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What do you expect to see when you meet a super successful person? You wish to believe that they are happy, right? A persistent feeling of self-doubt caves in your minds. They question their efforts contributing to their success, attributing the credit to sheer luck.
Is it that common? Yes, it is very common and affects about 66% of working women compared to 56% of men. A feeling beyond stress or pressure and with the ability to stop enthusiasm in work, this vice creeps in to destroy a person’s passion.
As you get affected by it, your achievements make you feel unworthy, undeserved. You think you are incompetent and incapable. You start comparing yourself with other achievers and tend to judge yourself.
Imposter Syndrome hits women and women of color harder. They feel vulnerable to it as they face criticism, pay disparity, and preferred below men at work.
A lot of successful leaders with Imposter Syndrome tend to think that their achievement is not perfect. They keep boggling their minds with unrealistic expectations. Too high a goal can also lead to a feeling of inadequacy.
People with imposter syndrome focus more on the mistakes they make. It takes a lot for them to find the positive aspect of it. Any flaw at work tends to upset them. They question their very methods of plan and action.
The biggest fear that craves from impostors who are high achievers is the fear of losing their well-built reputation. The constant self-attack of not producing the best work, unrealistic expectations, and other negative thoughts build fears in them and lead them to believe in pessimism.
A recent study of over 3000 UK working individuals showed imposter syndrome in over 62% of people in 12 months. The highly affected sector was the creative art industry.
Imposter syndrome must not be dealt with lightly. The more it affects your mental piece, the more it overpowers you. It’s important to find the silver lining and understand how to deal with it. Also, Our problems don’t define us. They acknowledge us with the power to address them.
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