The silent struggle: Overcoming impostor syndrome as a leader

Leadership often comes with authority and the expectation of unwavering confidence. But behind the polished exterior of many leaders lies a hidden battle with impostor syndrome - a persistent fear of being exposed as a fraud, despite evidence of competence and success.

This experience is not reserved for those new to leadership. Even seasoned executives and accomplished entrepreneurs find themselves grappling with self-doubt. Impostor syndrome in leadership emerges from a variety of sources. For some, it can be from early career experiences where they felt unqualified or had to work harder than others for recognition. Others may attribute their achievements to luck or external factors rather than their own abilities.

While impostor syndrome can affect anyone in the workplace, leaders face unique pressures that can intensify the experience. They are often under intense scrutiny, tasked with making decisions that impact an entire team or organisation – and this heightened responsibility can amplify feelings of uncertainty.

Recognising impostor syndrome

The signs of impostor syndrome in leadership can be subtle yet pervasive:

1. The fear of being ‘found out’

One of the clearest signs of impostor syndrome in leadership is the persistent fear that others will discover that the leader is not as competent or qualified as they appear. Despite evidence of their achievements, these leaders may attribute their success to chance, timing, or the support of others, rather than their own capabilities.

2. Overworking to prove competence

Leaders suffering from impostor syndrome often overcompensate by working harder than necessary, trying to prove their worth and silence their inner critic. They may feel they need to go above and beyond to meet or exceed expectations, leading to burnout and diminishing returns on their efforts.

3. Discounting achievements

Leaders with impostor syndrome may struggle to internalise their achievements. They might dismiss compliments or downplay their successes, believing they were simply ‘in the right place at the right time’ rather than acknowledging their own skills or efforts. They are quick to attribute any positive outcomes to external factors while attributing setbacks or failures to their own inadequacy.

4. Perfectionism

A common trait among leaders with impostor syndrome is perfectionism. The fear of making a mistake or falling short can cause them to set unreasonably high standards for themselves and their team. This relentless pursuit of perfection can stifle creativity, innovation, and team morale.

5. Difficulty delegating

Leaders with impostor syndrome may struggle to delegate tasks effectively because they believe no one can do the job as well as they can. This often leads to micromanagement, which erodes trust within teams and prevents employees from fully developing their potential.

The two sides of impostor syndrome

While often seen as a drawback, impostor syndrome has both advantages and disadvantages when it comes to leadership. Understanding its dual nature can help leaders manage their self-perceptions and maximize their effectiveness.

One advantage of impostor syndrome in leadership is the increased self-awareness and growth mindset it fosters. Leaders who experience impostor syndrome tend to be highly introspective, which drives them to seek continuous improvement and embrace learning opportunities. 

Another benefit is the heightened empathy and emotional intelligence that often accompanies impostor syndrome. Leaders who struggle with self-doubt can develop a deep sense of empathy for others facing similar challenges. This emotional intelligence enables them to connect better with their teams, foster supportive work environments, and inspire trust and loyalty.

However, impostor syndrome comes with significant disadvantages. One major drawback is the chronic stress and burnout that can result from the constant feeling of inadequacy and the pressure to prove oneself. Leaders who feel they must always overperform may neglect work-life balance and mental well-being, which can negatively impact both their personal and professional lives.

Self-doubt can cause leaders to second-guess their decisions, leading to inefficiency and delays. In fast-paced environments, this indecisiveness can slow progress, weaken team confidence, and hinder the organisation’s ability to respond swiftly to challenges. Impostor syndrome can also lead to reluctance in taking credit or celebrating success and in reluctance to delegate tasks, leading some leaders to micromanage instead. This overcompensation can stifle team growth, reduce efficiency, and create unnecessary pressure on the leader to handle everything themselves.

The journey from doubt to confidence

Overcoming impostor syndrome as a leader requires conscious effort and self-reflection. The first and most important step is acknowledging it. Recognising that these feelings of self-doubt are common and that many successful leaders experience them can help reframe negative thinking. Leaders can begin by consciously separating feelings from facts, understanding that just because they feel like an impostor doesn’t mean they are one.

A critical part of overcoming impostor syndrome is seeking feedback and support from trusted mentors or colleagues. Constructive feedback allows leaders to gain perspective on their strengths and areas for growth. Having a mentor to offer guidance and reassurance can help combat the feeling of being alone in their struggles and provide an external, objective view of their capabilities.

Celebrating achievements, however small, is another key strategy in managing impostor syndrome. Leaders often downplay their successes, but taking time to acknowledge their accomplishments reinforces the belief that their success is earned, not due to mere luck.

It’s also important for leaders to embrace a mindset of continuous growth rather than perfection. No leader is flawless, and everyone has areas to improve. Viewing leadership as a journey of development - where learning and adapting are valued over perfection - can alleviate the pressure. By focusing on progress rather than perfection, leaders can free themselves from the crippling fear of making mistakes.

The most effective leaders are not those who are free from doubt, but those who acknowledge it, confront it, and move forward with resilience. At Acumen we’re dedicated to equipping leaders with the practical tools to tackle real-life challenges. Our comprehensive range of training and development programs, including customised interventions and off-the-shelf courses, help organisations foster a culture of respect and empower their employees.

To learn more about our programs and how they can benefit your organisation, please contact Simon at simon@askacumen.com.