“How can I tackle imposter syndrome?”

This may be the mother of all work-related questions. So many of the professionals I work with — from senior executives leading organizations to recent graduates just starting out — experience it.

Whether in Austin or anywhere across Texas, imposter syndrome comes in many flavors. My clients describe it as:

Fear of being exposed for being in over your head — for knowing less than you claim or that others think you do.

Feeling frozen in high-stakes situations, unable to think or speak, even about things you actually know.

Believing you have nothing worthwhile to contribute in meetings with peers, clients, stakeholders, or staff.

A constant companion of dread — sometimes more intense at predictable times (like on Sundays).

Imposter syndrome often isn’t just an internal confidence issue. It’s shaped by roles, expectations, feedback loops, and workplace culture—especially in environments where standards are unclear or constantly shifting. This is why imposter syndrome so often shows up alongside broader work and career concerns, where context and environment matter as much as mindset.

The Real Costs of Imposter Syndrome

The consequences go beyond feeling bad. Imposter syndrome can show up as:

Procrastination and overwork
Panic attacks or insomnia
Cynicism about others’ accomplishments
Negative performance reviews
Feeling stuck in your career
Generalized discontent or wishing to do something completely different

Why Common Advice Often Falls Short

Popular advice includes:

“Change your mindset”: Reframing yourself as a learner can be useful, but the emotional brain where imposter syndrome lives often ignores rational appeals.
“Talk about it with colleagues”: Sure, this can normalize the experience, but my best advice about revealing vulnerabilities at work is ‘proceed with caution.’
“Fake it ‘til you make it”: Ironically, feeling like we’re faking it is often part of the problem, not the solution.

Besides, many people already feel they’re faking interest, enthusiasm, or belonging. This only fuels imposter syndrome further.

A Better Approach: Put Imposter Syndrome in Its Place

When I work with clients, we go beyond conventional wisdom to truly understand their unique experience. That understanding is fundamental to making change that lasts (read more about that here). My process often includes:

1. Separating Reality from Distortion

Could you truly be in over your head in some areas? Growth edges and learning gaps are normal. Clarifying what’s real and what’s distorted can go a long way toward easing imposter syndrome.

2. Examining Your Work Environment

Toxic dynamics can create fertile ground for imposter syndrome:

Cultures that value conformity over diversity
Competitive, zero-sum workplaces
Managers who lead through intimidation
Bias — conscious or unconscious — embedded in structures, systems and processes

Look closely at where you work, what’s expected, who you work with, and how work gets done (read more here about my take on the most most important question you can ask about yourself and your work.)

3. Understand What’s Unique to You

Formative experiences, at work and outside it, can shape how imposter syndrome shows up. Old frustrations, patterns, or messages may be echoing in the present.

Moving Forward — Without Faking It

While we do this deeper work, clients sometimes need immediate strategies for an upcoming meeting, high-stakes conversation, or major decision. In those moments, we collaborate to develop authentic, effective alternatives to “faking it.”