The term “imposter syndrome” has been making its rounds in the workplace for some time now. It is an uncomfortable feeling of self-doubt and insecurity that many executives and senior managers experience, believing that they are not capable or qualified to do the job they have been assigned. This can lead to a lack of confidence, decreased motivation, and even burnout.
According to a recent survey conducted by Korn Ferry, over half (54%) of C-suite executives reported feeling imposter syndrome at one point or another during their careers. Interestingly, this figure was higher among women (60%) than men (48%). These findings suggest that executive imposter syndrome is more prevalent than previously thought and is disproportionately affecting female executives.
So why are so many executives feeling this way? In many cases, it’s due to a combination of factors such as lack of support in the workplace and feelings of isolation. In addition, there may be an underlying fear of failure or inadequacy when compared to colleagues or peers who are perceived as more successful or competent.
Fortunately, there are ways to address these issues and help individuals overcome their feelings of imposter syndrome. Executive coaching can be an effective tool in helping individuals identify their feelings and work through them in a constructive manner. Coaching can also provide support in fostering greater self-confidence, recognizing one’s achievements and successes, as well as developing strategies for dealing with criticism or failure should it arise.
In addition to executive coaching there are other measures companies can take to address these issues such as providing access to mental health resources for employees who may be struggling with imposter syndrome related issues. It is also important for leaders within organizations to foster a culture that encourages open dialogue between team members about any challenges they may be facing so that any potential problems can be addressed quickly before they become too severe.
By taking proactive steps such as these companies can ensure that their most valuable assets—their people—remain supported and engaged no matter what situation arises at work. This will ultimately lead to increased productivity levels across the organization while reducing the likelihood of burnout among its employees due to feelings of imposter syndrome or other similar issues related to stress or anxiety in the workplace.