Overcoming Imposter Syndrome: Strategies from Top Leaders

Dr. Jerry Don Smith Jr.

7 min read

If you’ve ever found yourself doubting your achievements, attributing them to luck or other external factors, or feeling that one day someone will “unmask” you as a fraud, you’re not alone. Imposter syndrome is a common phenomenon, especially among high achievers and those in demanding fields. I see it regularly in my work as a clinical and forensic psychologist, particularly with those who serve in high-stakes environments like the military or those striving for success in leadership roles. In fact, even seasoned leaders and professionals — those who many of us look up to — have dealt with imposter syndrome at some point in their lives.

What makes overcoming imposter syndrome so challenging is that it often resides in the spaces between our aspirations and our accomplishments. From personal experience and through my work with leaders from various backgrounds, I’ve gathered insights on how to overcome this pervasive feeling. Here, we’ll explore strategies that top leaders use to manage self-doubt, transform their mindset, and embrace the success they’ve earned.

What is Imposter Syndrome? A Personal Perspective

Imposter syndrome is the internalized belief that one’s success is undeserved, regardless of objective evidence to the contrary. This feeling often arises despite consistent performance, positive feedback, and even significant accomplishments. Over the years, I’ve seen individuals who’ve achieved remarkable feats — acquiring specialized military training, advancing within competitive organizations, and taking on pivotal roles in healthcare — yet still feel that they don’t belong.

In my case, working as a psychologist within the U.S. military community in Okinawa has been both rewarding and challenging. Despite my experience and education, there have been moments when I’ve questioned my own abilities and felt like an outsider, especially when confronted with unfamiliar military terminology or the high expectations from service members in demanding situations. This doubt occasionally crops up, particularly when my advice could significantly affect someone’s mental well-being or career trajectory.

But imposter syndrome is not a barrier exclusive to psychologists or military personnel; it’s a common experience shared across professions. Understanding that imposter syndrome isn’t a personal failing but rather a psychological phenomenon shared by many is the first step toward overcoming it.

Where Imposter Syndrome Begins: Recognizing the Root Causes

Many people assume that imposter syndrome is simply self-doubt, but it goes deeper than that. Imposter syndrome often stems from:

• High Expectations: Those raised in high-achievement households or competitive environments may feel that only perfection is acceptable.
• Cultural Pressure: For individuals in hierarchical cultures, such as those seen in the military, strict standards can add pressure to “measure up.”
• Comparison: Observing the achievements of others without understanding the journey behind them leads to unrealistic comparisons.
• New or Unfamiliar Roles: Any new position can spark insecurities, and the “unknowns” can make even the most competent feel they’re unqualified.

In my role, for example, I work with patients who often come from a background of rigor and excellence. Military leaders, medical personnel, and specialists in high-pressure roles may come in expecting themselves to handle anything without issue. But when they’re met with feelings of doubt, the very cultural pressure to “succeed no matter what” can exacerbate these internal struggles.

This phenomenon is not limited to professional settings; personal expectations and life transitions can similarly create pressure, adding layers to imposter syndrome. Reflecting on your own expectations and understanding their origins can provide clarity and set the foundation for overcoming these feelings.

Key Strategies from Top Leaders: Transforming Imposter Syndrome into a Source of Growth

Successful leaders aren’t immune to imposter syndrome; rather, they’ve learned how to confront it. Here are some of the strategies they use to manage these feelings and find a way to move forward with confidence.

1. Embrace Vulnerability: Owning Your Story

A common trait among effective leaders is their willingness to embrace vulnerability. Brené Brown, a prominent researcher and speaker on vulnerability, suggests that sharing our fears and insecurities doesn’t make us weaker; it makes us more authentic.

Consider former CEO and military leader Mike Abrashoff, who openly discussed his imposter syndrome when he first took command of a Navy ship. Instead of hiding his insecurities, Abrashoff chose to address them with his team, explaining that he didn’t have all the answers but was willing to listen and learn. This openness helped him build trust, and it reframed his self-doubt as a learning opportunity rather than a limitation.

For me, there have been countless moments where simply admitting a lack of understanding has opened doors for more productive interactions. When I first began working with military personnel, acknowledging my unfamiliarity with certain military jargon allowed my clients to feel more comfortable clarifying terms and processes. This vulnerability ultimately bridged the gap between us and fostered trust.

2. Set Personal Milestones: Celebrating Small Wins

One of the most effective ways to manage imposter syndrome is by setting realistic, personal milestones. In high-stakes environments, large, transformative achievements are celebrated while smaller victories may go unnoticed. To counteract this, leaders set personal milestones that reflect growth rather than only achievement.

Leaders like Angela Duckworth, author of Grit, emphasize the importance of recognizing daily improvements. In Duckworth’s studies, successful people often set incremental goals that kept them motivated and prevented feelings of overwhelm. By celebrating even small steps — whether it’s completing a challenging project or simply surviving a hectic day — one can feel a sense of accomplishment that validates their efforts.

