Have you ever felt that you are not good enough and that someday soon someone will see through your façade of competence and expose you a fraud in your job? If so, you are not alone.
“ 70 percent of people from all walks of life feel like impostors for at least some part of their careers.”
The sensation is far from pleasant, but a new study from the University of Salzburg, Austria – published in Frontiers in Psychology – suggests that it might not only be detrimental to your self-esteem but to your career prospects and business as well.
Dr. Mirjam Neureiter and Dr. Eva Traut-Mattausch studied the responses to an anonymous online survey of 238 university alumni now working across a variety of sectors and professions. They were interested in how the impostor phenomenon would affect a sufferer’s attitude to their career development, the ability to adapt to new working conditions and their knowledge of the job market.
Career self-management factors were negatively affected by the phenomenon, they found, demonstrating that those who feel like fakes, even if high-achieving, don’t tend to fulfill their full potential. By undervaluing their talent, workers could be ruining their careers and companies.
But they did find one positive effect of the phenomenon. “It seems to encourage people to offer their best performance … to prevent being uncovered as frauds,” explains Dr. Neureiter.
Overcoming the impostor phenomenon
Previous studies have demonstrated that people who are confident in their abilities feel – and are – better able to learn from and adapt to changes in the work place.
Furthermore, a knowledge of the general job market helps workers know their worth and feel more encouraged by this knowledge.
Still other studies have shown that career optimism not only makes the individual happier but enhances their prospects of promotion and has a beneficial impact on work productivity as a whole.
Optimistic people seem to experience more work satisfaction than their less-positive colleagues.
Those who consider themselves impostors, by contrast, report various negative thoughts and emotions and are more disposed to feelings of depression.
“ Optimistic people seem to experience more work satisfaction than their less-positive colleagues.”
“As the impostor phenomenon contains the fear of being exposed, it might be expedient to provide networking programs or supervision groups where sufferers have the chance to share their experiences and feelings without any blaming,” says Dr. Neureiter.
“Incorporating the impostor topic in support measures might enhance the reduction of impostor feelings as well as their negative effects.”
Perhaps, as Dr. Neureiter says, the first step to overcoming the impostor phenomenon and its negative consequences is for “suffering individuals to be encouraged to talk about their feelings.”