Dr. Gleb Tsipursky – The Office Whisperer
Cat Johnson – Coworking Marketing Maven
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Andrea Pirrotti-Dranchak – Competitive Advantage
Jonathan Price – CRE & Flex Expert
Jeremy Fennema – Tech Innovation Alchemist
Imposter Syndrome: A Shared Journey with Dr. Valerie Young
In this episode, we dive into the complexities of imposter syndrome with Dr. Valerie Young, co-founder of Impostor Syndrome Institute an esteemed expert whose insights have transformed the way we understand and confront feelings of self-doubt. With a remarkable resume that includes speaking engagements at institutions like Google, NASA, Harvard, and even the NBA, Dr. Young brings a wealth of experience and depth to the conversation. From exploring the roots of imposter syndrome to strategies for overcoming it, this discussion is both enlightening and empowering—inviting listeners to reflect, challenge their insecurities, and take meaningful steps forward.
“Why Am I Here?”—Unpacking Imposter Syndrome
Right from the beginning, Dr. Young set the stage by defining imposter syndrome as the experience of feeling unworthy of our achievements, even when evidence shows otherwise. Remarkably, as many as 82% of people experience these feelings to some degree, according to recent research. It’s something that extends beyond basic self-doubt; instead, it’s a persistent belief that we’re just not as skilled or intelligent as others think.
The key here isn’t that we lack ability, but rather that we often attribute our success to luck or timing, brushing off our accomplishments.
Achievements? Or Just “Right Place, Right Time?”
One of the standout moments was when Dr. Young explained why so many people dismiss their own successes. We tend to downplay our accomplishments as just a product of luck or likability. This disconnect between how we perceive ourselves and what we’ve actually achieved fuels imposter feelings.
We make assumptions, like, “If I can do it, how hard can it really be?” Dr. Young notes that high achievers frequently fall into this mindset, constantly comparing themselves to others and diminishing their own worth.
The Trap of Working Alone
Dr. Young also shared a fascinating perspective on why remote workers and solo professionals may feel imposter syndrome more acutely.
When we’re alone, we have no one to give immediate feedback, to validate our concerns, or to celebrate our wins. She highlighted how this isolation can cause us to spiral into self-doubt.
Working alongside others, even just occasionally, reminds us that we’re not alone in these feelings. It’s one of the reasons why coworking spaces and in-office interactions can be beneficial — not just for productivity but also for mental well-being.
Leaders and High Performers Aren’t Immune
In a surprising twist, Dr. Young shared that even top leaders and high-performing individuals struggle with imposter syndrome. Despite their accomplishments, many CEOs and executives face these insecurities, often feeling like they’re one mistake away from being “found out.”
Dr. Young referenced a Korn Ferry study revealing that 71% of U.S. CEOs experience imposter syndrome, showing that this feeling isn’t exclusive to any one level or role.
Normalizing Imposter Moments
Dr. Young offered a refreshing perspective: instead of thinking of ourselves as having an “imposter life,” we should recognize “imposter moments.” We don’t need to let those moments define us. This shift in perspective allows us to face self-doubt without being consumed by it.
One of the most powerful takeaways was Dr. Young’s advice on adopting a confident mindset—even if we don’t feel it yet. The trick, she says, isn’t to fake it, but rather to learn how to act despite our doubts.
Confidence often comes with experience, but the willingness to “jump in” is the first step. As Dr. Young put it, “Feel the fear, and go forward anyway.” For those of us waiting to “feel ready,” her message is clear: take action first; the confidence will follow.
Key Takeaways: Starting Small, Thinking Big
Dr. Young encouraged listeners to focus on actionable steps, such as embracing both strengths and limitations. She emphasized that organizations can play a vital role by normalizing these conversations and creating support systems, like coaching and mentorship programs.
Addressing imposter syndrome on an organizational level not only helps individuals but also improves team morale, innovation, and overall productivity.
