Your organization is committed to hiring and training the best leaders in the industry. But despite their extensive experience and an impressive list of accomplishments in and out of the workplace, many of your leaders and emerging talent continue to doubt themselves and their abilities.
There’s a common myth that Imposter Syndrome goes away when an individual advances in their career. But the problem can actually get a lot worse as high-performing team members take on new responsibilities, greater risks, and new peer groups. In fact, a 2020 study from KPMG revealed that 75% of female executives have experienced Imposter Syndrome.
You want your current and emerging leaders to develop a set of healthy behaviors and competencies; to know that they aren’t frauds and that the company believes in them. But how can you help your leaders tackle self-doubt when it remains, in spite of all they have already accomplished in their careers?
Learning how to help someone with Imposter Syndrome starts with understanding how it builds in emerging leaders (and why career success often fails to develop into self-confidence).