Imposter syndrome among team members can undermine team productivity, hinder personal growth, and impact morale. When someone feels inadequate compared to the people they are expected to work alongside and make magic together, imposter syndrome can breed insecurity, fear and sometimes resistance and resentment. This can especially be the case when there is a merit system where some are rewarded for results while others are not. However, when leaders genuinely care about the wholeness of the individuals on their team, they create an environment that not only prevents imposter syndrome, but also nurtures personal and professional success.
1. Normalize Failure to Foster Growth
Failure is an integral part of the journey toward success. By normalizing failure, you empower your team to view a setback as a set up for greater success. Encourage discussions about mistakes and what was learned from them. This approach helps team members recognize that missteps are not indicators of their worth but rather opportunities for growth.
Tip: To encourage your team to embrace obstacles as stepping stones rather than roadblocks, leaders can share personal or professional stories of times you have encountered failures along your path and how you overcame them.
2. Encourage Learning for Continuous Improvement
When continuous improvement does not undergird your team culture, it is easy to fall behind and breed more insecurity. A focus on growth and improvement will reinforce the importance of pursuing opportunities for professional development to ensure that each person on the team is equipped and capable of performing well, overcoming challenges and achieving goals.
Tip: Create a culture of continuous learning within the team by providing access to relevant training resources, meaningful workshops, and insightful seminars tailored to the skills and knowledge your team needs. Leaders should participate in these opportunities to demonstrate they are not only knowers, but they are active learners who are always growing and improving.
3. Promote Skills Development to Boost Competence and Confidence
When we are confident in our skills and knowledge, we feel more competent. Thus, we will approach tasks feeling prepared and ready to conquer the expected and unexpected. Remember: Proper preparation will prevent poor performance and produce peak performance. Second, it helps each person identify, own and hone their strengths. When every team member is aware of their own and other’s competencies and is willing to share their skills for the success of the team, it boosts confidence for the entire group.
Tip: Offer tailored training programs that allow team members to not only refine their strengths and focus on areas for improvement, but also to share their skills and expertise with their team. This way, they are not only developing their skills and expertise to improve competence, but they are also helping others develop. As a result, all parties are gaining more confidence to counteract any feelings of inadequacy.
4. Prioritize Mentoring and Coaching to Cultivate Growth
Through mentorship, imposter syndrome is tackled head-on, and team members can tap into a network of encouragement and affirmation. A mentor or coach will offer insights, advice, and a safe space to discuss challenges and insecurities, and gain invaluable guidance and support.
Tip: Get ahead of any issues by pairing experienced team members with those who are newer or less experienced. Before connecting mentors with mentees, be sure to provide training on how to be an effective mentor or coach because no matter how many years of experience someone has, it does not mean they are adept at molding others.
5. Provide Constructive Feedback to Improve Performance
Constructive feedback is a catalyst for growth. It helps team members to be more self-aware, have clarity around expectations and be open to adapting. By encouraging a reflective practice where team members receive feedback while also assessing their own progress, skills, and achievements, they learn to combat negative self-perceptions and reinforce a sense of accomplishment.
Tip: Train managers and team leaders to deliver feedback as a reflective practice that acknowledges accomplishments while highlighting areas for improvement. Equally important for conquering imposter syndrome is preparing your team members to receive feedback. It doesn’t matter how well feedback is delivered if due to insecurities the person is not primed to receive it. Suggested reading: Thanks for the Feedback: The Science and Art of Receiving Feedback Well.
6. Identify Goals and Strategize a Plan to Chart a Course for Success
Setting clear goals and creating an actionable plan are essential for preventing imposter syndrome. When there is one large goal, it can feel overwhelming and hurt morale when the goal is slow to achieve. This particularly holds true if a team member feels stuck or is struggling to complete their tasks; thus, inhibiting the rest of the team from completing a project or task.
Tip: Break down larger objectives into achievable milestones to help team members track their progress, see their contributions to the team’s success, and foster a sense of purpose. It will also help team members to discover and focus on areas where support, learning and development are needed.
Combating imposter syndrome is a continuous process that requires leaders to be dedicated, empathetic, and committed to fostering personal and collective growth among their team. By embracing these six strategies for confronting imposter syndrome, leaders can promote a healthy supportive team culture where everyone feels valued and seen.
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Regina Groff is the Founder and Lead Program and Learning Officer of CommissionED. We support the learning and program development needs of organizations committed to improving people’s lives. To learn more, get in touch with us, or let’s connect on Instagram, Facebook and LinkedIn. We would love to chat!
