How to Manage Imposter Syndrome

It’s your first week in a new role. Everyone’s congratulating you on the promotion, but all you can think is: “When will they realize they made a mistake?”

You’re not alone. Imposter syndrome is a psychological experience where high-achieving individuals persistently doubt their competence and fear being exposed as a fraud, despite clear evidence of their abilities. Approximately 62-70% of professionals experience these feelings at some point, particularly during career transitions and promotions. The good news: imposter syndrome is manageable through evidence-based strategies like cognitive behavioral therapy (CBT), cognitive reframing, and building authentic competence—though it may never fully disappear for those who continue to push themselves professionally.

Key Takeaways

• Imposter syndrome affects 62-70% of professionals: You’re not alone, and it’s especially common during career transitions and new roles
• It’s not a mental disorder: Imposter syndrome isn’t in the DSM-5, though it can co-occur with anxiety or depression
• CBT and cognitive reframing are evidence-based approaches: Research shows that challenging attribution errors (crediting success to luck, failure to inadequacy) significantly reduces imposter feelings
• Management is more realistic than cure: High achievers may always experience some self-doubt—the goal is reducing its impact on performance and wellbeing
• Distinguish IS from legitimate learning: Career changers especially need to separate imposter syndrome from the normal discomfort of being a beginner

What Is Imposter Syndrome (And How Do You Know You Have It)?

Imposter syndrome—also called imposter phenomenon—was first identified by psychologists Pauline Clance and Suzanne Imes in 1978 research on high-achieving women. They defined it as “an internal experience of intellectual phoniness”: the persistent belief that you’re not as competent as others think, despite clear evidence of your abilities.

Despite outstanding accomplishments, people with imposter syndrome persist in believing they’re really not competent and have fooled anyone who thinks otherwise.

Here’s how it shows up:

• Fear of being “found out” – constant worry that someone will expose you as incompetent
• Attributing success to luck or timing – “I just got lucky” or “The project was easy”
• Downplaying achievements – minimizing your role in successful outcomes
• Overworking to compensate – working twice as hard because you feel half as qualified

The numbers are striking. According to a 2025 meta-analysis, approximately 62% of professionals experience imposter syndrome at some point. KPMG research found that 75% of female executives reported experiencing these feelings during their careers, particularly during transitions.

And here’s something important: imposter syndrome is not a mental disorder. It’s not recognized in the DSM-5 or ICD-10. That doesn’t make it less real—it just means this is a psychological experience, not a clinical condition. Though it can co-occur with anxiety and depression, and when it does, professional treatment matters.

Originally, Clance and Imes studied high-achieving women. But later research showed something unexpected: imposter syndrome affects all genders equally. Men may be less likely to disclose these feelings, but they experience them just as frequently.

If you’ve ever felt like a fraud despite evidence of your competence, you’re in good company. You’re definitely not alone.

Why High Achievers Experience Imposter Syndrome

High achievers experience imposter syndrome precisely because of the qualities that make them successful: perfectionism, high standards, and acute self-awareness of what they don’t know. It’s a paradox: the better you get, the more aware you become of the gap between where you are and where you want to be—which can actually make imposter feelings worse.

Here’s the pattern. People with imposter syndrome attribute their successes to external factors like luck or timing, while attributing failures to their own inadequacy—a cognitive pattern rooted in attribution theory. When you succeed, you think: “I got lucky.” When you struggle, you think: “I’m not good enough.”

This isn’t just annoying—it’s exhausting. You’re constantly discounting your own work while magnifying every mistake.

Perfectionism doesn’t just coexist with imposter syndrome—it actively fuels it. Research published in Current Psychology found that perfectionism is a strong, statistically significant positive predictor of imposter phenomenon severity. The relationship goes both ways: perfectionism creates impossible standards, which makes you feel like you’re always falling short, which reinforces the belief that you’re not good enough.

Studies also show that impostor feelings are fostered by fear of failure, fear of success (yes, both), and low self-esteem. And the impact is real: imposter syndrome decreases career planning, career striving, and motivation to lead. It’s not just feelings—it’s affecting your decisions.

Research indicates that rates are especially high among ethnic minority groups, suggesting that systemic factors and representation also play a role. This isn’t just about individual psychology—it’s about context and environment.

7 Evidence-Based Strategies to Manage Imposter Syndrome

The most effective approaches to managing imposter syndrome combine cognitive behavioral therapy (CBT) for restructuring thought patterns, group support for normalization, and building authentic competence through deliberate skill development. Research shows that multi-session, combined interventions produce the most sustained results—meaning you’ll likely need more than one strategy, and you’ll need to practice them consistently.

Strategy 1: Recognize and Name the Pattern

The first step to managing imposter syndrome is naming it. Once you recognize the pattern, it loses some of its power.

Research on interventions confirms that “recognizing and educating individuals experiencing imposter phenomenon about its various manifestations, as well as offering support in a group context, appear to be important intervention strategies.”