In this episode, we didn’t come away with a magical fix, but we gained something even more valuable: a clearer understanding that imposter syndrome is common and manageable.
It’s about acknowledging our feelings, taking small steps to reframe our thoughts, and remembering that we’re not alone on this journey.
To hear the full conversation on The Future of Work Podcast, click on the player above, or find The Future of Work Podcast on
Apple Podcasts, Spotify, or anywhere you listen to audio.
What follows is the transcript of the full episode.
Daniel Lamadrid [00:01:00 ]:
Dr. Valerie Young, welcome. So excited to have you here. Thank you so much for taking the time.
Dr. Valerie Young [00:01:11 ]:
Thank you. I’m thrilled to be here, Daniel.
Daniel Lamadrid [00:01:14 ]:
Ah, this is really a conversation that I’ve been awaiting to have with you because I must confess to all our listeners and to you. So, you know, I constantly feel like an imposter day to day. Who. Why am I here? How did I get here? Am I worth it? So to start, can you give us an understanding, first of all, of what imposter syndrome is and why it affects so many people? As you say, seven out of ten, that’s a lot. What is it about this feeling that resonates so much with so many people?
Dr. Valerie Young [00:01:50 ]:
Yeah, that’s a great question, Daniel. It’s actually the more recent number that’s coming out of academic research is more like 82%. But also, keep, keep in mind that people are on kind of a spectrum, a range of how intense these feelings are. It could be kind of low, you know, moderate or very intense feelings of impostorism. So essentially what it means is that, you know, deep down, despite, you know, evidence, often overwhelming evidence to the contrary, we feel like we’re really not as intelligent, capable, competent, talented, qualified as other people seem to think that we are. And as a result of that, we’re going to be left with this fear of being found out. And let me just say what’s kind of so fascinating about impostor Syndrome, Daniel, is that again, we have these beliefs despite concrete evidence of our accomplishments or our abilities. But the other kind of hallmark of imposterism is that people discard dismissal, diminish their achievements by chalking them up to largely factors outside of themselves. Things like luck, timing, personality, this idea that they just like me, you know, connections, or if I can do it, how hard can it be?
Daniel Lamadrid [00:02:58 ]:
And maybe even sometimes comparing themselves to others. Right. That could be also something, that constant comparison. Would you also say that imposter syndrome is sort of similar to, Is it like similar to low self esteem or are these completely different things?
Dr. Valerie Young [00:03:13 ]:
You know, the research does suggest that, I think especially for people with intense feelings, you know, there can be a connection with low self esteem. Psychologists often put the two together. I had a conversation recently with Dr. Kevin Coakley at University of Michigan, and I said, so Kevin, if, you know, if we’re saying 82% of people experience imposters, you know, are we really saying that 82% of people have low self esteem? And he’s like, wow, I hadn’t really thought of it like that. So it might be, it might be people. More on, you know, again, that with those intense feelings. I think of self esteem as this kind of global sense we have about ourselves. But imposter feelings are very specific to achievement arenas, work, school, business, career. You know, you don’t feel like an imposter when you’re walking the dog or, you know, emptying the dishwasher.
Daniel Lamadrid [00:03:59]:
Yeah, yeah, for sure. And like, how did you, how did you encounter imposter syndrome? Was there like a pivotal moment in your career where you said, I have to dedicate myself to this? And maybe the question in and of itself is, did you feel like this and therefore start tackling to help others and yourself?
