Impostor Phenomenon: Why you feel like a fraud even when you’re capable

Read Time: 3 mins

Feeling like a fraud despite strong evidence that you’re good at your job is called the Impostor Phenomenon (IP). Many people experience it at some point in their career, yet it isn’t universal. The fact that it varies between people and settings suggests that both personal factors and context play a role.

This article draws on a webinar presented by Erin Buttermore, who is researching the mechanisms, measurement, and interventions related to the Impostor Phenomenon.

What It Looks Like

Impostor feelings can take different forms. You might notice some of these patterns:

• Perfectionism and unreasonable standards for yourself, and sometimes for others
• Over preparing to avoid mistakes or, alternatively, under preparing because you believe failure is inevitable
• Downplaying success as luck or timing while blaming yourself for any setback
• Avoiding stretch roles or visibility because you fear being “found out”
• Feeling burnt out or thinking about leaving a role because the bar feels impossibly high

This often creates a loop like this: push hard, succeed, feel brief relief, then raise the bar again and doubt yourself all over again.

Why It Happens

Research on the Impostor Phenomenon is largely correlational, which means it shows relationships but not necessarily causes. Even so, we know several factors can make impostor feelings more likely.

Personal factors

• Higher anxiety and self-criticism
• Lower self-esteem and general self-efficacy (confidence in your abilities)
• A sense that outcomes are beyond your control
• Maladaptive perfectionism

Social factors

• Stereotype threat. Being reminded of negative stereotypes about your group can reduce confidence and performance
• Lack of role models or people who look like you succeeding in your field
• Feeling like you don’t belong in your workplace or team

Workplace factors

• Being new in a role or changing jobs
• Leadership style. Inclusive and authentic leaders are linked to lower IP; abusive or dismissive leadership can heighten it
• Low psychological safety or belonging within the culture

Why Quick Fixes Don’t Work

Advice like “fake it till you make it” or “just own your success” can sound empowering, but it often misses the mark.

For people experiencing impostor feelings, focusing only on wins can feel hollow or even increase discomfort. Real progress comes from addressing both the thinking patterns and the context that reinforce self-doubt.

What Actually Helps

You can’t eliminate impostor feelings completely, they’re part of being human. The goal is to work and lead well even when doubt shows up.

1. Practice practical self-compassion

Notice your inner critic, remember that others feel this way too, and respond to yourself as you would to a friend. Self-compassion doesn’t mean lowering standards; it means keeping effort sustainable and protecting against burnout.

2. Adopt a learning mindset

Treat skills as learnable. Ask yourself:

• What conditions would help me do this?
• What’s the smallest next step that moves me forward?

Shifting from “Am I good enough?” to “How will I get better?” builds progress and confidence over time.

3. Learn to observe thoughts, not obey them

When the “I’m a fraud” thought appears, notice it without buying into it. You can still act in line with your values, for example, speak up, apply, present the topic even while feeling uncomfortable. This builds psychological flexibility.

4. Run small, safe experiments

Try testing your assumptions. For example, prepare less intensively for a routine meeting and see what happens. Most people find their performance stays the same, which helps loosen perfectionistic habits.

5. Build belonging and support

Find mentors, peers, or communities where you can speak openly. If you’re new in a role, ask for a structured onboarding buddy or mentor. Remind yourself why you were hired, not to be perfect, but to learn and contribute.

Measuring It

There are validated scales like the Clance Imposter Phenomenon Scale, but there’s no single gold standard. What matters most is your experience and if self-doubt is limiting your wellbeing, confidence, or decisions, it’s worth addressing.

When to Seek Support

If impostor feelings are leading to overwork, burnout, avoidance, or constant self-criticism, professional support can help. Evidence-based coaching can help you challenge unhelpful thinking, test realistic strategies, and rebuild confidence in a sustainable way.

Acknowledgement

This article draws on insights from Erin Buttermore (University of Sydney), whose research explores the psychological mechanisms and workplace factors that shape the Impostor Phenomenon.