Have you ever felt that your career successes can best be attributed to having great timing? Or perhaps you think that it was a matter of luck or a string of flukes? Maybe you even fear that you may not accomplish anything significant again, or perhaps others' will soon find out that you are not deserving of the success you've had. If these are occasional or frequent thoughts, then you may be experiencing Impostor Syndrome[1].
A psychological term coined in the 1970s by clinical psychologists Pauline Clance and Suzanne Imes, Impostor Syndrome refers to a phenomenon where people have difficulty internalizing their accomplishments and fear that they may soon be exposed as a fraud, even when there is ample evidence to show that they are competent and capable in the work they do.
You've likely heard of this term, and even more likely felt it at some point in your career. It is estimated that approximately 70% of adults reported having Impostor Syndrome at least once in their life[2]. But is it always a problem? Having some self-doubt may be an inevitable part of being a contemplative adult, and perhaps a small dose of self-doubt is a way to push yourself to excel at what you do. There's a lot to be said for having a tamed ego in a world that seems to hand out prizes for self-aggrandizement. Having Impostor Syndrome, however, goes beyond healthy humility. Rooted in perfectionism, Impostor Syndrome can be debilitating and exhausting, and over time can lead to anxiety and increased levels of stress-causing cortisol. It can also be challenging to speak to others about, especially when exuding self-confidence is perceived as a prerequisite to leading others.
IMposter SYndrome Assessment
Take the Clance Imposter Phenomenon Test* to determine how prevalent feelings of Imposter Syndrome are for you.
“Rooted in perfectionism, Impostor Syndrome can be debilitating and exhausting, and over time can lead to anxiety and increased levels of stress-causing cortisol. ”
While Impostor Syndrome can affect both genders, several studies have revealed that it often affects high-achieving women who have experienced notable academic or career accomplishments. It has also been found to have an outsized impact on black, indigenous, and people of colour (BIPOC), and those within the LGBTQ community. Impostor Syndrome seems to thrive in high-achieving settings with low diversity and inclusion. If dealing with Impostor Syndrome is not hard enough, add to this the notion that women may no longer encounter the metaphorical "glass ceiling" as they advance in their career, but rather the twists, turns, and possible dead ends that one would meet in a labyrinth[3]. The Rosenzweig Report has tracked the number of women in named positions across publicly traded companies in Canada over the past 15 years. In 2020, the report noted 538 Named Executive Officers (NEOs), of which 495 are men, and 43 are women. This count represents a drop in female executives from 9.6% in 2019 to 7.99% in 2020[4].
The global pandemic may further impact female representation in senior leadership positions given the share of childcare and eldercare that have been carried by women when schools and alternative care services were closed. With internal and external factors potentially impeding women's career journeys, the prospects of experiencing a fulfilling and smooth ascension throughout their work years may seem quite bleak. In summary, the struggle is real!
So, how can you navigate these obstacles to enjoy a fulfilling and rewarding career experience when some aspects aren't even within your control, rather they are systemic issues that need fixing? There is no doubt that the burden for correcting societal inequities should not rest on those on the receiving end of those inequities. Yet waiting for things to be fixed may not be an option. Focusing on what is in your control can be the key to moving forward in an effective way.
Professional coaching can be a tool that helps unpack and overcome some of the challenges faced along career paths. Coaching is not counselling, advisory, mentoring, or therapy, which can offer various professional support types. Coaching is a distinct process whereby a coach listens attentively, asks effective open-ended questions within a psychologically safe and non-judgmental environment.
The purpose of coaching is to invite exploration of topics that lead to clarity of mind, goal setting, and uncover new thinking that ultimately spurs action to move you forward. At its core, coaching is future-focused. For example, a coaching conversation that focuses on feelings related to Impostor Syndrome could explore the negative impacts it has had on your career, but also ask questions such as:
"How will having Impostor Syndrome benefit your career going forward?"
"How would someone you respect and admire describe you?"
"How would you like to think of yourself when you think of your capabilities?"
By looking at the issue through a wider lens, there is a greater possibility of new thinking, creating solutions, and goal attainment. Focusing coaching conversations on both internal and external challenges can provide an aerial view of the labyrinth that can help you prevail over the forces that may hold you back in your professional life. As researchers and female leadership experts Alice Eagly and Linda Carli put it, "When the eye can take in the whole of the puzzle – the starting position, the goal, and the maze of walls – solutions begin to suggest themselves."
Over the past few days, we have witnessed many historic firsts unfolding. Kamala Harris is the first woman, first Black and first South Asian ever elected as Vice President in the U.S. With his choice, President-elect Joe Biden aimed for experience, competence and, at the same time, was deliberate. This underscores the purposeful approach that is required to move the female leadership needle.
On the campaign trail, Harris had some advice for young women, saying, “you never have to ask anyone to give you permission to lead.” Harris’s words speak to the importance of women carving their own path through the labyrinth.
There is still much work to be done before we see true gender parity of leadership roles. Yet, perhaps we’ve now gotten a glimpse of what is possible on the other side of the labyrinth.
[1] Clance PR, Imes SA. The imposter phenomenon in high achieving women: Dynamics and therapeutic intervention. Group Dyn. 1978;15(3):241-247. doi:10.1037/h0086006
[2] Bravata, D., Watts, S., Keefer, A., Madhusudhan, D., Taylor, K., Clark, D., Nelson, R., Cokley, K., & Hagg, H. (2020). Prevalence, Predictors, and Treatment of Impostor Syndrome: a Systematic Review. Journal of General Internal Medicine : JGIM, 35(4), 1252–1275. https://doi.org/10.1007/s11606-019-05364-1
[3] Eagly, A., & Carli, L. (2007). Women and the labyrinth of leadership. Harvard Business Review, 85(9), 62–.
[4] Rosenzweig & Company, Annual Report, March 2020.
*Clance Imposter Phenomenon Scale. Online version created by Nickolas Means, Copyright 2014.