Dr. Valerie Young [00:04:20]:
Yeah, it was more the latter. I did not set out as any intentional career path. I was a doctoral student in the School of Education at the University of Massachusetts. Somebody brought in a paper by Dr. Pauline Clantz and Dr. Suzanne Iams. Those are the two clinical psychologists who coined the term the imposter phenomena, which is the original phrasing, and started describing how all the, they thought it was women at the time, right. So describing how all these bright, capable, competent women thought they were fooling folks. They were going to be found out. And I, I just instantly identified. So being an educator, my instinct was I, I actually changed my dissertation topic and look more broadly at kind of women’s self limiting attitudes and behaviors. So, but just because of my training, I’m not A therapist. So I wasn’t looking for clinical interventions, you know, therapy. I immediately created what I now know is the first educational intervention for imposter syndrome, which is a really fancy way of saying. I created a workshop to use education as a way to help people to unlearn imposter syndrome.
Daniel Lamadrid [00:05:22 ]:
Awesome. That’s. Congratulations on that. I think the work that you’re doing is very helpful to those of us who feel this way. And I really like something that you say in your TED Talk, which, which we’ll include in our episode. You can’t talk your way out of imposter syndrome, but it’s a start, and that’s the objective here, to talk about it first. And what makes it so hard to just over. What makes it so hard to overcome acknowledging it? Like, why does simply talking about imposter syndrome only take us so far?
Dr. Valerie Young [00:06:02 ]:
Yeah, I think it’s like anything, you know, I often joke, Daniel, that my friends and I sometimes sit around and talk about how fat we feel, but we never feel any thinner, you know, at the end of that conversation. Researchers find that adolescents who, they call it co ruminating, in other words, adolescents who dwell on negative thoughts and feelings with their friends, actually experienced higher levels of anxiety and depression. So, you know, if you’re just ruminating about something, but you’re not taking any action to address it, you’re just going to kind of spiral and nothing’s really going to change. So it’s good to have the conversation, to bring it out of the shadows, to normalize it, especially in organizations. But you can’t just stop there.
Daniel Lamadrid [00:06:42 ]:
Yeah, that makes total sense. And a little, a little bit ago you mentioned this refers to your book, the Secret Thoughts of Successful Women. Are certain people more prone to experiencing imposter syndrome? Do you believe it’s more prone for females, women to experience this in comparison to their male counterparts? Is there any data behind that or any specific personality types? You’re just mentioning right now. People that ruminate. So maybe people with ocd, maybe, like, are there specific types of people where this syndrome, imposter syndrome, attacks them a little bit more, if you will?
Dr. Valerie Young [00:07:23 ]:
Sure, yeah, absolutely. Actually, just Random House. Let me update the book. So a new version came out last year, and we actually changed the title to the Secret Thoughts of Successful Women and Men.
Daniel Lamadrid [00:07:35]:
Okay.
Dr. Valerie Young [00:07:36 ]:
You know, I, I never liked the title, honestly, I fought against it, but, you know, everybody loved it. So, like, what do I Know is my first book, so I went along with it. But I, I, I’m not crazy about the title because A lot of people don’t resonate, you know, they think as quote, unquote, successful woman, she’s a CEO or she’s a, you know, head of a country or you know, somebody very high, high level, as opposed to, you know, first year college student or an artist or a small business owner, whoever. A podcaster, right?
Daniel Lamadrid [00:08:04 ]:
Yeah, yeah.
Dr. Valerie Young [00:08:04 ]:
Experiencing podcast their feelings. So I don’t like the title. You know, I do think women as a group and more recent research is showing that for a long time you would hear people say that the research is showing that it’s even. But some new research came out that really looked at, you know, 300 articles or, you know, papers, empirical research, and found it does skew more towards women, I think for a lot of societal reasons as well. But certain people, I think of situational factors, students as a segment of the population, you know, college students, especially graduate students, medical students, much more likely to have imposter feelings. There’s some suggestion that people who work alone are more susceptible people in certain fields, STEM fields, you know, rapidly changing information dense feels like stem, where you feel like you should be able to keep up on everything when no human possibly could. People in creative fields, people in very highly competitive fields like law firms, big law firms and management consulting companies, things like that. And then, you know, there’s family messages that can play into it. And then there’s what I see as kind of. And societal factors you. You can’t discount, like the pressure to have to represent your entire group. If you’re the only person who has a disability, you know, on your team, you know, you feel like you have to like super disabled person or whatever that group might be.
