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Overcoming Imposter Syndrome with Mindset Development

 

 

Until I heard the term, I had no idea I was battling Imposter Syndrome. Listening to a speaker at a convention five years ago, I realised they were describing my experience almost word-for-word. Despite rapid success across various industries and notable achievements during high school — deputy-head boy, chairman of student council and athletics team, captain of the soccer team, debate champion, and academic accolades — I was consistently overwhelmed by the feeling that I wasn’t good enough.

 

Perhaps it was poverty, absent parents, colourism, or growing up Black in a country that didn’t fully recognise my worth. Whatever the reason, I couldn’t recall a time when I truly felt deserving of recognition. Each time I excelled at a job, swiftly rising through the ranks, I feared being exposed as a fraud and often left the company before anyone could “discover” that I wasn’t as competent as they believed. Despite my achievements, I felt out of place at the top, dismissing compliments and attributing success to others, eventually concluding that I didn’t belong.

 

When I first heard about Imposter Syndrome, everything made perfect sense.

 

Defining Imposter Syndrome

Imposter Syndrome is a psychological phenomenon where individuals feel like frauds despite clear evidence of their abilities and accomplishments. Originally coined by psychologists Pauline Clance and Suzanne Imes in 1978, it manifests as a persistent belief that one’s success is due to luck or external factors, rather than skills or competence. Those experiencing it constantly fear exposure as a fraud.

 

How It Manifests

Imposter Syndrome shows up in various ways:

• Perfectionism: Setting unattainable standards and fearing failure. Many psychologists view perfectionism as a symptom of insecurity about one's abilities, driven by fear of imperfection.
• Overworking: Compensating for perceived inadequacy by working excessively.
• Self-Sabotage: Undermining one’s own achievements or hesitating to take on new challenges.
• Discounting Success: Attributing achievements to external factors and minimising personal brilliance.
• Comparing to Others: Constantly feeling inadequate compared to peers, even when there’s evidence to the contrary.

 

Causes of Imposter Syndrome

Imposter Syndrome can arise from various sources:

• Early Childhood Experiences: A focus on achievement can instil a fear of failure.
• Personality Traits: High-achievers and perfectionists often fear they cannot sustain their performance.
• Workplace Environment: Competitive or critical environments can exacerbate feelings of inadequacy.
• Cultural Factors: Societal pressures and historical views of inferiority can fuel self-doubt.
• Major Life Transitions: Promotions, new jobs, or responsibilities can trigger feelings of inadequacy.

 

Overcoming Imposter Syndrome Using the Mindset Development Framework (MDF)

1. Awareness: According to the Mindset Development Framework, the first step in overcoming Imposter Syndrome is awareness. Recognising and accepting that you are experiencing these feelings is critical. In MDF, awareness involves acknowledging the levels of thinking that influence your life: conscious, subconscious, and unconscious​​. You cannot change what you don’t recognise.
2. Talk About It: Share your experience with a trusted individual outside of the workplace to avoid negative professional impacts. The external influences of supportive relationships play a key role in mindset development​.
3. Reframe Thoughts: MDF emphasises repurposing thoughts through conscious effort​​. Challenge negative self-talk by focusing on past accomplishments: “I’ve succeeded before and will do even better with my experience now.”
4. Set Realistic Goals: Avoid the trap of perfectionism and aim for excellence, a principle within the MDF that focuses on continuous growth rather than unattainable standards​. Excellence is about being your best, not the best of everyone.
5. Track Achievements: Keeping a record of success helps solidify a positive mindset, as MDF stresses the importance of affirming your abilities through reflection and self-assessment​​.
6. Embrace Failure: In MDF, failure is seen as part of growth​. Recognise that early stages of learning or transitions may come with mistakes, and that’s okay — it’s a part of becoming proficient.
7. Seek Support: MDF teaches the importance of building ecosystems that foster growth​​. Surround yourself with people who encourage and constructively critique your progress.

 

Real-Life Examples of Imposter Syndrome in Success Stories

• Trevor Noah: The comedian and talk show host has admitted to struggling with Imposter Syndrome despite his success. He learned to shift his mindset by focusing on his unique experiences and skills.
• Maya Angelou: Despite her immense success, Angelou often felt like a fraud. She overcame this by focusing on the impact her work had on others.
• Tom Hanks: The actor acknowledged feelings of self-doubt despite numerous awards. His journey highlights the importance of perseverance.
• Sheryl Sandberg: The COO of Facebook openly discussed her battle with Imposter Syndrome and emphasises the power of self-belief.

 

Conclusion: Integrating MDF to Build Stronger Mindsets

 

Recognising Imposter Syndrome and understanding its root causes are crucial steps toward overcoming it. By applying the principles of the Mindset Development Framework — Awareness, Re-posturing, and Execution — individuals can cultivate a strong mindset capable of managing imposter feelings. Remember, excellence is about being your best every time, not about being perfect. Your achievements reflect your competence, and building supportive ecosystems helps reinforce your confidence.

Finally, companies must foster environments that support a growth mindset, encouraging individualism and collaborative growth.

 

 

Jabu Zwane is a Mindset Development Specialist, founder of the Mindset Development Institute, Vice-president of the Professional Speakers Association of Southern Africa.

Website: www.jabuzwane.co.za