, discussing them can help you not feel alone and open up an avenue of connection with someone who may be going through the same thing.
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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.
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