Imposter Syndrome And Perfectionism Are Killing Your Career

• Imposter syndrome, experienced by up to 82% of people, leads individuals to doubt their own achievements, often attributing success to external factors rather than personal competence.
• The intensity of imposter syndrome varies among individuals and is influenced by cultural, societal, and professional pressures, with women particularly prone in male-dominated fields due to societal expectations.
• Overcoming imposter syndrome requires recognizing its presence, challenging negative beliefs, and utilizing strategies like self-compassion and confidence-building to reshape one’s perception of their own achievements.

This article is based on the Allwork.Space Future of Work Podcast episode featuring 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. Click here to listen to the full episode.

Imposter syndrome is a psychological pattern that affects an overwhelming number of people, causing them to doubt their accomplishments and feel like a fraud, despite evidence of their competence. 

It’s an issue that cuts across industries, age groups, and career levels. 

While some estimates suggest that up to 70% of people experience imposter syndrome, newer research suggests that number could be as high as 82%. This staggering figure raises an important question: Why does this feeling resonate so deeply with so many people?

To understand just that, we spoke to Dr. Valerie Young,  co-founder of Impostor Syndrome Institute, on a recent Allwork.Space podcast episode.

At its core, imposter syndrome is the belief that, despite external evidence of competence, one is not truly capable or deserving of their success. 

People experiencing imposter feelings often attribute their achievements to external factors like luck, timing, or connections, rather than their own talents and hard work, according to Dr. Young. 

Perhaps most notably, there’s a constant fear of being “found out,” or being exposed as someone who doesn’t belong or isn’t qualified. This feeling can range from mild self-doubt to a more intense belief of being an utter fraud.

The Spectrum of Imposter Feelings: Why Some Feel It More Than Others

Interestingly, imposter syndrome doesn’t affect everyone equally. The intensity of these feelings can vary widely, and certain groups of people are more prone to experiencing imposter syndrome than others. 

“There can be a connection with low self esteem,” Dr. Young said during our podcast conversation.

However, imposter feelings are typically not linked to a person’s overall sense of self-worth; rather, they are more specific to achievement-oriented areas like work, school, or career. 

For example, a person may feel like a fraud at work, but still feel confident in other aspects of life, such as their personal relationships or hobbies.

One of the reasons imposter syndrome is so common is that it’s often tied to cultural and societal pressures. 

Take, for instance, academic environments, especially in fields that are highly competitive or information-dense like STEM (science, technology, engineering, and mathematics). In such fields, the pressure to “keep up” with rapid developments can create a breeding ground for imposter syndrome, where individuals feel inadequate or unqualified in the face of ever-expanding knowledge. 

Similarly, highly competitive professions, such as law or management consulting, may also exacerbate these feelings.

Certain individuals may be especially vulnerable to imposter syndrome due to their circumstances. For example, college students — especially graduate students — medical students, and professionals who work independently or remotely, are more likely to experience imposter feelings. 

In these cases, the isolation of working alone or not having regular feedback can magnify feelings of inadequacy.  

“For people who are self- employed, they’re giving themselves their own performance evaluation. And because they’re so hard on themselves, they’re always coming up short,” Dr. Young said. 

For those working in highly visible fields or under intense scrutiny, the pressure to perform can become overwhelming. 

Even senior leaders aren’t immune to these feelings. A recent study by Korn Ferry found that 71% of U.S. CEOs and 65% of other senior executives reported experiencing imposter syndrome, a startling statistic that shows just how pervasive these feelings can be, even among the most successful individuals.

Why Women Are More Likely to Experience Imposter Syndrome

Historically, imposter syndrome has been thought to disproportionately affect women, especially in male-dominated fields. 

Early research on imposter syndrome was largely centered on women, particularly high-achieving women who felt they were “fooling” others into thinking they were competent, when in fact, they felt deeply insecure. 

However, more recent studies have shown that while women are more likely to experience imposter syndrome than men, the gap may not be as wide as originally believed. 

One of the key reasons for the persistence of imposter syndrome among women is rooted in societal expectations and gender roles. Women, especially in leadership roles, often face the added pressure of “representing” their entire gender. This heightened sense of responsibility can amplify feelings of inadequacy and self-doubt.

In contrast, men, particularly those in leadership roles, may experience imposter syndrome differently. They may feel like they are not living up to the expectations of their role or that they’re not “qualified” for their position, despite evidence to the contrary. 

The gendered nature of imposter syndrome speaks to the broader cultural pressures people face, and it’s essential for organizations to understand these dynamics to better support their employees, particularly women, in overcoming these feelings.

Practical Tips for Individuals and Organizations for Overcoming Imposter Syndrome

Imposter syndrome can have serious consequences for both individuals and organizations. For employees, it often leads to procrastination, perfectionism, and burnout. 

“There’s a high level of burnout for people who use overworking and over-preparing as a coping mechanism for imposter syndrome,” Dr. Young said on our podcast. 

These behaviors arise as individuals try to overcompensate for their perceived inadequacies. If left unchecked, imposter syndrome can impact job satisfaction, career advancement, innovation, and overall well-being. 

Research shows that individuals with imposter syndrome are less likely to speak up in meetings, share their ideas, or pursue new challenges, all of which can limit their growth and potential within an organization.

For organizations, the cost is not just individual, but collective. 

The failure to address imposter syndrome can result in high turnover rates, reduced productivity, and a lack of diversity in leadership positions. 

If employees feel unqualified or undeserving of promotions, they may avoid seeking out opportunities for advancement, even if they have the necessary skills. 

For employers, it’s essential to create a culture where imposter syndrome is acknowledged, addressed, and normalized. By creating spaces where employees feel supported and empowered to take risks, organizations can help alleviate the negative effects of imposter syndrome.

According to Dr. Young, one useful approach for individuals is to reframe their mindset. 

Rather than seeing themselves as frauds or impostors, they can start to recognize their achievements and abilities as legitimate. 

This doesn’t mean ignoring weaknesses or pretending to have all the answers, but rather embracing a mindset of being a “humble realist.” 

This allows people to recognize both their strengths and their limitations without feeling like they are unworthy or undeserving of their success.

Organizations can also help employees combat imposter syndrome by normalizing it within the workplace. 

For instance, Google’s “I Am Remarkable” program is designed to help employees, particularly women, become more comfortable discussing their achievements. 

It emphasizes that it’s not bragging if it’s true and helps participants feel more confident about sharing their successes. 

Programs like this can be incredibly effective in supporting a sense of validation and recognition in the workplace.

Unlearning Imposter Syndrome

Unlearning imposter syndrome is a process that takes time and effort. It’s not something that can be resolved by a single workshop or reading a book. 

Overcoming imposter syndrome requires consistent effort to challenge the negative thoughts and beliefs that reinforce these feelings. 

The first step is recognizing and acknowledging the existence of imposter syndrome, both in yourself and in others. 

From there, it’s important to adopt strategies that promote self-compassion, realistic thinking, and confidence-building.

Ultimately, the key to overcoming imposter syndrome is not to strive for perfection or to avoid feeling inadequate altogether. Instead, it’s about reframing those feelings and developing a healthier relationship with both your strengths and your limitations. 

Leaders, in particular, can benefit from recognizing imposter syndrome in themselves and their teams, as this awareness can help them cultivate a more supportive and inclusive work environment where everyone feels valued, capable, and confident.

While imposter syndrome is a common experience, it doesn’t have to control your life or your career. 

By understanding its causes, recognizing its signs, and implementing strategies to overcome it, individuals and organizations alike can create healthier, more productive, and more confident work environments. 

It’s time to stop feeling like an imposter and start owning your achievements.