5 Mindset Switches to Shake Off Imposter Syndrome

If you ever feel like the ‘odd one out’, the irony is you’re far from alone…

Imposter syndrome is sneaky. One minute you’re leading a project, the next you’re wondering if you’re really good enough to be in the room, maybe even questioning if you’re about to be ‘found out’ as a fraud. In reality, these feelings don’t mean you’re failing; they mean you’re human.

Imposter syndrome describes that nagging sense of self-doubt or fear of being exposed as less capable than others believe you to be. It can affect anyone at any stage of their career, from new starters to the most senior leaders, and while research shows it is especially common among women, men are far from immune. Imposter syndrome often strikes high achievers and perfectionists, and can flare up when you’re in transitional moments, particularly those career shifts that stretch you out of your comfort zone.

The good news? There are ways to stop those thoughts from holding you back. Here are five quick mindset switches that can help you move forward with confidence.

1. Focus on serving, not performing

If imposter thoughts hit before a big meeting or presentation, try taking the spotlight off yourself. Instead of worrying about how you’ll look or sound, shift your attention to your audience. What do they need from you? What would be most useful to them right now? A ‘serve’ mentality not only calms your nerves; it also makes your delivery more relevant, and that’s what gets you the best feedback and the confidence boost that follows. A win–win.

2. Relabel your imposter

Given how widely the term is used today, it might come as a surprise that it wasn’t initially called imposter syndrome. When psychologists first identified it in the 1970s, they described it as the imposter phenomenon. This shift in language carries an important nuance, and one that can be reassuring if you’ve ever experienced those feelings. ‘Syndrome’ makes it sound like a personal flaw, something inherently wrong with you, and something that either will be very difficult to fix or cannot be fixed at all.

In reality, these feelings are often fuelled by systemic bias – whether linked to gender, age, disability, ethnicity, sexuality, or other characteristics – and by the under-representation of certain groups. Think of the lack of women in senior leadership, or younger leaders in boardrooms where the average age is far higher. When you see it that way, you realise that you’re not the problem – the culture is. Against this backdrop, the most powerful response is to use your voice. That’s how change happens.

3. Step into the version of you someone else believes in

‘Fake it till you make it’ isn’t always the most helpful advice. In this age where authenticity is so important, a better approach is to lean into the version of you that others already see. If your manager or mentor trusts you with a project, ask yourself: do you respect their judgement in other areas? Then respect it here too. Step into their belief until it feels like your own.

4. Collect your evidence file

Imposter feelings run on emotions, not facts. Start an ‘evidence file’, a folder where you keep positive feedback, thank-you notes, or reminders of wins you’ve had. When doubt creeps in, you will have proof to counter it. Over time, this becomes a record even your harshest inner critic cannot argue with. Think of it as a long-term strategy, one your future self will thank you for. Start today.

5. Normalise the conversation

Imposter syndrome thrives in silence. Talk about it with peers, mentors, or trusted colleagues. You will be surprised how often you hear ‘I know that feeling’. Those four words instantly dissolve isolation, build connection, and remind you that self-doubt doesn’t disqualify you from leadership. In fact, it makes you part of the club.

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