Discussion: Imposter Syndrome

What stood out to you in the article/video? You have read and watched a video; what is
your reaction to it? What do you agree or disagree with? Be specific in your answer.

The article and video provide crucial information on imposter syndrome and its impact on
people and work. The concept of imposter syndrome is novel to me in terms of the definition
of terminology. However, I can relate to the information from the observation of others.
Generally, imposter syndrome is defined as a psychological term referring to a pattern of
behavior where people doubt their accomplishments and have a persistent, often
internalized fear of being exposed as a fraud (Dalla-Camina, 2018). The following are four
(4) ways Imposter syndrome can manifest itself:

1. Striving for perfection. Setting unrealistically high standards and feeling inadequate
when those standards are not met.

2. Overworking. Believing that success is solely due to hard work leads to burnout and
neglecting self-care.

3. Minimising achievements. You are downplaying personal accomplishments and

attributing them to external factors, like luck or the help of others.

4. Fear of failure. Feeling anxious about taking on new challenges or assuming any
mistakes will expose actual incompetence (Overcoming Imposter Syndrome |
Psychology Today, n.d.).

In terms of the article, Davey, L. (2025) discusses how a person who experiences
imposter syndrome upon returning to work after a vacation. The focus is on the feeling of
dread that — after taking some time for rest and recovery — your skills will be rusty, your
to-do list will never end, and you’ll finally be exposed as a fraud who doesn’t belong in your
role.

The video "Taking Charge Managing Imposter Syndrome" features Florent "Flo"
Groberg, a Medal of Honor recipient and veteran who focuses on his experience as a new
Army officer leading a combat unit while overcoming self-doubt and establishing credibility
with his team. The segments include the background, challenge, decision-making process,
results, and lessons learned. The speaker also outlines the importance of seeking support from
mentors when experiencing imposter syndrome (Leadership in Focus, n.d.).
What is your reaction to it? What do you agree or disagree with? Be specific in your
answer.

Liane Davey's article, "Does Taking a Vacation Trigger Your Imposter Syndrome?",
not only sheds light on the issue but also provides practical strategies to combat the anxiety
and self-doubt that often accompany returning to work after a break. These empowering
strategies can be a game-changer for those struggling with imposter syndrome. Here’s what
stood out to me, along with my reactions and specific agreements or disagreements:

KEY POINTS THAT STOOD OUT:

1. POST-VACATION IMPOSTER SYNDROME:

 The article addresses the familiar feeling of dread that returning to work after a
vacation may expose one's perceived inadequacies. This has resonated as a significant
issue for me as a police leader. While I have only experienced minor bouts of the
syndrome when taking up two previous assignments, I have met team members who
have had significant bouts of imposter syndrome in the past, which were resolved by
some of the practical strategies outlined in the article and video.

2. STRATEGIES TO ASSIST PERSONS OVERCOME SYNDROME AND MY

RESPONSE

 Buffer Day: Suggest a buffer day between the end of a vacation and the return to
work to handle immediate tasks without the pressure of meetings.
i. Agreement: Buffer days are excellent for managing urgent activities and lessening
the stress of returning to a hectic work schedule.
ii. Likely Disadvantage: The downside includes missing a day off or doing unpaid
work. The advantages may outweigh the negatives for many.
 Setting Measurable Goals to guide the leader during the next few weeks to regain
control and boost confidence.

i. Agreement: Documenting realistic goals helps reestablish focus and confidence and
combats post-vacation self-criticism. This principle can bring order to a leader’s life
in many ways. It prevents burnout and helps prioritize tasks better.
  Modifying Inner Narrative: This involves changing self-talk to view one's
competence more balanced.
i. Agreement: The strategy of tweaking one's inner narrative to include actionable steps
is particularly effective. It shifts focus from inherent inadequacy to controllable
actions, which can significantly reduce anxiety.

 Helping Others: This strategy involves supporting colleagues to improve self-

perception.
i. Agreement: Supporting and coaching colleagues can improve one's self-perception.
This reciprocal dynamic fosters a positive work environment and helps one internalize
self-kindness.
 Self-Care: This concept emphasizes regular self-care to maintain mental and physical
well-being.
i. Agreement: Emphasizing self-care is vital. Regular breaks, physical activity, and
mental health practices prevent burnout and sustain long-term productivity. I can
testify to the personal benefit of this strategy.

3. GUILT ASSOCIATED WITH BUFFER DAY:

The writer states that although the buffer day is helpful, it could result in losing a day
of relaxation or dealing with unpaid work. I think this is a good idea that would really
assist in addressing the imposter syndrome.

4. OVERWORKING POST-VACATION:
The caution against overworking to compensate for vacation time is crucial. However,
workplace cultures often pressure employees to catch up quickly, making it
challenging to avoid this trap. The article encourages employees to collaborate with
leadership to assist team members in prioritizing tasks and expectations.

ADDITIONAL THOUGHTS:

Role of Leadership: Managers and leaders should actively work to understand these
dynamics and support their teams by fostering a culture that emphasizes the importance of
well-being and regular breaks.
Liane Davey’s article provides valuable insights and practical strategies to address post-
vacation imposter syndrome. The emphasis on realistic goal setting, modifying self-talk,
supporting colleagues, and self-care are particularly effective approaches. While minor
disagreements exist about executing specific strategies, the overall message and
recommendations are highly beneficial for managing imposter syndrome.

(3) Do you think leaders should address imposter syndrome with employees? (Why or
why not)? How should they do it? If not, why? Support your statements with your own
thoughts, find additional research, provide examples, etc.

