Breaking News: Impostor Syndrome is reclassified as a leadership quality.
News Release:
After years of study, the meta-analysis shows that the symptoms leading to the syndrome’s “diagnosis” correlate with behaviours exhibited by individuals with high EQ who demonstrate exceptional leadership competence.
The “symptoms” appear to be “signals” produced by highly functioning brains. Once recognized, the brain can use the signal, which raises a question of self-confidence, to reflect, adapt, and achieve outstanding results.
Executive Coach Colleen Albiston says reframing what was once considered an affliction is a game-changer. Leaders can now use this trait as a tool to further enhance their careers and the impact they have on their organizations. Younger people experiencing feelings of self-doubt will recognize this signal as a positive indication.
Working with extraordinary leaders over decades, Albiston noted that most of them self-identified as having the syndrome. At the same time, she noticed that none of those with low performance ratings demonstrated “symptoms.” Instead, they displayed a delusional level of confidence in their abilities. They quickly discount the need for development programs and blame others for their perceived performance issues.
When asked by a reporter about her feelings regarding being part of this breakthrough in leadership science, Ms. Albiston remained humble about her contribution, attributing it to luck and hard work. She quickly pointed out that she is not an academic researcher and that further study is needed to reframe Impostor Syndrome. She looks forward to continuing to contribute to the discussion.
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The press release above is something I wrote for an April Fools’ joke. The idea, however, is no Joke. It is time to reframe imposter syndrome and recognize that it’s not something in need of a cure but rather a signal to use to strengthen your leadership practice. This is an overdue paradigm shift.
Most high-achieving, successful leaders question themselves and occasionally feel over their heads. By contrast, few mediocre performers question their capabilities.
Good news, high achievers, the nagging sense of self-doubt, referred to as impostor syndrome, is about to be reframed and become a competitive advantage.
The Elite Club You Didn't Know You Belonged To
High-performing professionals occasionally feel they're in over their heads. They question their intuition and second-guess decisions they made with ease last week. If they're in a new role, they wonder if they oversold their capabilities during the interview process.
While imposter syndrome is typically viewed as a weakness to overcome, it correlates strongly with emotional intelligence and professional excellence, which leaders strive for.
It's time for a radical reframe. If you’re feeling impostor syndrome, take it as a positive signal to act on, not a symptom to treat.
In the past, I defined Imposter Syndrome as "a temporary memory loss that causes you to forget your past accomplishments and how incredible you are." This definition has served me and many leaders well; however, my experience coaching executives has led me to conclude that a broader definition and a fresh perspective are overdue.
Distinguished Membership of the Imposter Club - If we issued membership cards to those experiencing impostor syndrome, the list of card carriers would read like a Who's Who of high achievers.
Study the membership roll, and you will notice an absence of low performers or mediocre contributors. Those who seldom push boundaries or challenge themselves have little reason to question their abilities, unlike the star performers, innovators, and excellence-seekers who routinely push beyond their comfort zones and set higher standards.
The club members are lifelong learners who are always questioning. Those with a fixed mindset, unwavering opinions, or comfortable with “how it’s always been done”, will not find their people in this club.
The Opposite of Impostor Syndrome: Delusional Confidence
The flip side of impostor syndrome isn't confidence – it's unfounded overconfidence. It’s Delusional Confidence.
This cognitive bias, in which people with limited knowledge or skill dramatically and confidently overestimate their competence, is named the Dunning-Kruger effect after the psychologists David Dunning and Justin Kruger, who first identified it.
The “delusional confident” doesn't know what they don't know, and this ignorance is bliss (for them). Delusional Confidence is displayed when you observe someone in a meeting confidently pontificating about something they know little about, unaware that the person sitting next to them has a PHD in the subject.
When viewed through the lens of comparison, impostor syndrome reveals itself as a strength, not a weakness. It’s evidence of psychological sophistication—the ability to reflect and accurately self-assess limitations and capabilities.
The Value in a Little Self-Doubt
Think of impostor syndrome as a quality-control check in the mind of an intelligent high-achiever; it reflects a positive level of self-monitoring.
Emotionally intelligent leaders leverage these moments of self-doubt as a signal to act on. This signal motivates thought and action that reduces errors, promotes learning, improves decision-making, and models humility. In practice, this includes reviewing the analysis to catch a critical oversight, rehearsing your presentation again, seeking additional information and including diverse perspectives.
All this creates value that wouldn’t otherwise be captured.
Recognize the signal – Acknowledge I’m having an “imposter moment”.
Engage your curiosity and analytical mind for evidence. Is the doubt reasonable, or proportional?
Take appropriate action – What’s needed now? Sometimes you will demonstrate confidence and act swiftly; people need you to lead.
In this reframe, you practice recognizing the signals and moving through the process. From syndrome to strength, you will find a sweet spot between paralyzing self-doubt and delusional overconfidence.
These thoughts and feelings are a signal. Not everyone can hear it. If you can, listen to it and use it.
It will help you be a leader who:
Prepares more thoroughly
Listens more attentively
Considers alternatives more carefully
Makes better decisions
Learns continuously
Demonstrates high EQ
I’m excited about working with this reframe personally and professionally. My “signals” led me to question, listen, and look for a better alternative.
The next time that feeling arises, label it, thank it for keeping you humble and use it to become a better leader.
