Imposter Phenomenon and it’s impact, especially on Black and Ethnic Minority groups.
“Everyone loses when bright people play small” Dr. Valerie Young
I was late to the party in learning about imposter phenomenon. I can't actually remember not ever having imposter phenomenon in my life. I remember clearly turning up for my first day at a big girls’ secondary school. No one had ever looked like me at school, apart from my sisters, but today was different. This school was so big. It felt like everyone was shouting “You don't belong here” and “You are not good enough to be here” and those feelings continued through to university where I studied law and when I started working as a lawyer.
After I learnt about imposter phenomenon, I felt a huge sense of relief: “I get it, it's not just me”. Then I remember being told, “everyone has imposter phenomenon. Just fake it till you make it and tell yourself you're not a fraud and it will all be okay.” Well………that didn't work for me. Sadly, it seemed that the conversation on imposter phenomenon seemed to stop there.
I still hear this today and call it “imposter phenomenon fatigue” - people talk about imposter phenomenon, they know what it is and then everyone moves on as if it's just part of life. Leaving those who suffer from imposter phenomenon to deal with it alone. I'm not sure why this is, is it because it's more prevalent in women and in particular women of colour? I don't know. But I do know that the impact of imposter phenomenon can be so severe, it's important for all leaders, managers, mentors and sponsors to understand imposter phenomenon whether you personally experience these feelings or not. If we want more people, especially diverse people to play big, we need to embrace and help provide the support and tools to manage imposter phenomenon for all.
What is imposter phenomenon?
Imposter phenomenon is a psychological pattern in which an individual doubts their skills, talents or accomplishments and has a persistent internalized fear of being exposed as a "fraud".
What are the signs of imposter phenomenon?
When we talk about imposter phenomenon, it's often when you feel the following:
You feel you’re not good enough
You feel you don't know enough
You feel you are an imposter, a fraud who will be found out
All the success you have is due to luck
You feel it's just you having these thoughts and feeling
All of this feels so real and the fear of being found out is paralysing.
The truth is that all the above is so common that it has a name, imposter phenomenon. So, if you are experiencing any of these feelings, you are not alone and you are a high achiever. Imposter phenomenon goes hand in hand with high achievers who are very good at whatever they are doing and well regarded by colleagues. Often the more senior you are, the worse the feelings of imposter phenomenon.
What’s the impact of imposter phenomenon?
If you are impacted by imposter phenomenon, then you often:
have times when you feel paralysed by fear
try and keep a low profile
avoid putting yourself forward whether that's putting your hand up in a meeting or putting yourself forward for a stretch project
over prepare if in the spotlight, and then you often nail it to your surprise
feel exhausted due to overworking and becoming a perfectionist
negatively impact long term career development as you hold back from pursuing opportunities to progress
have patterns such as constant negative internal dialogue that lead to lack of confidence
find it difficult to recover from setbacks
unkind to yourself, talking to yourself in a way that is negative and damaging
It’s the above impact that makes it important for organisations and individuals to move away from “imposter phenomenon fatigue” and start taking action to help conquer imposter phenomenon feelings.
Is it worse for Black and Ethnic Minority community?
I am often asked if imposter syndrome is worse for Black and Ethnic Minorities. In my view, from my own experience and from coaching many people with imposter phenomenon, it can be more severe for minority groups for the following reasons:
Lack of role models from a similar background to admire and connect with
When you walk into a boardroom, there are very few people that look and sound like you, which inevitably impacts your confidence and how you feel
An additional hurdle of fighting the stereotypes relating to ethnic origins, such as “Asians are good at Sciences and Maths.” I’ve lost count of how many people have been surprised at how “articulate” I am. Stereotypes trigger impostor feelings because now you need to prove yourself in ways that others may not
If you're the only person of that minority group in the room, you're often assumed to be representing that whole group, which increases the pressure and the stress on you
“aggressive” is often used to describe the voice with an opposing opinion. Fear of being called a trouble maker or aggressive also increases imposter syndrome
Black and ethnic minority people are often underestimated and in consequence can feel they have to work harder than anyone else to prove themselves
A loud inner voice telling you that you don’t fit in and the statistics around who is in leadership positions and faces in the board room reinforcing these beliefs
All of this can foster a powerful feeling of self-doubt, ultimately feeding into imposter phenomenon.
So, what can we do about it?
Top strategies to help manage imposter phenomenon
My experience of imposter phenomenon is that it can be managed and does not have to hold you back and it’s liberating when you start making the decisions you really want to make. Organisations and individuals need to acknowledge that we may well be an expert in our field but that does not mean we are experts in how our minds and thoughts work. My 20 years as a lawyer did not teach me about imposter phenomenon and how to deal with it, I learnt this from my coach and from my coaching qualifications, training and experience.
Top ways to manage imposter phenomenon
Acknowledge that it exists and is a real reason for many bright people holding themselves back.
Talk about imposter phenomenon, don’t get stuck having the same conversation day in day out, if you need help, get support from a qualified coach or other expert. Organisations can support by providing education around imposter syndrome and how it can be managed.
Spot your imposter phenomenon feelings, acknowledge what they are and what they're saying. Acknowledge that it's a moment in your life. It does not define your life.
Think positive. According to Dr. Valerie Young, “the only way to stop feeling like an imposter is to stop thinking like an imposter”. Write down your negative thoughts and choose positive thoughts instead.
Think of the impact on the world if you play it small and hold yourself back. Who are you not helping? What are you not doing because of your imposter feelings?
Treat your imposter as a friend, not as an enemy, there’s no need to fight it, just embrace the feelings and then take the action you choose to take.
Be realistic. If you suffer from imposter phenomenon, you often hold yourself to unrealistic high standards and then feel completely disheartened if you don’t reach them.
Lastly, be kind and compassionate to yourself on your journey.
If any of this resonates with you, or if you or your organisation needs support in conquering imposter phenomenon, please do book a curiosity call. I am passionate about helping bright people play their full game. We need more bright people playing big right now.