Overcoming Career-Long Imposter Syndrome Challenges

You’re in your first few days in a new role — something you may have worked years, even decades, toward achieving. But instead of feeling excited or proud, you can’t shake the gnawing thought that you don’t belong — or worse, that you don’t deserve it. 

If this sounds familiar, you’re not alone. These feelings are a hallmark of imposter syndrome, a common experience in which individuals question their competency and success.

In fact, nearly one in three U.S. workers say they often experience doubt about their professional abilities or achievements, according to research from the Survey Center on American Life at the American Enterprise Institute.

While imposter syndrome can be challenging, specific strategies and coping techniques can help people overcome persistent self-doubt — and even learn from it. HR professionals at all career levels can extend these lessons throughout the organization.

From Entry Level to Executive Leadership

How can an individual with a proven record of accomplishments at work feel inadequate? This is the counterintuitive reality of imposter syndrome. Its reach extends far beyond the early days of a career and often continues — or even intensifies — as individuals climb the professional ladder. 

“As leaders, we are constantly striving to do our best and hit our goals. We often become leaders because we care about doing a good job and making a difference,” said Jennifer Birdsall, Ph.D., clinical director at ComPsych, a global provider of mental health services. “In organizations, however, there isn’t just one goal that you achieve and then are done. There are always new goals, targets, and initiatives, so the striving never ends.”

That’s why “many leaders — myself included — occasionally question ourselves: ‘Are we making a difference? Do we have what it takes?’ ” Birdsall added.

Turn Doubt into Growth

While imposter syndrome can feel debilitating, it isn’t inherently negative. These feelings could signal that you’re pushing boundaries in your role or as a leader, which reflects ambition, care, and a willingness to learn and grow, Birdsall noted. Keep pushing with some tried-and-true tactics:

Confide in Your Colleagues. Extended internalization can turn moments of genuine reflection into feelings of isolation. Birdsall recommended looking to co-workers for support. “It’s helpful to ask trusted colleagues for their feedback and perspectives,” she said. “This can affirm your strengths and identify growth areas you can work on.”

For example, if you’re feeling uncertain about a recent presentation, you might turn to someone on your team and say, “I’ve been second-guessing how I communicated some of the points, and I’d really value your take on what worked and what I could improve. I respect your perspective and think your insight could really help make me a better teammate overall.”

Reframe Your Mindset. Reframing these thoughts can also help build emotional resilience. Brennan Nevada Johnson, CEO and founder of tech public relations agency Brennan Nevada Inc., emphasizes the importance of self-compassion.

“I practice positive self-talk daily and focus on my accomplishments, no matter how big or small,” she said. “I also no longer strive to be perfect. Mistakes are OK. It’s how you grow and learn from them that helps you to become a better leader at work.”

Focus on the Facts. Frequent self-doubt can cloud judgment and undermine confidence, even with clear evidence of success. Samya France, vice president of earned media at global communications firm Edelmen, suggested a logic-oriented approach.

“I’ve developed a mantra: ‘Facts over feelings,’ ” she said. “When self-doubt creeps in, I focus on the tangible — what I know, what I’ve achieved, and the skills I bring to the table.”

Building Confidence, Boosting Teams

Imposter syndrome doesn’t just affect individuals — it has a ripple effect that impacts team dynamics, employee engagement, and overall organizational performance. Nicole Belyna, SHRM-SCP, director, talent acquisition & inclusion at SHRM, also noted the long-term implications. “These behaviors can stall employees’ career progression because they’re less likely to go for promotions or volunteer for high-visibility projects,” she said.

To proactively prevent these issues, HR professionals can create a workplace culture that removes obstacles affecting confidence and fosters an environment where everyone feels valued and recognized:

Create Peer Appreciation Programs. Launch colleague-to-colleague recognition initiatives where employees can nominate one another for their efforts, both big and small. For example, an employee spotlight board or a dedicated Slack channel can help celebrate milestones publicly.

Promote One-on-One Employee Recognition. Encourage leaders to set aside time to highlight small, daily contributions by employees, not just major victories. Managers can do this during performance reviews or regular one-on-one meetings.

Member Resource: What is mean by "belonging" in the workplace, and how can it be measured?

Develop a Mentorship Culture. According to a recent SHRM report, Effective People Managers: The Linchpin of Organizational Success, 54% of HR executives selected coaching and mentoring as a skill they want their people managers to develop. Mentors who can guide, support, and provide affirming feedback are likely to build their employees’ confidence and offer them clarity in their career paths. A structured program gives employees at all levels access to role models who can validate their experiences and share their own journeys.

A supportive, inclusive culture begins by encouraging open conversations about self-doubt to normalize these experiences and reduce stigma, Belyna said.

“Start by creating an environment where employees feel psychologically safe to share ideas, ask questions, and make mistakes without fear of judgment,” she said. “This is key to reducing the fear of failure and building confidence.”

Member Resource: How to Build a Successful Mentorship Program