Daniel Lamadrid [00:09:20 ]:
Yeah. And something you just said really resonated with me. You say that people who work alone tend to experience this more. And right now, in the era of remote work, I’ll just give my example. I work from home most of the time. We’re hybrid. But I choose to work from home. And I think these imposter feelings or this ruminating does happen more when I’m by myself at home working with myself. And the cat’s there and I talk to him every once in a while. Right. But then I go into the office and just interacting with other people who feel maybe the same. And we talk about it, those feelings sort of like go away. That’s one of the benefits I see of going into the office, if you will. There are other people that are going through the same things you are. You just forget when you’re home alone.
Dr. Valerie Young [00:10:05 ]:
Right, Right. Yeah. And when you’re working alone, whether it’s as a solo practitioner or solopreneur or you’re working remotely, it’s, I think it’s a lot easier to get in your head. You don’t necessarily have somebody there to bounce ideas off of or get perspective or get feedback. You know, as you said, you can do that much more when you’re actually in the office. And again, for people who aren’t employees but they’re self employed, they’re giving themselves their own performance evaluation. And because they’re so hard on ourselves, you know, they’re always coming up short.
Daniel Lamadrid [00:10:37 ]:
Yeah, and I really, really enjoyed your tech talk. You’re quite funny in it and I really appreciate that. One of the most powerful takeaways from your TED Talk is that people who don’t feel like imposters aren’t necessarily more capable. They just think differently. They just think differently than us imposters. Could you elaborate on what that means? Is it all about thought patterns?
Dr. Valerie Young [00:11:07 ]:
It’s about how we look at some very specific things. In the TED Talk, which was maybe seven years ago, I want to say five years ago, it was definitely just before the pandemic. But in the TED Talk, I referred to that other group as being quote, unquote, non imposters. Right. I don’t use that language anymore. You know, let’s just go back to that 70, 30. Let’s just say 70, 30. Right. My question is like, what’s up with the other 30? Like why aren’t we studying them? Right. Some part of that 30 are. Is that kind of narcissistic, proverbial, smartest guy in the room, you know, arrogant? Or they, they think they know more than they know. Irrational self confidence syndrome. Right. We don’t want to be them, but there’s a minority within that minor who we do want to learn from. People who are genuinely humble, but have just said to me, you know, I’ve never had these feelings. And it’s not that they’re again, more intelligent, capable, competent, it’s that they think different thoughts, but in very specific ways. They. I call these people humble realists. They have a realistic understanding of competence to include their limitations, not just their strengths. They have a healthy response to failure, mistakes, constructive feedback, and they understand that a certain amount of fear and self doubt is just part of the achievement journey.
Daniel Lamadrid [00:12:29 ]:
Okay, that makes a lot of sense. And I’m guessing, as we just mentioned this, leaders would be most prone to encountering imposter syndrome because of the position of power or because they need to succeed with their team and make a team succeed. How, how does imposter syndrome manifest specifically among high performing individuals and leaders? Does this mindset impact their confidence, decision making and how they approach management? And therefore, does this impact a business as a whole having leaders that don’t feel like they’re leaders?
Dr. Valerie Young [00:13:11 ]:
Right. Yeah, there’s definitely organizational costs. Honestly, whether the actual leader, experienced imposter or not, it would still be costs when employees do. There was an interest study with Israeli executives, half men and half women, and it was looking at their reasons for seeking executive coaching, manage or leadership coaching. And their stated reason was to become better leaders. Once they got into coaching, they. What was discovered was two things universally was it’s lonely at the top. You know, if it’s all coming down to your decision, I mean, that’s a lot of pressure. And imposter syndrome was the other two things. Korn Fairy just came out with a new survey that they did. And in the US 71% of US CEOs experienced imposter feelings. I think it was 65% of other senior executives and it was slightly higher in India. They did a global study. So it’s definitely something that you’re going to find at the leadership level. You also find a lot of narcissists at the leadership level. There’s some good books written on that as well. But, you know, I think for most people it’s going to be really common, See, because people think, well, the more successful I become, that I’ll be more confident and I won’t feel like an imposter. And often the opposite happens. Right? Like you’re fooling more people on a higher level.
