The Hidden Cost of Impostor Syndrome on Leadership Performance

Impostor syndrome* isn’t just uncomfortable, it can quietly undermine a leader’s effectiveness and career progression.

Leaders experiencing impostor feelings often work harder to compensate, avoid visibility, or second-guess decisions. While it may not always be visible to others, the impact on performance and well-being can be significant.

How Impostor Phenomenon Shows Up in Leaders

• Fear of Failure: Overworking or over-preparing to avoid mistakes.

• Avoiding Visibility: Hesitating to take on high-profile projects or speak up in meetings.

• Decision Paralysis: Difficulty making decisions or delegating responsibilities effectively.

The Workplace Consequences

These behaviours can lead to reduced innovation, strained team relationships, and missed career opportunities. Leaders may feel exhausted, underappreciated, or constantly “on edge,” which can affect both personal wellbeing and organisational performance.

Understanding the Underlying Mechanism

Building on the original research by Dr Pauline Clance and Suzanne Imes (1985) on the impostor phenomenon, my research explores the “perpetual cycle of impostor identity”, where leaders continually doubt themselves despite evidence of competence. Reflexive awareness - the ability to reflect on these thoughts and behaviours - can help interrupt this cycle and gradually restore confidence.

Mitigation Strategies for Leaders

• Self-reflection: Journaling or structured reflection to recognise patterns of self-doubt.

• Mentoring and peer support: Engaging with trusted colleagues who provide perspective and reassurance.

• Coaching interventions: Targeted exercises to build confidence, strengthen self-efficacy, and reframe self-talk.

• Evidence-based confidence practices: Small wins, realistic goal-setting, and visualisation techniques.

Takeaway:

Awareness is the first step. By recognising how the impostor phenomenon affects performance and taking intentional action, leaders can break the cycle of self-doubt, make more confident decisions, and lead more effectively.

*It’s not a medical condition so is best described as a phenomenon rather than a syndrome.