Here’s how to do it:

1. Learn the common manifestations – the fear of exposure, the attribution errors, the overworking
2. When you notice self-doubt, label it – literally say to yourself, “This is imposter syndrome”
3. Track when it shows up – new projects? High-stakes situations? Certain people?

Naming it doesn’t make it disappear. But it does create some distance between you and the feeling. It’s not truth—it’s a pattern.

Strategy 2: Challenge Your Attribution Errors

If you want to stop feeling like an impostor, you have to stop thinking like an impostor.

Cognitive behavioral therapy is a highly effective method for addressing imposter syndrome, focusing on identifying and challenging maladaptive beliefs. Clinical research shows CBT significantly reduces imposter feelings while improving mental health and self-esteem.

The core practice:

1. When you succeed, list 3 specific things YOU did – not luck, not timing, not others’ help. Your contribution.
2. When you struggle, ask: “Is this about my competence, or about the situation?” – being new at something doesn’t mean you’re incompetent.
3. Practice: “What would I tell a friend in this situation?” – you’d never say “You’re a fraud.” You’d say “You’re learning.”

This takes practice. Your brain has been running this pattern for years. But research confirms that CBT-based cognitive reappraisal significantly reduces imposter feelings.

Strategy 3: Build Authentic Competence

Confidence doesn’t come from feeling ready—it comes from doing the work and building real competence.

This isn’t about “fake it till you make it.” It’s about closing the actual gap between where you are and where you want to be. Not through pretending, but through skill development.

Here’s how:

1. Set specific, measurable learning goals – not “get better at presentations” but “deliver three presentations and record them for review”
2. Seek constructive feedback – not just validation, but specific guidance on what to improve
3. Track your growth over time – keep a record of what you couldn’t do six months ago that you can do now
4. Celebrate skill acquisition, not just outcomes – you learned something new. That matters.

Building authentic competence doesn’t eliminate self-doubt. But it gives you concrete evidence to counter imposter thoughts.

Strategy 4: Find Your People (Group Support)

Shame loses power when it is spoken. That’s not just wisdom—it’s backed by research showing that group support appears advantageous versus individual intervention.

Breaking the silence is often the most powerful intervention.

How to find your people:

1. Join a professional peer group or coaching cohort – people in similar situations
2. Share your imposter moments, not just your achievements – be honest about the self-doubt
3. Discover how common these feelings are – when everyone in the room admits they feel this way, you realize you’re not broken
4. Practice normalizing instead of hiding – vulnerability builds connection

Brené Brown’s research on shame confirms this: “Shame loses power when it is spoken.” The very thing you’re afraid to say out loud is the thing that, once said, loses its grip.

Strategy 5: Manage Your Perfectionism

Perfectionism is a strong, statistically significant positive predictor of imposter phenomenon severity. Translation: your perfectionism is feeding your imposter syndrome.

Perfect is the enemy of done—and it’s definitely the enemy of confident.

How to manage it:

1. Identify your unrealistic standards – what do you expect of yourself that you’d never expect of others?
2. Practice “good enough” vs “perfect” – some things genuinely need excellence. Most things need good enough.
3. Reframe mistakes as data, not evidence – a mistake tells you what to adjust, not that you’re incompetent
4. Ask: “What’s the cost of this standard?” – perfectionism isn’t free. What’s it costing you?

Research shows that imposter phenomenon fully mediates the link between perfectionism and happiness. Meaning: perfectionism’s negative effects on your wellbeing may operate through imposter feelings.

Strategy 6: Give Yourself the 90-Day Frame

When you’re starting something new, commit to 90 days of learning. During that window, frame struggles as expected rather than signs of inadequacy.

You’re not a fraud. You’re learning. Give yourself 90 days to be a beginner.

This matters especially during career transitions. You’re not supposed to be fully competent on day one. The question isn’t “Am I good enough for this?” but “What do I need to learn in the next 90 days?”

At 90 days, assess progress—not perfection. What did you learn? Where did you grow? That’s the measure that matters.

Strategy 7: Separate Feelings From Facts

Just because you feel like a fraud doesn’t mean you are one.

Keep a “wins folder” of positive feedback, completed projects, and evidence of your competence. When imposter feelings spike, review it. Ask yourself: “What are the facts?”

The facts might be:

• You have the credentials for this role
• You’ve successfully completed similar projects
• Your manager has given you positive feedback
• You were selected from a competitive pool

Feelings are real. But they’re not always accurate. Research and clinical practice confirm that separating feelings from facts is a core strategy for managing imposter syndrome.

Managing Imposter Syndrome During Career Transitions

Imposter syndrome often spikes during career transitions—new roles, promotions, or career changes—because you’re stepping into territory where your prior expertise doesn’t fully transfer. Research shows that 75% of female executives experience imposter feelings during career transitions, and professionals moving from individual contributor roles to management are particularly susceptible.