In my case, I remember setting small goals in learning Japanese when my family and I moved to Japan. Each interaction in Japanese, no matter how brief or grammatically imperfect, served as a milestone and gave me a sense of competence. This approach translates well to professional milestones too, as it helps to offset feelings of inadequacy with tangible evidence of progress.

3. Reframe Failure as Learning: The Growth Mindset

A growth mindset is a powerful tool against imposter syndrome. Carol Dweck, a leading psychologist in the field of mindset theory, emphasizes that those who view challenges as opportunities for growth are more resilient in the face of setbacks.

When something goes wrong, leaders with a growth mindset analyze what happened, learn from it, and move forward. This shift in perception helps them see “failures” as stepping stones rather than as reflections of their inadequacy. In fact, many leaders in high-stress fields like medicine, technology, and the military have adopted this approach to maintain their confidence.

One of my clients, a decorated officer, admitted to me that in his early career, he faced multiple rejections when trying to progress through the ranks. Instead of viewing these setbacks as personal failings, he used each one as a learning opportunity. Today, he credits these moments as essential to his growth as a leader.

This approach can be adapted by anyone struggling with imposter syndrome. Reframing failure allows you to see setbacks as experiences that add depth to your expertise rather than detract from it.

4. Seek Feedback from Trusted Sources: Building a Reality Check

Leaders understand the value of feedback in aligning perception with reality. When experiencing imposter syndrome, self-assessment can be flawed, but constructive feedback offers a balanced view. Constructive feedback doesn’t only highlight areas for improvement; it provides affirmation of what you’re doing well.

Early in my career, I sought out a mentor to help navigate some of my insecurities as a young professional. Having someone who could provide honest, constructive feedback not only clarified where I needed improvement but also validated areas of strength that I hadn’t fully acknowledged.

For those managing teams or clients, receiving feedback regularly can counteract self-doubt and serve as a reality check. While imposter syndrome may cast doubt, feedback from trusted sources grounds your understanding of your performance and can be a powerful tool for building confidence.

5. Develop a Routine for Self-Reflection: Anchoring Your Confidence

A daily or weekly routine for self-reflection can help anchor your confidence and manage imposter syndrome. Leaders often use this practice to reconnect with their values, strengths, and accomplishments.

One practice I’ve incorporated is reflecting on three small wins at the end of each day. These might be something as simple as handling a tough conversation or finding a creative solution to a problem. By focusing on these successes, I reinforce my confidence and keep imposter syndrome at bay.

Some leaders go further, incorporating practices such as journaling or meditation to reinforce their confidence. These moments of introspection help them recognize patterns of progress and areas where they might be needlessly critical of themselves.

6. Accept Compliments Gracefully: Shifting Mindset

People with imposter syndrome often dismiss compliments or deflect positive feedback, attributing their success to luck or external factors. Leaders who have overcome imposter syndrome have learned to accept compliments gracefully, recognizing them as affirmations of their hard work and dedication.

Accepting compliments can feel uncomfortable, especially if you’re conditioned to downplay your achievements. But making a habit of simply saying “thank you” when complimented is a small, powerful shift that reinforces a positive self-image.

Over the years, I’ve encouraged clients and even practiced myself to accept compliments without self-deprecating responses. This simple act helps reinforce the idea that accomplishments and strengths are a result of effort, not mere chance.

The Path to Authentic Leadership: Becoming Comfortable in Your Skin

Authentic leadership involves acknowledging both strengths and vulnerabilities. Leaders who have managed imposter syndrome recognize that perfection is neither possible nor necessary; rather, being effective means showing up fully, including with the doubts and fears we all share.

For those in demanding roles, particularly in the military or healthcare, authenticity is about connecting with people on a human level. In my line of work, this translates into building trust and understanding that self-doubt is part of the journey. The leaders I’ve encountered who’ve successfully managed imposter syndrome exemplify a mindset of growth and self-compassion, qualities that make them not only more effective but also more relatable.

Overcoming imposter syndrome doesn’t mean erasing all self-doubt; it means reorienting your perception of success and recognizing that your accomplishments are valid. Top leaders are often those who have embraced their humanity — flaws, doubts, and all — and find strength not in an absence of doubt but in their capacity to work through it.

As we continue to face high-stakes challenges, whether in our careers or personal lives, the strategies above offer a path toward resilience and self-assurance. Embracing vulnerability, setting realistic goals, reframing setbacks, and fostering genuine connections are tools that anyone can use to navigate imposter syndrome. These steps create a foundation of self-belief that empowers us to move beyond imposter syndrome and into our potential.

Through both personal experience and the insights of others, I’ve come to see imposter syndrome not as a barrier, but as a shared human experience. By recognizing its presence and addressing it with intention, we not only better understand ourselves but also open doors to more authentic, compassionate, and courageous leadership.