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Lets Talk about Imposter Syndrome

Have you ever been afraid that if you don't prepare for something more than everyone else, yours won't be as good? There's a word for that. Have you ever put off a huge project, and then done all the work at the last minute because you're afraid that if you don't finish in time, everyone will think you're a fraud? There's a word for that too, and they're related.

Have you ever heard of Imposter Syndrome? Maybe you know what it feels like, but you don’t know how to explain it. The National Institute of Health defines imposter syndrome as a behavioral health phenomenon described as self-doubt of intellect, skills, or accomplishments among high-achieving individuals. This means that it's more likely to occur as you progress in your career. For those of us who have experienced it, it can feel like everything you’ve achieved was a mistake or even a fluke. Most of the time, this feeling is unwarranted and misplaced.

When first identified in 1978 by Suzanne Imes (Ph.D.) and Pauline Rose Clance (Ph.D.), it was identified mostly in high-achieving women and other marginalized groups, and specifically those in the medical field. Those who experience it have reported feelings of anxiety, depression, burnout, super-heroism, a fear of failure, and even a fear of success. They may also deny the validity of their accomplishments, education, or experience. So why is this so important for all of us to keep in mind? A few reasons.

Imposter syndrome can lead to decreased productivity and performance, higher employee turnover rates, and burnout. When high-performing employees feel that their contributions aren't enough, they may take on more responsibilities than they can handle, and bring the overall quality of their work down. It may also cause employees to ignore social responsibilities to focus on work and career advancement, which can affect their work-life balance. All of these factors can lead to employee dissatisfaction, which affects retention, and recruitment, and makes HR have to work that much harder.

Imposter Syndrome can also affect career advancement. When employees begin to doubt their place in an organization, they are less likely to pursue advancement or go above and beyond in their work. An employee who is afraid to fail is an employee who is afraid to take risks, which is where innovation happens.

There are five main symptoms that are most commonly associated with imposter syndrome; the Imposter Cycle, Perfectionism, Super Heroism, Atychiphobia, the fear of failure, denial of competence and achievements, and Achievemphobia, or the fear of success. The imposter cycle involves switching between over-preparation and procrastination due to a fear of failure, and anxiety. The good news, however, is that there's hope.

According to The Harvard Business Review, about 70% of people will at some point in their life experience imposter syndrome, so you are not alone. In addition, there are a number of ways to treat it. For extreme cases and for those who may be experiencing other, more serious behavioral health challenges or symptoms, a medical professional may prescribe medication, cognitive behavioral therapy, or psychotherapy. For less severe cases, counseling, self-reflection, and meditation exercises may help. The simplest way to combat these symptoms, however, is to keep a gratitude journal and focus on your accomplishments and achievements. Making gratitude exercises part of your weekly or daily routine will help keep you grounded. At the end of the day, remember that imposter syndrome is a liar, and let your work speak for itself.

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Are Fractional Executives the Next Big Thing?

The term ‘fractional executive’ may be new to you, but it may not be for much longer. More and more companies are starting to look at this as a solution to their short-term executive problems. If the idea catches on, the organizations and firms that best collect and utilize this new talent pool are well-positioned to make a huge impact.

A fractional executive is essentially a contractor who is hired to fill an executive position for a ‘fraction’ of the time. This could be anything from 10-20hrs a week for a specific number of weeks, up to 18 months or more. Some companies use this approach until they are able to train a more junior employee to take over, or until they are able to fill a full-time position. This approach is great for potential employees who have skills that may cross disciplines, or who want a more freelance feel to their work responsibilities. In some cases, it may even allow for a person to carry the same role at multiple companies.

At this time, fractional executive positions are still pretty rare. Still, this is a growing trend that companies should consider. Organizations such as B/Suite fill that role by creating a diverse pool of talent that companies can use to fill various roles inside their organizations. Co-founders Dickey Comeaux and Candace Durham have curated a space where organizations can find talent with different expertise that can fill roles from Consultant to Director.

In addition to finding and cultivating talent, B Suite also continues the important work of dismantling oppressive institutions, fighting stigmas, and racism, and championing diversity in all that they do. Placing talented people of color into roles that they may traditionally be overlooked for is how we continue to create a more inclusive and equitable society and workforce.

Last month, B Suite hosted its inaugural B Camp event, which brought together founders, entrepreneurs, creatives, and speakers for two days of information, presentations, and networking. B Camp also featured a pitch competition, which gave some founders a chance to pitch their organization for a cash prize, many for the first time.

If you or your organization are in need of executive-level talent and leadership, check out the B Suite and let us show you how the members of our talented network can help you reach your goals.

If you are interested in becoming a member, check out their website and join the suite!

Let The B/Suite show you how to find talented executives of color for your organization.