When you’re in transition, everything feels harder. The shortcuts you used to rely on don’t work anymore. The confidence that came from mastery is gone. And your brain interprets that discomfort as evidence that you don’t belong.

But here’s the thing: discomfort doesn’t mean you made a mistake.

Is It Imposter Syndrome or Am I Really Underqualified?

This is the critical question for career transitioners. How do you distinguish between imposter syndrome and the legitimate discomfort of being a beginner?

Imposter syndrome persists despite clear evidence of competence—credentials, track record, positive feedback. If you’re genuinely new to a skill, that discomfort is a normal learning curve, not imposter syndrome.

If you’re unsure whether your self-doubt is founded, career assessments can provide external validation of your strengths and fit.

The Road vs The Terrain: Distinguishing IS from Wrong Fit

Imposter syndrome can make you feel like you’re on the wrong road entirely. But often, you’re on the right road—you’ve just hit challenging terrain.

The question isn’t “Should I turn back?” but “Do I have the tools to navigate this section?”

Here’s how to assess:

• Wrong path: The work itself feels misaligned with who you are. Even when you succeed, it feels hollow.
• Difficult terrain: The work aligns with your values and interests, but you’re struggling with specific skills or knowledge gaps.

If you’re questioning whether imposter feelings are a sign you’re in the wrong role, it may be time to step back and explore finding your purpose. Understanding the difference between passion and purpose can help you assess whether self-doubt reflects imposter syndrome or a genuine misalignment with your calling.

It’s terrifying to be a beginner again when you’re used to being competent. But being a beginner doesn’t make you a fraud. It makes you someone who’s willing to grow.

When to Seek Professional Help

Seek professional help when imposter feelings significantly impact your performance, cause persistent distress, or co-occur with anxiety or depression. While imposter syndrome isn’t a mental disorder, it can overlap with clinical conditions that do require treatment.

Warning signs that it’s time for professional support:

• Avoiding opportunities – turning down promotions or projects because of fear
• Persistent distress – losing sleep, constant worry, dread about work
• Impact on performance – paralysis, procrastination, or overworking to the point of burnout
• Co-occurring symptoms – anxiety, depression, or panic attacks

Treatment varies case-by-case with attention to concomitant behavioral health conditions. If imposter feelings are co-occurring with anxiety or depression, treating those conditions often reduces imposter feelings as well.

Options include:

• Individual therapy (CBT focus) for addressing thought patterns
• Group therapy or support groups for normalization and shared experience
• Professional coaching for career-specific guidance (when not clinical)

Imposter syndrome is manageable on your own for many people. But when it’s interfering with your life or co-occurring with clinical conditions, professional support can make a significant difference. Seeking help isn’t a sign of weakness—it’s a strategic decision.

Frequently Asked Questions

Is imposter syndrome a mental illness?

No. Imposter syndrome is not recognized as a mental disorder in the DSM-5 or ICD-10. However, it can co-occur with anxiety and depression, and when it does, professional treatment for those conditions is important. (Source: StatPearls, NCBI)

Does imposter syndrome ever go away?

For many high achievers, management is more realistic than cure. Evidence-based strategies can significantly reduce the impact of imposter feelings on your performance and wellbeing. But some degree of self-awareness and doubt may persist as you continue to challenge yourself—and that’s not necessarily a problem. (Source: Clinical consensus, practitioner insights)

Can therapy help with imposter syndrome?

Yes. Cognitive behavioral therapy (CBT) is an evidence-based intervention that helps you identify and challenge the attribution errors and cognitive distortions underlying imposter feelings. Research shows CBT significantly improves mental health, self-esteem, and emotional regulation in people experiencing imposter syndrome. (Source: Educational Research in Medical Sciences, Cureus 2025)

How common is imposter syndrome?

Approximately 62-70% of professionals experience imposter syndrome at some point in their careers. Rates are particularly high during career transitions, among high-achieving professionals, and in ethnic minority groups. If you’re experiencing these feelings, you’re definitely not alone. (Source: BMC Psychology meta-analysis 2025, KPMG study)

What causes imposter syndrome?

Imposter syndrome results from a combination of psychological and situational factors: perfectionism, attribution patterns (crediting success to external factors like luck while attributing failure to personal inadequacy), fear of failure, low self-esteem, and situational triggers like career transitions or promotions. Research shows perfectionism is a particularly strong predictor. (Source: Current Psychology 2023, PMC studies)

Managing Imposter Syndrome Is a Practice, Not a Destination

Imposter syndrome may never fully disappear—and that’s okay. What matters is that it stops controlling your decisions, limiting your opportunities, or draining your energy.

Start with one strategy from this article. Practice it for 30 days. Notice what shifts.

And remember: feeling like an impostor doesn’t make you one. It often just means you’re doing something that matters, something challenging, something worth the discomfort.

That’s not a sign you’re in the wrong place. It’s a sign you’re growing.