The first time I led a hiring panel at a London FTSE 250, I genuinely thought someone would walk in and say “Emma, this is a mistake, you shouldn’t be here.” I was 28. I’d been promoted twice. The feeling didn’t care.
That feeling — that you’re moments from being exposed as a fraud — is imposter syndrome. It affects an estimated 70% of professionals at some point, including senior leaders. Here’s what’s actually worked, for me and for the people I coach.
What is imposter syndrome, really?
It’s the persistent feeling that your success is due to luck, timing or fooling people — not your actual ability. It tends to peak at promotions, new roles, public speaking, and any moment where the stakes feel higher than your perceived competence.
Important distinction: imposter syndrome is not the same as being underqualified. People who genuinely lack the skills for a role rarely feel like impostors — they feel overwhelmed. Impostor feelings hit hardest when you’re actually capable.
Why does it get worse with seniority?
Three reasons I’ve observed:
- Stakes go up — bigger budgets, bigger teams, more public decisions.
- The work gets less measurable — strategy and judgement replace doable tasks.
- Your peer group gets smaller and more impressive, so comparisons get harder.
The 8 ways I’ve found that actually help
1. Keep an evidence log
The single most useful intervention. Every Friday, write 3–5 things you did that week that demonstrated your ability — projects shipped, problems solved, feedback received. Re-read it before any high-stakes moment.
Date: [Friday]
What I shipped:
1. [Specific deliverable + impact]
2. …
Positive feedback received:
1. [Who said it + context]
Hard problem I solved:
[Specific problem + your approach]
Skill I improved:
[Specific micro-skill]
2. Reframe “I shouldn’t be here” as “they chose me deliberately”
If you got the role, the offer, the promotion — somebody made a decision. They’re not idiots. Trust their judgement at least as much as your inner critic.
3. Stop comparing your inside to other people’s outside
You see other people’s polished output. You see your own messy process. That asymmetry is the engine of imposter syndrome. Remind yourself that the senior person you admire also has a 3am Slack draft folder.
4. Find your “tell-me-the-truth” person
One person — a mentor, a coach, a peer at another company — who’ll tell you honestly whether you’re underperforming. Not your manager (too much skin in the game). Not your partner (too much love). A peer with no ulterior motive.
5. Get specific about the fear
Vague fear (“I’m going to be exposed”) is harder to fight than specific fear (“I don’t fully understand how the finance model works”). Specific fears have specific fixes.
1. Write the fear as a single sentence.
2. Underneath, write: “What evidence do I have for this?”
3. Underneath, write: “What’s the smallest action that would reduce this risk?”
4. Do that action this week.
6. Teach what you know
Teaching forces you to organise your knowledge. The act of writing a 1-page explanation, mentoring a junior, or running a lunch-and-learn rapidly reveals what you actually know vs what you only half-know. Both are useful information.
7. Notice the pattern
Imposter feelings spike around predictable moments — first day in a new role, first time presenting to leadership, first promotion conversation. Once you spot the pattern, you can prepare for the spike instead of being ambushed by it.
8. Take action when feelings are loudest
Imposter syndrome makes you avoid the very things that would prove it wrong. Apply for the role. Speak up in the meeting. Send the email. Action shrinks the feeling faster than reflection does.
What if it’s affecting my performance?
If you’re avoiding meetings, ducking opportunities, or losing sleep — talk to someone. A coach, your GP (in the UK), an EAP through work. Imposter syndrome can tip into anxiety, and there’s no prize for trying to white-knuckle through it alone.
UK vs US workplace context
British workplaces tend to reward understatement, which can mask imposter feelings until they get severe. US workplaces reward confident self-promotion, which can make imposter feelings feel more isolating (“everyone else seems so sure”). The fix is the same in both: evidence, honest peers, action.
The honest truth
Imposter syndrome doesn’t disappear. The senior leaders I’ve coached at FTSE 250s still get hit by it — they’re just faster at recognising it and getting moving. That’s the realistic goal.
Related reads
- Best career books to read in 2026
- How to negotiate a pay rise
- First 90 days in a new job
- The Sunday reset routine
FAQ
Is imposter syndrome a mental health condition?
Not formally — it’s a pattern of thinking, not a diagnosis. But it can co-occur with anxiety. If it’s affecting daily life, speak to a professional.
Do men experience imposter syndrome?
Yes. Some studies suggest it’s underreported in men because of cultural pressure to project confidence.
Does therapy help?
For many people, yes — especially CBT-style approaches. The NHS Talking Therapies service in the UK is a good first step.
Can I “fake it till I make it”?
Partially. The “fake confident body language” research is real. But the deeper fix is evidence, not performance.
How do I stop comparing myself to peers on LinkedIn?
Mute, unfollow, or take a 30-day break. LinkedIn is the worst possible place for imposter syndrome recovery.