HR Forum insights: Understanding and overcoming imposter syndrome

The forum is designed to connect HR professionals to create a community, and to support our HR community by providing speakers and events on relevant topics. Anyone with an interest or any responsibility for HR is welcome to join. The forums take place every month. 9 of the forums are online and for one hour. We also hold three in person events throughout the year.

At our August forum, we were delighted to be joined by Michaela Smith, a coach and expert in overcoming imposter syndrome. In this empowering session, Michaela shared her personal journey, and helped equip attendees with practical strategies to recognise, understand and manage these inner saboteurs.

Michaela told us the following which I found particularly thought provoking:

• “Imposter syndrome is called the silent epidemic particularly with high achieving individuals”
• “Rates are up since the pandemic, nearly two-thirds of team members struggle with imposter syndrome daily or regularly (including leaders)”
• “61% of people hold back on ideas”
• “1 in 10 people think about quitting their job because of Imposter Syndrome”
• “There is a growing desire to understand imposter on an organisation and personal level”
• “Leaders suffering has a huge impact on them personally, culture, and direction of business. Everyone and everything effected if leaders are impacted by imposter syndrome”
• “Support in reconnecting with authentic self.”

What is imposter syndrome?

Imposter syndrome is the persistent belief that you are not as capable, intelligent, or skilled as others perceive you to be. It is the internalised fear of being “found out” as a fraud, even when there is clear evidence of competence and success. People experiencing imposter syndrome often attribute their achievements to luck, timing, or external help rather than their own abilities. This can lead to chronic self-doubt, anxiety, perfectionism, and the sense that they don’t truly belong in their role or environment.

In short, it is the hidden conviction of not being good enough, despite external accomplishments that say otherwise.

Why is important to talk about imposter syndrome?

It is important to talk about imposter syndrome because it silently affects a huge number of high-achieving people, often without them realising it. Left unaddressed, it can be a major driver of stress, burnout, and even career changes or exits. When people constantly feel like they don’t measure up, they push themselves harder than necessary, overprepare, or avoid opportunities altogether. Over time, this erodes confidence, impacts mental health, and limits potential.

By bringing imposter syndrome into the open, we normalise the conversation and help people recognise they are not alone. Talking about it reduces stigma, encourages healthier coping strategies, and creates supportive environments where individuals feel safe to grow, learn, and thrive without fear of being “exposed” as a fraud.

What causes imposter syndrome?

Imposter syndrome is often shaped less by logic and more by what is happening beneath the surface. Only a small part of it, around 10%, comes from your conscious thoughts, while the majority stems from your subconscious mind. It is rooted in how your nervous system has learned to protect you from past challenges, criticism, or difficult experiences.

What are the signs to spot?

Sign/behaviours could include the following:

People pleasing, saying yes to everyone, perfectionism, over-compensating, over-explaining, running away, being anxious, panicked, shutting down, not speaking in meetings, not applying for promotion even though you think may be ready, justifying themselves, procrastinating and not completing tasks, panic attacks, anger outbursts, defensive, avoiding visibility, unable to accept praise.

What should HR leaders be doing around the topic of imposter syndrome?

• Understand what imposter syndrome is.
• Obtain senior level/board buy in – educate senior level in relation to the importance and damage imposter syndrome could be doing to business if it goes unnoticed.
• Educate colleagues on what imposter syndrome is, how to recognise signs and what support is available? You could do this by: bringing in external speakers such as Michaela Smith to raise awareness, and support colleagues.
• Open conversations about imposter syndrome and talk regularly.
• Consider the signs of imposter syndrome when dealing with day-to-day HR issues for example in performance management.
• Consider imposter syndrome if colleagues consider moving roles or leaving a career.

If you are interested in joining our free HR forum, please get in touch by emailing events@rubiconpeople.co.uk.

If you would like further information about the support that Michaela can offer your organisation or you as an individual, get in touch as an individual she offers a free 90 minute session; or as an organisation offer a free one hour educational presentation online or in person, or a full or half day workshops, and 12 month leadership programme.