Do you regularly find yourself doubting your abilities in your work role, comparing yourself unfavourably to your work peers, thinking how lucky you are to be in the role that you’re in, concerned you may not be able to prove your worth and investment to your employer, and worried that others might eventually find out your “dirty little secret”: that you’re not actually as good as they think you are? If so, you may be experiencing “Imposter Syndrome”.

什么是冒充综合征?

Imposter syndrome can bedefined由于“由于您的辛勤工作以及您拥有明显的技能,能力和经验,因此无法相信您的成功值得。相反,您的倾向是内化,你得到了你所做的其他方式,如运气,或在合适的时间在正确的地方。“

Psychologists explain this by way of Attribution Theory: the tendency for some individuals to give credit for their成功外部因素超出了他们的控制(境地归属),但责备失败根据自己的缺点,缺陷和赤字(倾向归属)。

“Success” could refer to the simple fact that you have a job at all, that an employer actually wants to pay you money for what you do, and not necessarily that you are a senior member of staff, well-paid, or holding a lot of responsibility.

在我们的职业生涯中,当我们想知道我们在学校或大学的学到的时,它相对普遍,可能会转化为实际,有用的技能;或者,当我们收到我们的第一次促销或过渡到管理别人或维修关键客户的角色。

However, many people – and especially women – find themselves consumed with self-doubt, a sense of inadequacy, and lack of confidence, well into their professional careers. And these negative self-perceptions persist despite their experience, skill set, and obvious positive regard and feedback from their colleagues. Whilst others regard them as highly accomplished women, they themselves struggle with confusion about how they have reached the level they have. Their fear of being “found out” in terms of who they believe they truly are (“not good enough”), creates a chronic state of anxiety that impacts on many aspects of their wellbeing. It can lead to a degree of self-sabotage, in terms of actively avoiding positions of greater responsibility or of a higher profile, due to fear of failure; or adopting a self-deprecating and self-critical narrative so that their colleagues might, over time, lower their expectations of them.

讽刺是,冒充综合征导致美国表现得像冒名顶替 - 假装我们并不像我们实际的那样好,而不是真实的基于事实的自我。

毕马威在美国的研究(报告福布斯, 2020) has found that 75% of executive women identified having experienced imposter syndrome at various points in their careers. Nearly 6 in 10 executive women stated that promotions or transitions to new roles were the times that they most experienced imposter syndrome. In addition, 74% of these women said they don’t believe male leaders have as much self-doubt as their female counterparts.

So why is imposter syndrome so much more prevalent amongst professional women than men?

Imposter syndrome was first identified in 1978 by psychologists Pauline Rose Clance and Suzanne Imes. In their他们理论大学妇女因冒险综合征而异。虽然我们现在知道,冒名蛋白综合征不仅限于妇女,而且具有完美主义和对失败的人格特征以及家庭期望和环境因素,都可以贡献,这似乎是性别有力的是扮演的有力部分。

It seems that longstanding patriarchal social influences play a significant role in very fixed gender stereotypes that can continue to dictate what “feminine” should look and act like. Many of KPMG’s research respondents cited differences in how boys and girls were raised in childhood. At an early age, boys were encouraged to lead, demonstrate self-confidence, and display less emotion than girls. Girls were socialised to be caring, nurturing, and “other-focused”, and to put the needs of others before their own.

此外,妇女还报告说,他们变成更成功,它在顶部的孤独者,因为这些顶级职位上有很少的女性。

Moving beyond Imposter Syndrome

好消息是,可以克服!完全有可能学会更明显的方式来识别在我们的专业生活中出现的冒险综合征,并故意“不同地行动”。

The first step towards change is to start to notice – to really pay close attention to – examples of imposter syndrome in the way you think, feel and behave. For example, your manager asks you to take on a new task, and you notice a thought that “I’m really not good enough to do this”, “What if I let her down?” or “My colleague will do a much better job than me” – or you might actually say those thoughts out loud! These thoughts may be accompanied by a feeling of unease, discomfort, anxiety, or even guilt – “She’s asked the wrong person! If only she knew…” – along with an urge to avoid the task at all costs. Hence, your behavioural response might be to say, “No” to the request, or suggest that someone else might be better placed to pick it up.

然后,当你开始在发生这种迹象时开始了解对这些标志的意识,你可以有意识地决定不要与你的自动想法进行搞,而是形成新的和不同的想法 - “可怕但令人兴奋的”或“我有这样的技能“ - 和不同的回复”当然,为什么不呢?“,替换多年来一直显示的自动默认默认情况。更换旧的新情绪可能是更大的信心感,权利和应得的感觉。在这样做时,你就会让自己达到新的机会,以体验自己的能力和有能力的能力 - 证据表明,冒着冒险综合征的故事。

Ultimately, what is required in the longer term is for you to move away from the “not good enough” story, towards a new, dominant and more authentic narrative: one in which you are proud of your accomplishments and all the hard work, dedication and commitment you have brought to your job. In re-writing the script, and shaping this new narrative, it is vital to align with the facts rather than your thoughts (which are so often distortions of reality). It may also help to consider the fact that you are in a unique position to positively and powerfully influence your female colleagues (and daughters/sisters/female friends) who are watching and learning from you. Rather than brush off or minimise praise from a colleague or client – look them in the eye and thank them.