The article and video provide critical information on a prevalent issue in the
workplace, particularly among high-achieving individuals. Based on my experience as a
leader and research on this topic, leaders are responsible for addressing this phenomenon and
supporting their employees in overcoming these mindsets. Guenes et al. (2023) outline that
imposter syndrome has been linked to mental health issues such as depression and burnout,
which can significantly hinder an individual's productivity and engagement. Additionally,
those struggling with imposter syndrome may hesitate to take on new challenges or showcase
their expertise, ultimately limiting their growth and contribution to the organization.

Based on the research evidence, leaders must implement various strategies to effectively
address imposter syndrome among their employees. Lacerenza (2023) recommends the
following steps managers take to support an employee experiencing imposter syndrome.

 “Talk about it.” Managers should initiate conversations with their high-achieving
employees through a structured list of questions to determine whether they are
experiencing imposter syndrome.

 “Reframe syndrome as thoughts.” Managers and employees can come up with an

action plan to decrease the frequency and consistency of imposter syndrome thoughts,
mainly whenever triggers occur.

 “Challenge and then reframe imposter thoughts.” Managers can let employees know
that imposter thoughts are not inherently self-damaging or self-destructive and can, in
fact, help a person recognize what skills they need to invest in.
  “Help with career planning.” Managers can help employees evaluate their abilities
more positively and realistically by creating career goals, exploring options and
opportunities, and crafting a multistep plan to reach those objectives.

 “Challenge stereotypes about what constitutes competence.” Managers must avoid

comments that reinforce a narrow image of success.

 “Develop psychological safety in your work environment.” Managers should foster a

work culture that values the whole person rather than their competence-related
success.

The listed strategies are good examples of practical strategies managers can use to
address this serious challenge in the workplace. Ultimately, addressing imposter syndrome
should be driven by a genuine concern for employees' well-being and professional growth.
By creating a supportive and empowering work culture, leaders can unlock the full potential
of their teams and contribute to the organization's long-term success.

Have you experienced imposter syndrome? Why or why not? How do you know if you
have experienced or not experienced it? What caused it?

I have never experienced the main symptoms of imposter syndrome because I have always
been positive and confident, balancing work and expectations. As stated above, imposter
syndrome can manifest in the following ways:

 Striving for perfection. Setting unrealistically high standards and feeling inadequate
when those standards are not met.

 Overworking. Believing that success is solely due to hard work leads to burnout and
neglecting self-care.

 Minimising achievements. Downplaying personal accomplishments and attributing

them to external factors, like luck or the help of others.

 Fear of failure. Feeling anxious about taking on new challenges or assuming that any
mistakes will expose true incompetence www.psychologytoday.com, n.d

While I would have experienced the fear of failure when taking on major assignments in
the JCF, I would not have had any other classical symptoms.
DO YOU AGREE WITH THE ARTICLE/VIDEO?

I agree with the content of the video and article. The article and video provide crucial
information on imposter syndrome and its impact on people and work. This concept, which
seeks to explain the persistent feeling of self-doubt and the inability to internalize one's own
success, has been a growing interest in academic and professional circles. Based on the
various readings, the research supports the position that imposter syndrome is widespread.
Neureiter & Traut‐Mattausch (2016) state that the prevalence of imposter syndrome is
estimated to be around 70% of people across different professions, indicating its widespread
nature. However, the role of the imposter syndrome in the context of career development
remains unclear. Some studies suggest that individuals experiencing imposter syndrome may
have difficulty developing clear career plans as they struggle to internalize their own
accomplishments and capabilities.

Complete the below survey and include your results in your discussion board post.(You
may have to copy/paste the link) http://www.surveygizmo.com/s3/1363176/Imposter-
Syndrome-Scale
 References

Dalla-Camina, M. (2018, September 18). The Reality of Imposter Syndrome. Retrieved from
https://www.psychologytoday.com: https://www.psychologytoday.com/us/blog/real-
women/201809/the-reality-of-imposter-syndrome

Dalla-Camina, M. (2018, September 18). The Reality of Imposter Syndrome. Retrieved from
https://www.psychologytoday.com: https://www.psychologytoday.com/us/blog/real-
women/201809/the-reality-of-imposter-syndrome

Davey, L. (2025, February 5). Does Taking a Vacation Trigger Your Imposter Syndrome?
Retrieved from https://hbr.org/: https://hbr.org/2024/02/does-taking-a-vacation-
trigger-your-imposter-syndrome#:~:text=Returning%20from%20an%20extended
%20vacation,insecurities%20surrounding%20your%20own%20competency.
Guenes, P., Tomaz, R., Kalinowski, M., Baldassarre, M T., & Storey, M. (2023, January 1).
Impostor Phenomenon in Software Engineers. Cornell University.
https://doi.org/10.48550/arxiv.2312.03966

Lacerenza, M.H. and C. (2023). How to Help High Achievers Overcome Imposter Syndrome.
[online] MIT Sloan Management Review. Available at:
https://sloanreview.mit.edu/article/how-to-help-high-achievers-overcome-imposter-
syndrome/

Leadership in Focus. (n.d.). Www.leadershipinfocus.net. Retrieved July 25, 2024, from

https://www.leadershipinfocus.net/m/presentations/774/

Neureiter, M., & Traut‐Mattausch, E. (2016, February 4). An Inner Barrier to Career
Development: Preconditions of the Impostor Phenomenon and Consequences for
Career Development. Frontiers Media, 7. https://doi.org/10.3389/fpsyg.2016.00048

Overcoming Imposter Syndrome | Psychology Today. (n.d.). Www.psychologytoday.com.

https://www.psychologytoday.com/us/blog/real-women/202306/overcoming-
imposter-syndrome