Join WEST on Tuesday, July 20 from 6 p.m. to 7 p.m. Eastern time for a Zoom conversation with Kim Meninger, an executive coach who specializes in empowering women to build their confidence, visibility and influence to advance their careers. Meninger will discuss how to recognize and address Impostor Syndrome, as well as how to effectively manage and mentor to professionals who might have Impostor Syndrome. This event is sponsored by CareerMode, a new career management platform customized to your career growth and transition goals. We hope you'll join us on Zoom, and you can hear more from Kim on her podcast, The Impostor Syndrome Files.
.png?width=1600&name=Conquering%20Imposter%20Syndrome%20to%20advance%20your%20career%20(2).png)
Early in her career, Kim Meninger noticed that she was constantly feeling worried she didn’t know enough to perform her role. As a relationship manager on a team of engineers, she felt different from her coworkers and unfamiliar with the everyday vocabulary of her workplace. She often felt like she would be exposed, and every question felt like potential for demise. With her background in psychology, Meninger turned an analytical eye on her situation. She knew that she was qualified for the important non-engineering role she played on her team, and that she was hired to contribute something different from her colleagues in more technical roles. So why did she so often feel so inadequate?
Early in her career, Kim Meninger noticed that she was constantly feeling worried she didn’t know enough to perform her role. As a relationship manager surrounded by engineers, she felt different from her coworkers and unfamiliar with the everyday vocabulary of her workplace. She often felt like she would be exposed, and every question felt like potential for demise. With her background in psychology, Meninger turned an analytical eye on her situation. She knew that she was qualified for the important non-engineering role she played on her team, and that she was hired to contribute something different from her colleagues in more technical roles. So why did she so often feel so inadequate?
Now, as an executive coach, Meninger sees how pervasive these feelings are. “When I started coaching, especially women, I saw so much of myself in the people I was talking to,” she says. “I saw an opportunity to have a more open and honest conversation about Impostor Syndrome than was happening, at least in my world.” With this perspective, Meninger began hosting workshops to help professionals recognize and manage these feelings—often the result of Impostor Syndrome—and build confidence as they advanced their careers.
How do we recognize Impostor Syndrome? Impostor Syndrome is especially likely to affect people who feel different from the dominant culture around them. This is why Impostor Syndrome is pervasive among women, particularly women of color, in male-dominated fields. Meninger notes that pervasive negative thoughts like, “I’m a fraud,” and “I don’t deserve to be in this role” are strong indicators that you might be experiencing Impostor Syndrome. It may also show up as a tendency to talk yourself out of sharing ideas or asking questions. Excessive doubts about whether you are ready to take the next step in your career may also be a sign of Impostor Syndrome.
Meninger often gets the question, “How do I know I’m experiencing Impostor Syndrome and not an actual gap in my qualifications?” She emphasizes that Impostor Syndrome is fear-based and tends to show up as all-or-nothing thinking. One way to discern whether what you are feeling is Impostor Syndrome is to concretely describe it. A reasonable gap analysis may sound something like, “I could benefit from taking a course in this, because it would help me better accomplish a specific part of my job.” Vague or fear-based thoughts like, “If I don’t complete this task perfectly, I’ll be fired,” are more likely to be signs of Impostor Syndrome.
Managers and mentors can help cultivate workplaces with fewer triggers of Impostor Syndrome. Because Impostor Syndrome often affects high achievers, it can be hard to recognize who is affected. Some broadly applicable management tools for easing Impostor Syndrome include sharing your own experiences with Impostor Syndrome or perfectionism, emphasizing that no one is expected to know everything all the time, and connecting feedback to an employee’s or mentee’s own values. Remind them of their strengths and then give advice on what can make them stronger.
Addressing Impostor Syndrome in the workplace is a collective, long-term effort. As such, it includes many small and large actions we can take now and as opportunities arise in the future, both to build our own personal confidence and to support those around us who may be facing barriers we don’t see.
Click here to register for Conquer Imposter Syndrome to Advance Your Career on July 20, 2021 from 6:00 - 7:00 p.m. EST.