Debunking 4 myths about imposter syndrome at the workplace

New research challenges common beliefs about imposter syndrome and its impact on employees.

Impostor syndrome: the feeling of being incompetent despite evident success. This is a common experience among professionals

As pointed out in a recent research article by MIT Sloan, notable figures such as Howard Schultz, Sheryl Sandberg, and Maya Angelou have all confessed to having such feelings. Interestingly, Albert Einstein is said to have once referred to himself as an “involuntary swindler”.

The recent research from Basima Tewfik, Assistant Professor, Work and Organisation Studies, MIT Sloan and colleagues sheds new light on the imposter phenomenon, debunking four prevalent myths to show that it is not all negative.

1) The imposter phenomenon is permanent

Contrary to popular belief, imposter syndrome is not a fixed trait. It is more fluid and come-and-go. People may experience imposter thoughts at different times, rather than being stuck with them permanently.

2) Imposter syndrome affects mostly women or marginalised groups

In reality, imposter syndrome affects both men and women equally, and it is not limited to people with marginalised identities. It is a common experience among all employees, and addressing it requires a collective effort, as it affects more than just one person in the workplace.

3) Imposter syndrome is always harmful

Although imposter feelings are often linked to negative outcomes such as decreased job satisfaction or decreased motivation. However, they do not always cause them. In some cases, people may perform better, particularly in interpersonal tasks, as they strive to prove themselves due to their self-perceived inadequacies.

4) Imposter syndrome causes harmful patterns of behaviour, creating negative outcomes

While the imposter phenomenon is often thought to create harmful patterns such as stress, shame or fear, there is not enough data to prove it always leads to negative outcomes. The connection between imposter syndrome and negative consequences remains unclear and requires further research.

“It’s time to rethink some of our old ideas about impostorism, Basima Tewfik commented.

“We often make a lot of assumptions, but maybe these assumptions are holding us back rather than pushing us forward.” To that effect, she notes a lack of sufficient research around the syndrome and its possible consequences, citing it as an “area ripe for future investigation”.