Daniel Lamadrid [00:14:30 ]:
Yeah, yeah. Oh, I can totally relate to that. And I know a lot of people will. What are, what, what would, what would you say are some of the most common mistakes people make when they try to deal with the, these feelings of self, self doubt. What are, what are those most common mistakes you would say?
Dr. Valerie Young [00:14:53 ]:
Well, I. One is just thinking that they’re the only ones who feel this way and kind of looking around the room and making this assumption that everybody else is confident and knows what they’re doing when they might be struggling with the exact same thing. Another thing. And you know, we’ve really looked at like, what are other folks out there who are doing training or delivering talks or workshops on imposter syndrome or coaching telling their clients or their audiences, and often it’s. I call it the pep talk approach. Okay, so it’s like, you got it and you can do it. And you deserve to be here. Right. Or like telling people to make a list of their accomplishments to remind them, you know, of how fabulous they are. Well, I don’t think Tom Hanks forgot that he won an Oscar.
Daniel Lamadrid [00:15:36 ]:
Yeah.
Dr. Valerie Young [00:15:37 ]:
So, you know, and then. But what happens when you look down that list and you realize that, guess what? Maybe you did have an amazing connection. Maybe you were in the right place at the right time. You know, people dismiss personality as like, oh, they just said I did a great job just because they like me. You know, as if likability wasn’t a valid skill set, especially in leadership. It really is. And, and again, it goes back to, I think, yes, recognize our strengths and gifts and talents. But I’m a big fan of really having a healthy relationship with our limitations. And if I could just share this quickly. Google has this program called I am Remarkable. Anybody can go out there right now and become an I am Remarkable workshop facilitator. It’s like a maybe a two hour virtual workshop or in person. And they created it because they found their employees, especially women, especially internationally were having a hard time talking about their achievements in a performance environment for societal reasons, for cultural reasons. So they created this program to talk about, you know, it’s not bragging if it’s true and you know, get women especially more comfortable talking about their accomplishments. But the, the key piece of it is towards the end, everyone pauses, you take five minutes, you write down your accomplishments and then everybody goes around the room and says, I’m remarkable because. And you share one of the examples. My feedback to Google. I’ve worked with Google in the US I’ve worked with Google in, in Europe. My feedback is they need to change the name to I’m remarkable and some days I suck.
Daniel Lamadrid [00:17:08 ]:
Okay.
Dr. Valerie Young [00:17:08 ]:
Because we’re not always going to be remarkable, right? We’re gonna have good days and off days and that’s okay. That’s having.
Daniel Lamadrid [00:17:16 ]:
It’s okay to not be brilliant at everything. Yeah, absolutely.
Dr. Valerie Young [00:17:19 ]:
You know, I had a client, I don’t do a lot of coaching. We train coaches to be imposter cinema informed, but I don’t actually do a lot of coaching.
Daniel Lamadrid [00:17:26 ]:
Okay.
Dr. Valerie Young [00:17:26 ]:
This guy was a very senior executive, big picture strategy guy. They were bringing in all these younger people with their MBAs and their standard operating procedures and their spreadsheets. And his head was like exploding because he’s a big picture guy. And they were like getting to be around that. You 100 million dollar mark for this company was explosive growth and he experienced imposter syndrome. So. But he also knows he’s a star. There’s always that, like, flip side. Like, on the one hand, we think we’re kind of a hot dog. So he knows he’s the star in the company. And I said, so, John, it sounds like you’re expecting yourself to be the star pitcher, the star batter, the star catcher, the star baserunner, the star outfielder. And he looked at me and he said, oh, my God, I’m a sports guy. I just got it. We can’t excel at everything simultaneously and neither can anyone else.
