Toxic Work Cultures That Trigger Imposter Syndrome — and How to Protect Yourself By Lisa Orbé-Austin, PhD — Dynamic Transitions Psychological Consulting, LLP Featured Snippet: Certain work cultures trigger Imposter Syndrome by moving goalposts, punishing mistakes, and glorifying overwork. Moreover, unstable leadership behaviors such as micromanaging or withholding feedback intensify self-doubt. To protect your well-being, establish clear boundaries, track wins,…
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Imposter Syndrome’s Impact on Your Job Search—and How You Can Turn It Around If you saw my TEDx talk, you know I’ve lived through Imposter Syndrome. It once kept me frozen at a job I’d outgrown—even when every instinct urged me to move. That stall wasn’t about competence; it was about confidence. In this guide, I’ll show you how Imposter…
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The Goal Rollercoaster: Lapse vs. Relapse Many of us start each new year, quarter, or season with resolutions that feel powerful, hopeful, and deeply motivating. The desire to live a healthier, more stable, more fulfilled life is a compelling one—so compelling that it’s easy to feel like this time will be different. Yet research indicates that more than half of…
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You can sense it. Your team is fragmented. Maybe you notice edginess in meetings, tight shoulders, and clipped responses. Maybe it’s whispered hallway conversations and eye rolls. Or maybe someone has come directly to you to share concerns. Whatever the signs, one thing is clear: you need to deal with it. Most managers and executives would rather focus on strategy,…
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By Lisa Orbé-Austin, PhD • Updated
Dismissing women’s Imposter Syndrome as “not real” or “only oppression” invalidates genuine self-doubt, fear of being exposed, and performance anxiety. This well-intended dismissal gaslights women by denying their psychological reality and removing access to tools that help them heal, grow, and lead with confidence.
As a psychologist who has written and spoken about Imposter Syndrome for years, I’ve watched a wave of takes urging us to “stop telling women they have Imposter Syndrome.” While these perspectives raise essential points about bias and inequity, they risk erasing the lived experience of countless women who feel like frauds despite a track record of success. The more accurate—and helpful—truth is this: oppression can influence Imposter Syndrome, but it does not cause it by itself. Ignoring that distinction deprives women of language, tools, and supportive community.
Imposter Syndrome isn’t a medical diagnosis. Decades ago, psychologists Pauline Clance and Suzanne Imes introduced the term Imposter Phenomenon to describe a pattern of thoughts and feelings common among high achievers—without pathologizing them. Over time, the shorthand “syndrome” stuck in popular culture, but the phenomenon remains a pattern of cognition and emotion, not a disorder in the DSM or ICD.
At its core, Imposter Syndrome is the persistent belief that your success is undeserved. You may attribute achievements to luck, timing, or others’ mistakes instead of your competence. Common signs include:
Many people—women and men—experience these patterns at some point. That doesn’t make it universal, and it certainly doesn’t make anyone “broken.” It means we need accurate understanding and effective tools.
A common reframing suggests Imposter Syndrome is simply a reaction to discrimination. While workplace bias can trigger or intensify imposter feelings, it is rarely the origin story. For many, the groundwork is laid in earlier life.
Research and clinical observation point to childhood dynamics that shape imposter thinking:
These experiences contribute to the inner narrative—“I’m only valuable when I’m perfect”—long before a person encounters workplace bias.
It’s crucial to recognize a “double impact.” Internally, imposter thoughts whisper, “You don’t belong.” Externally, inequitable systems can echo that message through microaggressions, pay gaps, and lack of representation. Together, they reinforce one another and make the experience more intense. But conflating them robs women of agency—the ability to build skills that reduce imposter thoughts even as we fight to change the system.
When people insist that Imposter Syndrome “isn’t real” or is “just oppression,” they inadvertently gaslight women who are bravely naming their struggle. Gaslighting here means invalidating an inner experience—telling someone that what they feel isn’t real or relevant. For many women, learning about Imposter Syndrome is a liberation moment: finally having language for their emotions and a path forward. Dismissing it shuts the door to support.
Personal empowerment is not about “fixing” women; it’s about equipping them with tools to thrive in imperfect systems. Structured approaches like the 3C’s Model—Challenge, Connect, Celebrate—help people reframe thoughts, build supportive communities, and internalize wins.
In work with hundreds of high-achieving women, naming Imposter Syndrome is often the turning point. People begin noticing their patterns, saying yes to stretch roles, and celebrating progress. They also learn to pace effort—reducing overwork and self-sabotage that once managed anxiety but drained energy.
For a compassionate deep dive into this healing mindset, see:
Vulnerability and Compassion Are Key Practices to Combating Imposter Syndrome.
We can fight inequity and support individuals. Telling women to ignore self-doubt until the world becomes fair is unrealistic—and unfair. Addressing Imposter Syndrome is about equipping people with tools to thrive while we continue the urgent work of culture change.
For practical strategies to avoid the exhaustion loop that can accompany imposter thoughts, explore:
Burnout, Imposter Syndrome & Beating the Cycle.
Let’s stop gaslighting women when they say they’re struggling with Imposter Syndrome. Let’s listen, validate, and support them in building confidence and agency. Because when women reclaim self-belief, they transform workplaces, families, and communities.
Start with the 3C’s Model and a short reflection practice. Then schedule one conversation with a trusted mentor to reality-check your inner critic this week.
No. While women may report it more openly, Imposter Syndrome affects all genders and identities. Social expectations can intensify its impact on women and marginalized groups.
Bias and discrimination can trigger or amplify imposter thoughts, but family dynamics and early experiences often create the initial cognitive patterns.
Name it, reframe it, and get support. Use structured approaches like the 3C’s Model (Challenge, Connect, Celebrate), cultivate mentoring relationships, and practice receiving praise.
It invalidates lived experience, discourages help-seeking, and removes access to tools that rebuild confidence and agency.
Lisa Orbé-Austin is a licensed psychologist, executive coach, and co-author of Own Your Greatness, Your Unstoppable Greatness, and Your Child’s Greatness. A two-time LinkedIn Top Voice and a Thinkers50 Top 50 Coach, she helps high-achieving professionals overcome Imposter Syndrome, build confidence, and lead with purpose.