What if one of your top performers constantly second-guesses their success?
They deliver results and show up with confidence, but deep down, they question if they truly deserve the praise. This quiet self-doubt—known as impostor syndrome—can hold them back more than any external challenge.

As a leader, helping your team feel secure in their strengths is one of the most powerful things you can do.

In this blog, we’ll explore what impostor syndrome really is, how it affects employees and teams, and most importantly, how to help your people and yourself overcome it.

What Is Impostor Syndrome?

Impostor Syndrome is a psychological pattern where a person doubts their skills, talents, or accomplishments and has a persistent fear of being exposed as inadequate — despite evidence of success.

It’s not just about low confidence. It’s the inner belief that “I don’t belong here” or “I just got lucky.”

Why It’s More Common Than You Think

Many high-performing employees experience impostor syndrome, especially:

• New hires trying to prove themselves
• First-time managers in leadership roles
• Diverse professionals who feel like “the only one in the room”
• Remote employees who lack daily affirmation

A study published in the Journal of General Internal Medicine found that up to 82% of people experience impostor syndrome at some point in their careers. It’s not a rare condition — it’s just rarely talked about.

How Impostor Syndrome Hurts Your Business

Impostor syndrome doesn’t just affect the individual. It impacts your entire organization.

Here’s how:

• Lower performance: Employees hold back from taking initiative.
• Burnout risk: People push themselves too hard to compensate for self-doubt.
• Missed potential: Talented team members may not pursue growth or leadership roles.
• Toxic silence: When no one talks about it, employees suffer in isolation.

Signs Your Employees Might Be Struggling with Impostor Syndrome

It’s easy to miss impostor syndrome in others because people often hide it well. But here are subtle signs to watch for:

• Reluctance to share ideas in meetings
• Excessive focus on small mistakes
• Over-preparing or over-explaining work
• Constant comparison to others
• Rejecting praise or saying things like “I just got lucky”

Leaders and HR managers should be trained to spot these signs early — before self-doubt turns into disengagement or turnover.

5 Types of Impostor Syndrome According to Dr. Valerie Young

Dr. Valerie Young, an internationally recognized expert on impostor syndrome and author of The Secret Thoughts of Successful Women, outlines five distinct ways this mindset can manifest—especially among high achievers. Here’s how each type tends to think and feel:

1. The Perfectionist

For this type, anything less than perfect feels like failure. The focus is more on how something is done rather than the outcome, leaving them unable to celebrate success.

2. The Expert

Experts measure their competence by how much they know. Even a small gap in knowledge can lead to self-doubt, as they feel they should already have all the answers.

3. The Natural Genius

This type believes true ability should come easily. If they struggle or don’t succeed on the first try, they take it as a sign that they’re not good enough.

4. The Soloist

Soloists think they must do everything alone. Asking for help feels like failure, and relying on others makes them feel like they’re not truly capable.

5. The Superhuman

Success, for this type, means excelling in multiple roles at once. Falling short in just one area brings guilt—even if they’re succeeding in many others.

How to Overcome Impostor Syndrome at Work

Overcoming impostor syndrome goes beyond motivation—it’s about building a work environment that supports self-awareness, confidence, and open communication. Leaders play a key role in shaping this kind of culture.

Here’s how you can support your team in moving from self-doubt to self-assurance:

1. Normalize Self-Doubt Through Honest Dialogue

When people feel like they’re the only ones struggling, they’re less likely to speak up. Normalizing occasional self-doubt creates psychological safety and reminds employees they’re not alone.

How to apply it:

• Encourage open conversations during team check-ins or retrospectives.
• Have senior leaders share moments when they questioned themselves—and what helped them push through.

Training programs focused on authentic leadership or open communication can help foster transparency across all levels.

2. Provide Clear, Specific Feedback—Frequently

Vague praise does little to counter self-doubt. But specific, meaningful feedback helps employees recognize their contributions and internalize their progress.

How to apply it:

• Replace general compliments with clear observations
• Make feedback a regular practice, not just part of annual reviews.

Confidence-building training can help employees receive and reflect on feedback more constructively.

