If you lead, manage, mentor, train, or coach people you need to understand impostor syndrome.

COSTS OF IMPOSTOR SYNDROME

Employees who experience impostor syndrome are more likely to:

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Hold back from sharing ideas, asking questions

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Not step up for more challenging opportunities or assignments

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Be overlooked for promotions

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Over-personalize constructive feedback

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Procrastinate on important projects and tasks

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Job hop or otherwise sabotage their success

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Over work and over prepare

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Experience unnecessary psychological stress and fatigue

Organizational costs:

Fewer ideas and solutions, lost opportunities, reduced talent pool
Procrastination leads to needless stress, wasted time, and avoidable crisis for both the individual and their team members
Job hopping results in costly hiring searches
Over working and over preparing leads to wasted time and productivity and to costly burnout

OUR SOLUTION

Impostor Syndrome Institute (ISI) is the world’s #1 source of impostor syndrome solutions and has been the foremost provider of practical and immediately usable information, insight and tools to organizations & individuals since 1985.

Rethinking Impostor Syndrome (RIS) is ISI’s proven educational solution developed by Dr. Valerie Young and has been delivered to over half a million people around the world including:

RETHINKING IMPOSTOR SYNDROME™ CORE MESSAGES

Impostor syndrome:

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Is costly to individuals and organizations

It’s not just an “interesting self-help topic” — it’s a bottom line issue. Impostor-related thoughts and feelings lead to unproductive behaviors which are costly to individuals and their organization.
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Has been over-psychologized

In addition to family messages regarding achievement, there are situational, occupational, societal, and organizational sources of impostor feelings. Seeing our individual experience in a broader context helps us to contextualize more and personalize less.
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Intersects with DE&I

A sense of belonging fosters confidence. Being among the “few, only, or first” compounds the pressure to represent one’s entire group. Societal stereotypes and stereotype threat based on gender, race, age, language, class, and/or dis/ability increase susceptibility to impostor feelings.
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Demands immediately usable solutions

The goal is not to “fix” anyone. Rather it’s to provide the information, insight, and tools needed to effectively address normal impostor feelings. Importantly, these same tools can be applied on both the employee and organizational level.

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