Daniel Lamadrid [00:18:15 ]:
That’s. Yeah, it’s accepting our limitations, like you say, and talking now, like from the feeling to actually the action plan, if you will. Something you say, you said in your tech talk, which I really started thinking about, is you don’t have to feel confident to act confident. And that really got me thinking. How, how, how does this distinction between feeling and action gradually help people overcome imposter syndrome? Is it. Do we have to put a mask on and fool ourselves in order to. Not for ourselves and others like that? That really got me thinking and I’ve been waiting for this moment to ask.
Dr. Valerie Young [00:19:06 ]:
Because that’s such a legitimate question. Because people might be thinking, well, wait a minute, I already feel like a big phony and you want me to pretend even more. It kind of goes back to your question, Daniel, about organizational costs. Yeah. If you’ve got people who are full, have the capacity, have the potential. Right. To advance, but in their mind, they feel like they’re not ready. Like, oh, well, I’ll apply for that promotion or I’ll take on these more challenging assignments or opportunity when I feel more capable or I feel more confident. It could be a really long time. Right. Very often, like, if you’ve never done something, you’re not going to feel 100 confident. You’re going to be kind of off base. Right. You’ve gotta jump in. It’s the same thing with starting a new position, especially at a brand new company. I tell people, like, give yourself permission to feel off base for a month, two months, three months. You’re meeting all these new names, new systems, new acronyms, inside jokes, Right. On top of your job. Job. You’re going to be like a deer in the headlights. And that’s normal. It’s not an indication that you’re not ready. But you got to kind of, kind of feel that, allow the anxiety. It’s going to be real and just kind of jump in. Because your body doesn’t know the difference between fear and excitement anyway.
Daniel Lamadrid [00:20:24]:
Yeah. And I think that does Happen A lot of times when people are starting new positions or new careers, they. They put so much pressure on themselves to be the best that first day. And we just gotta allow ourselves to make mistakes. Something our CEO, Frank Cottle, always tells us is, it’s okay to make mistakes. What’s the worst thing that could happen? We fix them. We fix them as a team. We learn from them. And that goes back to the whole corporate scenario. I. I agree with you. I believe that corporations need to not only start talking about this with their employees, with their organizations, with their leaders, but they need to make it what it is. Something normal. Something that.
Dr. Valerie Young [00:21:09 ]:
Right.
Daniel Lamadrid [00:21:09 ]:
8 out of 10 now you say are dealing with. We need to normalize it. We definitely need to normalize this. Do you have any examples on how small actions or changes in behaviors can lead to someone to start thinking, feeling more confident from what we just talked about? You don’t have to feel confident to act confident. In my own words, I would put it, tell me if you don’t agree, fake it till you make it. You’ve probably already made it, but fake it. I don’t know.
Dr. Valerie Young [00:21:44 ]:
Yeah, I mean, a lot of people have a, you know, gut, visceral, negative response to that phrasing. You know, I have a whole chapter on, you know, all the. All the reasons why that puts off a lot of people, especially women, because they kind of equate it with, like, a used car salesman or, you know, that. That kind of thing. They feel like it’s lying and. But, you know, there was this woman years ago, and she was asked at the 11th hour to step in for a VP and make this big pitch to clients. Right? So she kind of whipped it off the last minute. Everyone said she nailed it, but she said, oh, man, that was just a bunch of BS I threw together at the last minute. And I said, no, the reframe there is, wow, how good am I that I can pull together information at the last minute that other people genuinely found helpful? Because when you think about it, Daniel, what we’re really saying is other people are so stupid.
Daniel Lamadrid [00:22:38 ]:
Yeah.
