Editor’s Note: Members of the TSK Mental Health Taskforce: October Ivins; former SSP President (2008-2009), Ryan Reeh; Senior Digital Publishing Strategist (AAP), and Adrian Stanley; independent publishing consultant, had a fireside chat with Sarah Durrant; independent coach and transformational teacher.
Following on from Overcoming Imposter Syndrome: A Fireside Chat with Sarah Durrant, Lead from Within (Parts 1 & 2), parts 3 & 4 today contain the final segments in the discussion.
Segment three: It’s Not Just You (13 minutes). Segment three further explores the fears and assumptions around imposter syndrome and how it can be considered a binary – all or nothing – fight, flight, negotiate, or freeze. Sarah discusses how reorientation restores some balance and how people she has worked with in classes and coaching all want to achieve more confidence. You don’t have to struggle alone – identify a trusted friend or colleague to share your imposter syndrome stories with. Many talented people have experienced this including Neil Armstrong, Michele Obama, Meryl Streep, and Albert Einstein. Western culture promotes the image of the hero or the self-made man, but we are arguably a highly social species wired for connection. Further discussed is vulnerability and sharing uncomfortable feelings. The discussion considers the possible interchangeability of vulnerable and authentic (But be careful, an unsupportive reaction to sharing can be re-traumatizing.) Take on the challenge in small steps, build on the successes.
The final segment, Segment four, addresses the impact of hierarchical structures on imposter syndrome (12 minutes), covers recommendations for systemic changes, and suggestions for an individual to gather the courage to ask questions to address and overcome imposter syndrome. There is further discussion on how hierarchical structures restrict flexibility and how smaller organizations can arguably promote ‘power with’ rather than ‘power over’ and promote safety, belonging and dignity.
What we want to support is a safe environment to allow people to come to their own solutions. When a culture rewards extroverted tendencies, it is difficult for people with more introverted tendencies. We want to tap into people’s potential by giving positive reinforcement to counter feelings of imposter syndrome. Safe and safety are key terms during the discussion and how it is massively important in mammals. In the work environment, if we want people to engage in work as individuals or groups with curiosity, creativity, and clarity, these are all actions within the prefrontal cortex, the most recently evolved part of the brain.
A culture that values trust, honesty and authenticity without shaming or punishment, either overt or covert, is needed. It’s important to create safety, trust and connection to support the inherent dignity of everyone. We need to look for more mindful and holistic leadership from everyone.
We hope you enjoy the conversation as much as we did and find useful advice for yourself, and others and for your organization. Please leave comments (open or anonymous) on the post, let us know what resonated.
