What is impostor syndrome and how to overcome it?

You’ve led successful transformations, closed complex deals, and made decisions that shaped your organization’s future. Yet, in the quiet moments between milestones, a different narrative sometimes creeps in: “What if I’m not as capable as they think?”

This silent self-doubt often hidden beneath polished résumés and boardroom confidence has a name: impostor syndrome. And it affects more high-performing leaders than you might expect. In fact, the more you achieve, the more vulnerable you may be to questioning whether you truly belong at the table.

This article explores the psychology behind impostor syndrome: what it is, what causes it, and how it manifests at the executive level. More importantly, it offers practical, evidence-based strategies to help you recognize it, reframe it, and move forward with renewed clarity. Whether you’re navigating a new role, scaling your influence, or mentoring others through similar doubts, understanding impostor syndrome is a step toward stronger, more grounded leadership.

Let’s begin by defining what impostor syndrome really means and why it’s especially relevant for today’s business leaders.

1. What is impostor syndrome?
2. What causes the impostor syndrome?
3. How can I tell if I have impostor syndrome?
4. The 5 types of impostor syndrome (and how to spot them)
5. Does impostor syndrome exist outside of work?
6. The opposite of impostor syndrome isn’t overconfidence
7. How to overcome impostor syndrome?
8. Redefine leadership beyond impostor syndrome

What is impostor syndrome?

You’ve likely heard the term before, but what is it exactly? Impostor syndrome is the persistent internal experience of feeling like a fraud, even when there is clear and consistent evidence of your success. It’s the sense that you’ve somehow fooled those around you into believing you’re more capable than you truly are.

To define impostor syndrome simply, it’s a recurring mental pattern marked by the following traits:

• Persistent self-doubt, even in the face of repeated success
• A tendency to attribute achievements to luck, timing, or external support rather than personal competence
• A fear of being “found out” or exposed as less capable than others perceive
• Discomfort with praise or recognition, often dismissing it as politeness rather than genuine merit

The term was first coined in 1978 by psychologists Pauline Clance and Suzanne Imes, who noticed this phenomenon among high-performing women. Despite their impressive credentials and accomplishments, many of these women consistently dismissed their success, attributing it to luck, timing, or external help rather than skill or intelligence.

Although Clance and Imes originally called it a “phenomenon” rather than a syndrome, the term quickly resonated and not just among women. Today, we know that impostor thoughts affect people across industries, backgrounds, and levels of success.

But it’s worth remembering that this concept began with a very specific and deeply human observation: even those who appear to have it all together can quietly feel like they don’t belong.

What causes the impostor syndrome?

Rather than having a single cause, it develops through a blend of internal dynamics and external influences, many of which take shape early in life.

While the experience varies from person to person, certain patterns are especially common. Research links impostor feelings to specific personality traits. For example, people who score high in neuroticism—meaning they’re more prone to anxiety or emotional volatility—may be more vulnerable to this kind of self-doubt. Low self-esteem and a strong need for external approval are also frequently present.

These traits don’t cause impostor syndrome on their own, but they can amplify it, especially in high-pressure environments where performance and perception are closely linked.

Here are some of the most common triggers that tend to reinforce the pattern:

• Perfectionism:High achievers often set unrealistic standards for themselves. If the outcome isn’t flawless, it feels like a failure even if the result was objectively successful.
• Early family dynamics:Growing up with expectations such as “you always need to be the best” or “you’re the smart one in the family” can lead to internal pressure to maintain that identity at all costs.
• Workplace culture: Environments that reward constant performance and discourage vulnerability can fuel impostor feelings. If no one talks about doubt, it’s easy to assume you’re the only one experiencing it.
• Lack of representation: Being the “only one” in the room whether by gender, race, background, or age can amplify self-doubt. It’s hard to feel like you belong when you don’t see others like you at the table.
• Major transitions: New roles, promotions, or entering unfamiliar industries can spark feelings of inadequacy, even among the most qualified professionals.

How can I tell if I have impostor syndrome?

You probably don’t walk around thinking, “I must have impostor syndrome.” But if you often feel like you’re not enough, or that your achievements are a result of luck rather than ability, it may be having more influence than you realize.

For many high performers, these feelings don’t show up as isolated moments. Instead, they tend to follow a repeated loop—a mental pattern known as the impostor cycle. Over time, this cycle reinforces feelings of inadequacy, making it harder to internalize success and easier to fall back into self-doubt, no matter how much you accomplish.

Here’s how it typically works:

1. A challenge arises.: You’re asked to lead a high-stakes project, present to senior stakeholders, or take on new responsibilities. Suddenly, the anxiety creeps in, along with the quiet fear that you’re not truly “good enough” for the task.
2. You overprepare or procrastinate.: To cope, you either throw yourself into the task obsessively or avoid it altogether. In both cases, the underlying belief is the same: “I’m not up to this.”
3. You succeed but don’t believe it.: The project goes well. But instead of owning the outcome, you credit luck, timing, or excessive effort. Your success doesn’t feel “real.”
4. Relief is short-lived.: Rather than boosting your confidence, the experience becomes proof that next time, you’ll need to work just as hard or harder to avoid being “found out.”

Recognizing the impostor cycle is a turning point. It helps you break the link between anxiety and overcompensation and start seeing your achievements as earned, not accidental.

Left unchecked, this mindset can quietly erode your executive presence and hold you back from fully stepping into your leadership potential. But when you learn to spot these signs, you’re no longer operating on autopilot, you can start to shift the narrative.

