Impostor Phenomenon: A Misunderstood Term

It’s crucial to clarify that the impostor phenomenon is merely a descriptive term rather than an official diagnosis. It does not appear in the American Psychiatric Association's Diagnostic and Statistical Manual of Mental Disorders or the International Classification of Diseases (ICD-11).

This phenomenon does not warrant the classification of a mental disorder. Basima Tewfik, a researcher from Wharton, suggests that those who feel like impostors often possess better interpersonal skills and role mastery. Her research indicates that individuals experiencing these feelings are more likely to assist, collaborate with, and uplift their colleagues.

Additionally, a study revealed that students grappling with impostor thoughts are less inclined to cheat or plagiarize. However, for many, including myself, the downsides of impostor feelings are all too real. At best, they are merely annoying; at worst, they can lead to missed opportunities, heightened psychological distress, low self-esteem, and increased vulnerability to burnout and depression.

While impostorism may not qualify as a disorder, it remains problematic. Increasingly, people are questioning whether it should even be labeled as a syndrome.

Rethinking the "Impostor Syndrome"

Commonly, the term “impostor syndrome” is mistakenly attributed to psychologists Pauline Clance and Suzanne Imes, who first described the impostor phenomenon in their 1978 paper. However, the term “syndrome” is notably absent from their work.

Labeling impostorism as a syndrome implies that the issue originates within the individual, suggesting it is something only they or perhaps a therapist can address. Even if Clance and Imes hinted at "syndrome," this perspective is being challenged more frequently.

Consider where these invasive feelings originate. Are they thoughts you developed independently, or do they reflect the opinions of others? Perhaps a teacher criticized you, or a parent instilled doubt in your aspirations. Maybe a boss who should know better undermined your confidence.

The root of impostor feelings often lies in our educational systems, parenting styles, and toxic workplaces. Certain occupational environments, such as medicine and academia, are known to exacerbate feelings of inadequacy. Thus, the issue does not rest solely with the individual; it is a reflection of broader societal structures.

Moreover, entering a new role often magnifies feelings of impostorism, while progress can help alleviate them.

Viewing impostorism as a syndrome can obscure larger systemic issues. For example, university environments can foster feelings of inadequacy, particularly among Black students and staff. When impostorism is seen merely as a syndrome, self-improvement workshops designed to alleviate these feelings may inadvertently mask the underlying structural racism contributing to them.

The societal implications are significant. The fraudulent label of "syndrome" perpetuates the myth that the responsibility for overcoming these feelings lies solely with the individual.

Addressing the Root Causes of Impostor Feelings

To effectively combat impostorism, we must recognize it as a structural, systemic problem rather than a personal failing. Here are five impactful strategies to address this issue collectively:

1. Reframe the Narrative: When we use the phrase "impostor syndrome," we should gently remind ourselves that we are not patients in need of fixing. Instead, let’s use terms like “impostor phenomenon” to capture the essence without the negative implications. The more we reject this misleading label, the better we can confront the real issues.
2. Embrace a Growth Mindset: Impostorism is not a fixed personality trait. Educational institutions and workplaces should foster a growth mindset, emphasizing that abilities can be developed rather than being seen as innate gifts. Research shows that those who believe their intelligence is static are more likely to experience impostor feelings.
3. Dismantle Stereotypes: The notion of leadership often conjures outdated, narrow images. By showcasing diverse leadership narratives, we can help everyone feel empowered to step into leadership roles, reducing the stigma surrounding impostor feelings.
4. Promote Pay Equity: Disparities in pay can fuel self-doubt. Advocating for salary transparency and diverse representation will create a more equitable environment, allowing individuals to feel they belong and reducing impostor feelings.
5. Liberate Yourself: By understanding impostorism as an "outside-in" issue, you can begin to release its grip. Acknowledge its presence, approach it with humor, and recognize its many sources to diminish its hold on you.

By confronting the roots of impostor feelings, we empower ourselves to embrace our successes as deserved.

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