The phenomenon of impostor syndrome is a psychological occurrence affecting many highly qualified specialists, regardless of their objective achievements and competencies. Individuals experiencing this phenomenon have a deep belief that their successes result from external factors, such as luck or chance, rather than their actual skills and knowledge. Below is a comprehensive review of scientific research and findings regarding this phenomenon among high-level specialists.
Genesis and Definition of the Phenomenon
The phenomenon of impostor syndrome was first identified and described by American psychologists Pauline Clance and Suzanne Imes in 1978 in their paper titled “The Impostor Phenomenon in High Achieving Women: Dynamics and Therapeutic Intervention.” Initially, it was described mainly as a cognitive experience — the belief that others overestimate one’s competencies. As research on the phenomenon developed, it began to be viewed also in an emotional context, linking it to feelings of anxiety, fear of being exposed, and lack of belonging.
According to researchers from MIT Sloan School of Management, “the classic thought associated with impostor syndrome is: ‘Other people think I am smarter than I actually am.'” It is, therefore, a specific psychological pattern in which a person, despite objective evidence of high competence, cannot internalize their achievements and constantly fears being exposed as a fraud.
Prevalence of the Phenomenon Among Specialists
Studies indicate a surprisingly high frequency of impostor syndrome among professionals. According to the International Journal of Behavioral Science, over 70% of people worldwide have experienced impostor syndrome at some point in their professional life. These data are also supported by other studies suggesting that around 70% of all people feel like frauds, although usually only at certain moments.
Particularly interesting are the results of studies conducted among management staff. A French study showed that as many as 62% of managers report experiencing impostor syndrome. This phenomenon occurs in various populations, including academic employees, students, and managers.
Initially, it was assumed that this syndrome affects women more frequently, but subsequent studies have not provided conclusive answers. Some analyses showed a higher prevalence of impostor syndrome in women, while others did not confirm gender differences.
Psychological Mechanisms and Manifestations
Researchers have identified several characteristic features and psychological mechanisms typical of impostor syndrome. People experiencing this phenomenon tend to attribute their successes to external factors, such as luck, chance, or support from others, rather than their own skills and competencies.
Adrien Chignard, a work psychologist and creator of the Sens et Cohérence cabinet, emphasizes the three-dimensional nature of this syndrome: “A person suffering from impostor syndrome is convinced that they are deceiving others about their competencies or traits, wrongly attributing the causes of their successes to luck or the intervention of others, and furthermore, they live in constant fear of being exposed or making a mistake.”
Research results published in academic journals indicate a strong relationship between impostor syndrome and the intensification of depressive symptoms, anxiety, and generally experienced psychological distress. A high positive correlation was also found between this syndrome and neuroticism.
Impact on Work Styles and Professional Performance
Impostor syndrome has a significant impact on work styles and professional functioning. People with this syndrome often employ two opposing coping strategies: excessive perfectionism or procrastination.
Research published in PMC (PubMed Central) confirms that people with impostor syndrome exhibit both perfectionistic behaviors and a tendency to procrastinate. On the one hand, they try to compensate for their anxieties through meticulous preparation and putting extreme effort into tasks (over-doing/perfectionism), while on the other hand, they engage in self-sabotaging behaviors, such as delaying work to the point where it can barely be completed (under-doing/procrastination).
Interestingly, recent research conducted by Basima Tewfik from MIT Sloan School of Management presents surprising findings regarding the positive aspects of impostor syndrome. The researcher discovered that individuals experiencing thoughts typical of impostor syndrome become more effective interpersonally at work because these thoughts lead them to focus more on others. At the same time, their objective work performance is not negatively affected.
Environmental and Systemic Context
Recent research approaches suggest moving away from the individualistic view of impostor syndrome and focusing more on environmental and systemic factors.
Researchers argue that rather than viewing the uncertainties of individuals from marginalized groups solely as an issue arising from within these individuals, it is crucial to consider the significant role of the environment in eliciting feelings typical of impostor syndrome. This allows for the identification of contextual sources of these feelings and offering more structural and effective solutions.
Studies in social psychology suggest that the way people are treated by others can affect the development of impostor syndrome. For a full understanding of this phenomenon, it is key to consider the quality of treatment that individuals receive from others – particularly those forms of treatment that communicate a sense of value, significance, and fit.
Interventions and Coping Strategies
A review of research published in Frontiers in Psychology indicates that two main types of interventions emerge: training and counseling. The effectiveness of these interventions varies depending on the evaluation methodology used, although most authors conclude that the proposed interventions are significant.
It is worth noting that clear guidelines for treating impostor syndrome have not yet been developed, and effective interventions are urgently needed. Researchers propose integrating the “Immunity to Change” learning process and Schema Therapy into a unified intervention framework.
Research suggests that recognizing and educating individuals about the various manifestations of impostor syndrome, as well as providing support in a group context, seem to be the primary levers of intervention. Future intervention proposals should explore the psychosocial and educational influences, as well as the impact of the immediate environment on beliefs related to impostor syndrome.
Changing the Perspective: From Pathology to Normal Experience
Studies suggest that impostor syndrome may be a more common experience than initially thought. According to a publication from Harvard Business Review, “Impostor syndrome has taken a fairly universal feeling of discomfort, self-doubt, and mild anxiety in the workplace and pathologized it — particularly in women.”
Experts from Gartner emphasize that impostor syndrome can be a natural feeling in any new role, regardless of how well one is prepared for it. This shows that the individual cares about doing their job well and is positive in that sense, as they are less likely to experience the “Dunning-Kruger syndrome” (where naivety/serious weakness may lead to the belief that one is much better than they actually are).
Conclusions and Directions for Future Research
Research on impostor syndrome among high-level specialists points to the complex nature of this phenomenon, which affects both the functioning of individuals and organizations. A review of the scientific literature allows for the following conclusions:
- Impostor syndrome is a widespread phenomenon among high-level specialists, affecting around 70% of professionals at some point in their careers.
- This phenomenon is strongly associated with depressive symptoms, anxiety, and general psychological distress, as well as with personality traits such as neuroticism.
- Individuals experiencing impostor syndrome exhibit specific work styles, oscillating between perfectionism and procrastination, and report higher levels of work-related stress.
- Recent studies indicate potential positive aspects of impostor syndrome, such as increased interpersonal effectiveness, without negatively impacting objective work performance.
- There is a need to shift the perspective from an individualistic to an environmental and systemic view in the study and interventions regarding impostor syndrome.
Future research should focus on developing effective intervention methods that consider both individual and contextual aspects of impostor syndrome, as well as further exploring the potential positive aspects of this phenomenon.
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