3. Break Down Goals to Build Confidence

Unclear expectations or overly ambitious goals can trigger feelings of inadequacy, even among high performers. Structured, achievable goals create momentum and a sense of control.

How to apply it:

• Divide larger projects into smaller milestones with visible wins.
• Use 30-60-90 day plans to make progress feel manageable.

Resilience training and structured goal-setting sessions can help teams stay grounded while navigating growth.

4. Encourage Regular Reflection and Self-Awareness

People struggling with impostor syndrome often downplay their successes. Reflection helps them acknowledge growth and gain perspective on their journey.

How to apply it:

• Introduce short weekly reflection rituals, like noting what they learned and what they’re proud of.
• Use team huddles to highlight small wins and lessons learned.

Emotional intelligence training can improve self-awareness and help individuals view their performance more objectively.

5. Establish Meaningful Mentorship Connections

A strong mentor relationship can offer validation, perspective, and encouragement—especially for employees navigating self-doubt in a new role or responsibility.

How to apply it:

• Pair employees with mentors who can share lessons from their own development path.
• Include space in mentorship conversations to discuss confidence and career growth—not just technical skills.

Equipping mentors through emotional intelligence or coaching-focused training ensures they know how to offer support that’s thoughtful and empowering.

6. Train Leaders to Identify Subtle Signs

Impostor syndrome often hides behind perfectionism, over-preparing, or reluctance to speak up. Leaders who are attuned to these patterns can offer timely support before burnout sets in.

How to apply it:

• Train managers to ask reflective, confidence-building questions like, “What do you feel most confident about in this project?”
• Encourage one-on-one conversations that explore more than just task completion.

Empathetic leadership or coaching-based training helps managers support their teams more effectively and with greater emotional awareness.

7. Prioritize Psychological Safety

When employees feel safe to ask questions, express uncertainty, and take risks without judgment, impostor syndrome loses its grip.

How to apply it:

• Encourage experimentation and treat mistakes as learning opportunities.
• Ensure meetings are inclusive—rotate facilitators, invite varied input, and recognize quieter voices.

Team communication and psychological safety training can help reinforce trust and shared accountability.

8. Reconnect Employees With Purpose

A sense of purpose helps employees see the bigger picture of their work—and their value in it. This connection can be a powerful antidote to impostor syndrome.

How to apply it:

• Show how their work impacts customers, the team, or the company’s mission.
• Ask reflective questions like, “Which part of your work feels most meaningful to you right now?”

Purpose-driven development programs can help employees align their personal strengths with their professional impact.

A Word to Employees: If You Feel Like an Impostor…

You’re not alone. Your thoughts don’t define your truth. The fact that you care so much, work so hard, and reflect deeply? That’s not a flaw. That’s strength.

When in doubt, remind yourself:

• You are where you are for a reason.
• Your growth is ongoing — not a finished product.
• Everyone around you experiences moments of fear. That doesn’t make them incompetent, and it doesn’t make you one, either.

To Conclude,

Impostor syndrome isn’t a flaw — it’s a signal. It often appears in capable, driven individuals who care deeply about their work and want to grow.

But without the right support, it can become a barrier — not because people lack ability, but because they believe they do.

That’s where strong leadership makes a difference. It’s not about fixing people; it’s about helping them recognize the value they already bring.

For HR professionals, team leaders, and decision-makers, the goal is to build a culture where people feel safe to trust in themselves. When self-doubt fades, confidence, innovation, and engagement rise.

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Want to Build a Culture Where People Grow With Confidence?

Start by giving your leaders and managers the tools to support employees who struggle in silence. Training in emotional intelligence, inclusive leadership, and coaching conversations can make a real difference.

At KnowledgeCity, our Learning Library offers tens of thousands of premium training videos designed to support development at every level. Crafted by U.S.-based university professors and industry experts, our courses are practical, up-to-date, and accredited by PMI, SHRM, HRCI, and IIBA—offering CEUs and PDUs that drive lasting growth.

But we don’t just provide courses—we work with you to identify the competencies that matter most, align them with relevant training, and build structured learning paths tailored to your team’s roles and goals.

Whether you’re scaling a small team or supporting a growing workforce, we help you foster confidence, unlock potential, and create a culture where people believe in their own success.