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Unmasking Imposter Syndrome: 3 Strategies to Eliminate It Now

People with imposter syndrome are riddled with unfounded feelings of self-doubt, insecurity, incompetence, and shame.

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Although imposter syndrome is not an official psychiatric diagnosis, the impact is widely recognized by psychiatrists, psychologists, and counselors who assist people who believe that they are imposters in their own lives.

People with imposter syndrome are riddled with unfounded feelings of self-doubt, insecurity, incompetence, and shame. They wear a metaphorical mask and live in fear of being found out. 

Even as they grow weary of their need to be people pleasers and workaholics, and their compulsion to appear invincible, their mask is so tightly affixed that it blinds them to the fact that their thoughts are distorted and their brains have tricked them into believing that they lack skills, talents, and worth. 

The condition is pervasive. An estimated 70 percent of all people suffer from imposter syndrome at some point in their lives. It affects both men and women in similar proportions. When it infiltrates lives, it can become dangerous for careers, relationships, health, and well-being. 

But it is possible to crack the mask. I was personally forced to confront it when my attempts to mask a life-threatening disease caused me several months of recovery and nearly cost me my life. Before hitting rock bottom, however, those hiding behind their disguise can take action by embarking on a journey of self-discovery. 

The process isn’t a quick flip of the switch. It will require rewiring many entrenched mental patterns. But with persistence and determination, the mask will fall away and a confident, multifaceted, wonderfully authentic being will emerge. 

Incorporate the self-awareness mindsets below to unmask your true self and allow it to shine:

1. Learn to let go of the past

Negative experiences can become engrained in our subconscious and ultimately affect how we think and behave. To heal and move forward, it’s important to identify these experiences and actively work on rewriting the beliefs that have been instilled in us. 

For me, the genesis of my imposter syndrome reached back to when I was 6 years old and writhing in pain from a stomach ache (in my later years diagnosed as hereditary chronic pancreatitis). My mother believed I was lying so I wouldn’t have to go to school. I started to doubt my pain, and essentially myself. 

I started to develop all the symptoms of imposter syndrome — self-doubt, lack of confidence, low self-esteem, perfectionism, and feelings of being a fraud. Recognizing the power of my subconscious mind and learning to let go of the past helped me to move on.

2. Challenge your beliefs

To change your beliefs, you need to start cultivating self-awareness. Opening yourself to self-awareness equips you to understand which beliefs in your subconscious are responsible for your imposter syndrome. 

Once you discover these beliefs aren’t rational, challenge them. When you think you’re not good enough, take a deep breath and ask yourself, “Why do I believe this? What evidence supports this?” 

Remind yourself of all the hard work you’ve put in and all that you’ve accomplished. 

“Do not let what you cannot do interfere with what you can do.” — John Wooden

3. Find the upside of failure

One cause for imposter syndrome is a fear of failure. But fearing failure can sabotage you in many aspects of your life. At work, it leads to avoiding big projects in favor of menial tasks. It keeps you from voicing an opinion and taking risks. 

Soon your manager will avoid involving you as you see to be too busy with insignificant work and uninterested in collaborating on big projects. You must change this mindset and recognize that those who never fail never win. 

When you fail, you learn, and when you learn, you improve. Ultimately, you can only be happy if you’re living your life authentically — mistakes and failures included. 

When you open yourself to self-awareness, you become better equipped to understand which beliefs engraved in your subconscious mind are responsible for your imposter syndrome. 

With your new understanding, the mask you’ve hidden behind will crack, allowing your true self to emerge free from imposter syndrome’s oppressive disguise. 

Coline Monsarrat is a passionate author driven by a mission to help others thrive. She weaves captivating stories that transcend boundaries. Whether through her insightful nonfiction work or the adventure MG book series, Aria & Liam, she imparts valuable wisdom that inspires readers to overcome challenges and embrace their potential. Her new book, You Are Not an Imposter: Overcoming Imposter Syndrome: Unlock Your True Potential So You Can Thrive (Apicem Publishing, April 11, 2023), offers a powerful and personal exploration of this all-too-common condition. Learn more at youarenotanimposter.com.

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
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Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

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Success Advice

What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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leadership tips for new CEO
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When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)

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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.

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Bridging the gap between employees and employers
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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:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • 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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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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entrepreneurial leadership skills and traits
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When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

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