Have you ever felt unqualified to do or be something? Or felt like you didn’t belong in or deserve your role? Me too. That’s my definition of imposter syndrome. It often happens when I’m challenging myself to do something important.

Whether stepping into a promotion, giving a speech to a large audience, or being the CEO of a growing company, most people — especially high achievers and business leaders — feel like frauds at some point.

Feelings are real, but they don’t always tell the truth.

The Challenge of Leading with Confidence

I’ve felt like an imposter multiple times throughout my career, but the most intense experience happened when I was promoted to oversee multiple teams, including a peer who became my direct report.

My new direct report had more experience and expertise in the area that they oversaw than I did, so there was a fair amount of questioning what I was doing. The pressure was intense, and I often wondered, “Should I have taken this role? Am I doing the right thing?”

What helped me get through that experience was sticking to my values as a leader. I’ve always known that I don’t need and can’t have all the answers — it’s about figuring out ways to get the answers.

So I leaned into my collaborative leadership style, working closely with my new direct report and giving them a voice and a say in some decisions, especially where they had more expertise. Over time, I earned their respect and strengthened my confidence in the role.

My boss saw something in me that I didn’t recognize in myself. Once I started to embrace my identity as a leader, dealing with my imposter syndrome became easier.

Understanding Imposter Syndrome in High Achievers

Imposter syndrome is especially common among high achievers. They care deeply about their work. They hold themselves to high standards. They hate doing anything halfway. It’s no wonder successful leaders doubt themselves.

But self-doubt can lead to paralysis — which stunts your personal AND business growth.

The key is to embrace imposter syndrome. When you do, each new challenge becomes easier to navigate. The more you repeat the process of confronting these feelings, the better equipped you are to manage them.

As Seth Godin says, “Time spent fretting about our status as impostors is time away from dancing with our fear, from leading and from doing work that matters.”

Strategies for Managing Imposter Syndrome

Here are some ways to dance with our fear:

• Look at the evidence. Reflect on your accomplishments and compare them to the stories you’re telling yourself. Try journaling, taking walks in nature, or reviewing your calendar to acknowledge what you’ve achieved.
• Be persistent. Leveraging imposter syndrome isn’t about making it disappear but developing a habit of confronting and working through it. Talk to someone you trust — a friend, mentor, or coach. They can validate your feelings, challenge your perceptions, and give constructive feedback.
• Find the third option. People often get stuck in either/or thinking. Remember: There’s always another way.

Growing Through Imposter Syndrome

One of my clients came to a crossroads in their business. In their mind, they needed to hire an employee or let their business stagnate. But they didn’t want to hire any employees because they didn’t see themselves as a leader. They were stuck in a binary mindset. 

In reality, those weren’t the only options. Together, we came to a third choice: hire contractors.

If hiring a contractor didn’t work, it would be easier to not renew a contract than let an employee go. Today, this client has hired multiple contractors, is growing their business, and leaning into their new-found confidence as a leader.

Every decision to face fears, look for a third way, and move forward has helped my client use their imposter syndrome to grow.

Embracing Your Own Style

Sure, there’s a fine line between confidence and arrogance. Being open to honest feedback and maintaining a self-awareness of your own leadership style and achievements is crucial to staying grounded.

One of my clients struggled with imposter syndrome as the head of a small team. Her leadership style was different from others in her organization — more collaborative and people-focused, while her company usually took a much more traditional approach. 

Like most high achievers, she tended to fall on the side of not recognizing her accomplishments enough. She didn’t see her style as a valid approach and questioned her abilities as a leader. 

With my help as a coach, she embraced her style, became more vocal about it, and eventually grew into a more visible leader within the organization. Today, she’s a member of the executive team.

Leadership and Mindset Coaching

For entrepreneurs and leaders struggling with imposter syndrome, the first step is to embrace it as a sign that you’re on the right path. Instead of letting it paralyze you, use it to fuel your growth. Imposter syndrome is not a reflection of your abilities but a signal that you’re pushing your boundaries.

If you’re looking for a coaching and advising approach that will help you overcome imposter syndrome, solve business problems, and achieve sustainable success, let’s book a discovery session. I’m excited to talk with you.