Dr. Valerie Young [00:22:39]:
They don’t realize we’re incompetent. And that’s kind of arrogant and kind of absurd, right? If you said to me, oh, it’s a great podcast, Valerie, and I’m like, oh, really, Daniel? Seriously? I mean, how many podcasts have you done before? Really? You thought that was good? You know, it would be pretty arrogant of me.
Daniel Lamadrid [00:22:53 ]:
Yeah. And, you know, sort of to begin concluding our episode, which I believe has been so insightful, I Loved it when you spoke about having an imposter moment rather than an imposter life. Could you explain a little what. What. What you mean by this concept and how it helps people manage these feelings in a healthier way?
Dr. Valerie Young [00:23:17 ]:
Yeah, absolutely. Because I think what people want is to stop feeling like an imposter. Right? They want to hear a presentation, listen to a podcast, read a book, starting out with feeling like an imposter and at the end, not feel like an imposter. Right. And that. That’s not how it works, that feelings are the last to change. So, I mean, my mantra is that the only way to stop feeling like an imp is to stop thinking like an imposter. And we do that by we unlearn imposter syndrome by learning how to adopt the mindset again of a humble realist. And I know we’re focusing a lot on individuals and leaders, but I want to say that there’s such an organizational impact to imposter syndrome. It impacts productivity, especially if you’re a perfectionist or if you are chronically procrastinating as a way to cope with imposter feeling. Well, and I also don’t want to, you know, like, we all procrastinate, right? We’re hardwired to avoid things that are big, hard, difficult, not very fun. But when it becomes a problem is when it can undermine, you know, achieving your major job objectives and so on. But the research shows people with imposter feelings have less job satisfaction, so there’s a retention issue. It impacts advancement because talented people with huge potential aren’t stepping up. It impacts innovation because people have great ideas or great questions, but they’re not sharing them because, let’s face it, we don’t want to, like, look stupid in front of other people, and it affects our health and wellness. You know, there’s a high level of burnout for people who use overworking over preparing as a coping mechanism for imposter syndrome.
Daniel Lamadrid [00:24:54 ]:
Wow. And so for those of you listening to us today, know that from listening to this episode, you probably won’t stop feeling like an imposter today. But at least you’ll have more insights from Dr. Valerie Young. What would you say, Dr. Valerie, as a closing statement, if you will, to those listening out there today, what are the main takeaways you would say they should leave with from our conversation so they can start turning feelings into action as of right now, after listening to this episode? Because I believe that if we live in a world where everyone feels like an imposter, and back then it was 7 out of 10. And right now it’s 8 out of 10. And the tendency continues and everyone feels like an imposter. What does that mean for the future of work? Are we all just going to be self doubting ourselves? Are we all just going to be procrastinating? Like, what does this mean?
Dr. Valerie Young [00:25:54 ]:
Yeah, there’s, there’s absolute, you know, bottom line costs. So I mean, I think fundamentally what I want to leave people with is that the solution is to become imposter syndrome informed. If you have an internal coaching program or even if it’s informal coaching or mentoring, are those people imposter syndrome informed? You know, can you normalize imposter feelings, the syndrome and help educate people about it in new, you know, onboarding with new, new employee orientation, you know, management training? There’s so many things that could be kind of built into organizations that can address it. And also just on the, on the cultural level, to your point. Right. Sometimes organizations themselves can kind of fuel self doubt.
Daniel Lamadrid [00:26:38 ]:
Amazing. Thank you so much. And again, I think we all have to work on acknowledging our imposter moments and not thinking we have an imposter life. Dr. Valerie Young, thank you so much for being with us today. I really, I really hope to speak to you soon again. And thank you so much for bringing all your insights and your expertise. We will definitely link your book and the TED Talk within our episode so people can get even an additional layer of information to start tackling this. Thank you so much.
Dr. Valerie Young [00:27:14 ]:
Thank you.
