3 min read

Imposter Syndrome

In the run-up to the 2017 presidential elections, Emmanuel Macron was mocked in French media and given the nickname “Mr At-The-Same-Time”¹, thanks to his tendency to agree with one point of view before equally accepting another.

I was thinking of this when listening to Iain McGilchrist², a prominent British scholar, psychiatrist and author of, most recently, The Matter with Things. With his unique blend of scientific and philosophical thought, McGilchrist argues that everything is connected, that nothing is ever static and fixed, and that the ever-changing nature of our world and our relationship with it is what creates complexity, beauty, and order. He also makes the point that we are not simply observers of our world but co-creators, and that the world we know is the product of our attention.

The Real Effect of Imposter Syndrome

When we run sessions using Systemic Modelling and Clean Language principles, we ensure we pay attention to both sides of a situation. For example, during a workshop on Imposter Syndrome, we’ll get participants to give us examples of how Imposter Syndrome shows up in the world around us. We’ll generally hear things like:-

“I’m so worried about the presentation, I was awake all night working on my slides”

“I don’t think I’ll apply for that position. Everyone else seems so much more qualified than me.”

“This will probably sound silly but …”

Then we’ll get the group to consider the costs of Imposter Syndrome in their workplace. Stress, depression, anxiety. Not putting themselves forward, holding back from making suggestions. Not going for promotion, putting up with less than competent managers. Poor sleep, over-work, health issues … and we could go on. People find it easy to come up with the negative impact of IS.

But then we ask about the benefits, and we’re usually met with quite a reaction of surprise. “Yes, yes,” we urge. “If we’re thinking these thoughts and doing these things, we must be doing it for a reason.”

And after some reflection, the group starts to realise that there can indeed be a positive cause or consequence. Maybe it drives us to work harder, better, to push ourselves. Or perhaps it comes from a desire to fit in, to belong. And sometimes Imposter Syndrome works to keep us humble and avoid the Dunning-Kruger³ effect when a person's lack of knowledge and skills in a certain area causes them to overestimate their own competence .

The Truth About Imposter Syndrome

Since our first workshops, we also stopped referring to it as Imposter Syndrome. A syndrome usually refers to a condition with which a person is afflicted, producing symptoms without an identifiable cause⁴. In their first study⁵, Drs Pauline Rose Clance and Suzanne A. Imes refer to it as Imposter Phenomenon, a psychological occurrence in which people doubt their skills, talents, or accomplishments and have a persistent internalised fear of being exposed as frauds stemming from factors such as gender and cultural stereotypes. Phenomenon comes from the Greek – to bring to light – and that’s certainly our intention when we hold our Imposter Phenomenon workshops.

By bringing people together and shining some light on our experiences, we’re debunking the idea that Imposter Syndrome is a bad thing, something to be ashamed of. After all, it’s estimated that as many as 70% of us⁶ will struggle with feelings of Imposterism at some point in our lives. And contrary to popular opinion, it’s not just a women thing either. Clance & Imes’ 1978 study was carried out on high-achieving women but men like Tom Hanks, Lando Norris, and Matty Healy have all been quite open about their struggles⁷.

Creating Space

At We are Clean, we create spaces where participants can get talking and where different points of view can be held equally. Where we can accept that Imposter Phenomenon can be a good thing, to push us towards achieving more and – at the same time – remembering that we need to put attention on our boundaries, and health. Tips from recent events include to speak up when you’re feeling anxious about a presentation and asking for support. To find a mentor or coach and work on your self-confidence, to notice when you start working late, and take steps to redress the balance. And always remember, you are not alone! If this kind of workshop is just what’s needed to start a conversation in your workplace, get in touch.