The 5 types of impostor syndrome (and how to spot them)

Not everyone experiences impostor syndrome the same way. In fact Dr. Valerie Young, an expert on impostor syndrome and co-founder of the Impostor Syndrome Institute has identified five distinct types of impostor syndrome, each with its own patterns of thought and behavior.

Here’s a breakdown of the most common types and how they often show up in leadership roles:

Let’s explore each one briefly:

• The Perfectionist: You set impossibly high standards and beat yourself up for even minor mistakes. Praise doesn’t land because your focus is on what could have been done better.
• The Expert: You measure your worth by how much you know. If you don’t have all the answers, you feel inadequate despite being more informed than most.
• The Soloist: You believe needing help is a weakness. Delegating or collaborating feels uncomfortable, so you carry more than you need to.
• The Natural Genius: You expect to master everything immediately. Struggling makes you feel like a fraud, even if you’ve achieved success in the end.
• The Superhero: You link your value to how many roles you can juggle flawlessly—executive, mentor, parent, partner—and never feel like you’re doing enough.

These types aren’t mutually exclusive, you might see parts of yourself in more than one. But naming these patterns helps interrupt them. Instead of thinking “Why can’t I handle this?” you can start to ask, “Is this my inner perfectionist talking?” That shift alone creates space for perspective, self-compassion, and growth.

Does impostor syndrome exist outside of work?

Absolutely. While impostor syndrome is often discussed in the context of professional performance, it doesn’t stay neatly confined to the office. In fact, it often shows up in other areas of life, sometimes more quietly, but with just as much impact.

Many high achievers experience impostor feelings in:

Relationships

You may question whether you’re a “good enough” partner, fearing that your significant other will realize you’re not as kind, interesting, or successful as they think. This can lead to overcompensating, constant reassurance-seeking, or withdrawing emotionally to avoid being “found out.”

Parenting

Even the most dedicated parents can secretly worry they’re failing their children. You might second-guess every decision, feel inadequate compared to other parents, or fear that any mistake could have lasting consequences.

Friendships and social dynamics

You may wonder why others want to spend time with you, or assume they’ll lose interest once they “really know” you. This belief can hold you back from building deeper connections or asking for support when you need it

Creative or personal pursuits

Whether you’re trying a new hobby, speaking a second language, or joining a group outside your comfort zone, impostor thoughts can creep in: “Who am I to be here?” or “Everyone else is probably more talented.

The opposite of impostor syndrome isn’t overconfidence

Overcoming impostor syndrome isn’t about swinging to the other extreme. It’s not about inflating your abilities or pretending to have all the answers: it’s about developing healthy confidence: a grounded, realistic view of your strengths, limitations, and value.

This kind of self-assurance is often confused with overconfidence, but it’s quite the opposite of the Dunning-Kruger effect, where individuals overestimate their competence. In fact, leaders who’ve worked through impostor thoughts tend to have a more accurate sense of self. They recognize where they excel, where they need support, and how to continue growing.

Ultimately, moving beyond impostor syndrome means replacing fear-based self-perception with self-trust. It’s not about becoming invulnerable but more about leading with clarity, presence, and confidence built on real insight. And the good news is, that shift is entirely possible with the right tools, mindset, and support.

How to overcome impostor syndrome?

If you’ve recognized elements of impostor syndrome in your own journey, you’re far from alone, and, more importantly, you’re not stuck. While these thought patterns can be deeply ingrained, they’re also highly responsive to self-awareness, mindset shifts, and intentional practice.

Here are some practical, research-backed strategies to help you move forward with clarity and confidence:

1. Reframe your internal dialogue: When the thought “I’m not qualified enough for this” shows up, pause and ask: “What evidence do I have that contradicts this?” Learn to treat negative thoughts as passing signals, not facts.
2. Keep a success log: Create a simple habit of writing down wins, milestones, and moments of impact, both big and small. Over time, this becomes a powerful reminder that your success isn’t accidental.
3. Talk about it with the right people: Trusted peers, mentors, or executive coaches can help normalize what you’re feeling. Chances are, they’ve experienced it too. Speaking openly can reduce shame and put things in perspective.
4. Learn to accept praise: Instead of deflecting compliments, practice saying a simple “thank you.” Acknowledge that recognition is a reflection of your effort and impact, not a mistake or misunderstanding.
5. Separate feeling from fact: It’s possible to feel like a fraud and still be fully competent. The goal isn’t to eliminate all doubt, but to stop letting that doubt run the show.

For executives navigating high-stakes environments, overcoming impostor syndrome also means building in moments of reflection and recalibration. Whether through journaling, coaching, or structured leadership development, the most effective strategies are the ones you return to consistently.

Redefine leadership beyond impostor syndrome

By the time you reach senior roles, technical skills aren’t what hold you back: it’s mindset. Overcoming impostor syndrome is part of developing the clarity, confidence, and presence required to lead at scale.

If you’re ready to move beyond self-doubt and expand your impact at scale, the IMD Program for Executive Development is designed to support that transformation. This journey equips experienced managers to step into senior leadership by mastering the mindset and capabilities required to lead across the enterprise, not just within their function.

Through two integrated leadership transitions—from expert to general manager and from general manager to enterprise leader— you’ll develop the tools to align teams, shape strategy, and drive change with purpose and clarity.

With flexible start dates, executive coaching, and distance learning support, this internationally recognized program awards 20 ECTS credits and culminates in a Certificate of Advanced Studies in Business Leadership.