Bold studies

imposter syndrome

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Feeling like a fraud

Imposter syndrome is persistent self-doubt despite clear achievements, often affecting high performers.

Imposter syndrome is a psychological pattern where individuals doubt their skills, talents, or accomplishments and have a persistent fear of being exposed as a “fraud.” Despite external evidence of their competence, those experiencing this syndrome remain convinced they do not deserve the success they have achieved. This feeling often persists even in the face of praise or objective success.

The term was first coined by psychologists Pauline Clance and Suzanne Imes in 1978, initially observed primarily in high-achieving women. However, research has since shown that imposter syndrome affects people across all demographics, professions, and levels of success. It’s particularly common during transitions—starting a new job, getting promoted, or entering a new field—when the gap between perceived competence and actual responsibility feels most pronounced. (–AI written note)

Key characteristics:

  • Attributing success to luck or others rather than personal effort or talent.
  • Fear of being “found out” as a fraud, even in fields where the person is highly competent.
  • Overworking or perfectionism to compensate for perceived inadequacy.
  • Downplaying achievements, feeling they are not truly earned or deserved.
  • Chronic self-doubt, especially in high-stakes or high-performance environments.

Commonly affected groups:

While anyone can experience imposter syndrome, it’s particularly common among:

  • High-achieving individuals
  • Students and academics
  • Professionals in competitive fields (e.g., tech, medicine)
  • First-generation professionals or minority groups, who may feel added pressure to “prove” themselves
  • women, more often than men (anecdotally)?

Not a clinical diagnosis

Imposter syndrome is not classified as a mental disorder in diagnostic manuals like the DSM-5, but it can significantly affect mental health, contributing to anxiety, burnout, and low self-esteem.

Coping strategies:

  • Talk about it with peers, mentors, or therapists
  • Track achievements and positive feedback
  • Normalize mistakes as part of learning
  • Reframe thoughts from self-doubt to evidence-based confidence

Counter-point

Some argue that what we call “imposter syndrome” might sometimes reflect accurate self-assessment rather than distorted thinking. In rapidly changing fields, genuine skill gaps can exist, and recognizing limitations can be healthy rather than pathological. Additionally, focusing too heavily on imposter syndrome as an individual psychological issue may overlook systemic problems like workplace cultures that don’t support certain groups or environments where people genuinely lack the resources or training they need to succeed.

Sources

  • Clance, P. R., & Imes, S. A. (1978). The imposter phenomenon in high achieving women: Dynamics and therapeutic intervention. Psychotherapy: Theory, Research & Practice, 15(3), 241-247. (Original research defining the phenomenon)
  • Sakulaku, J., & Alexander, J. (2011). The impostor phenomenon. International Journal of Behavioral Science, 6(1), 73-92. (Comprehensive review of research on prevalence and demographics)
  • TEDx Talk: What is Impostor Syndrome and How Can You Combat it? (Elizabeth Cox)

Old import from Logseq

- [[relevant notes]] #psychology
	- [[reference notes]]
	- [[concept]]
		- (Possibly) high achievers who understand the scope of there interest and because of this feel they are not "up to the job"
	- [[literature notes]]
	- [[fleeting notes]]
		- Kind of the opposite of the [[Notes/Dunning-Kruger effect]]

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