How to Kick Imposter Syndrome to the Curb

MONTHLY NEWSLETTER | June 2025

Welcome to June's sunshine-filled newsletter! This month, we're shining a bright light on that pesky little voice that whispers, "You don't belong here." Yes, imposter syndrome, we're looking at you! Put on your actually-I-do-deserve-to-be-here crown, and get ready to laugh, learn, and lovingly kick imposter syndrome to the curb.

WHAT IS IMPOSTER SYNDROME, ANYWAY?

Imposter syndrome is that nagging feeling of self-doubt, the sense that your achievements are due to luck or timing rather than your own skills and hard work. It's the fear of being "found out" as a fraud, even when you've got the receipts to prove your competence. Sound familiar? While it's not a diagnosable mental health condition, it often walks hand-in-hand with anxiety and can lead to burnout if left unchecked.

But here's what's particularly fascinating: this experience isn't equally distributed across all professionals. Some groups, especially women returning to leadership roles, face this challenge more intensely than others.

WHY FEMALE LEADERS (ESPECIALLY RETURNING MOMS) FEEL IT MOST

Did you know that 70–80% of people experience imposter syndrome at some point, but women, especially those returning from maternity leave, are hit hardest? Research from Harvard Business Review shows that societal expectations, shifting identities, and workplace dynamics all combine to make women especially vulnerable when returning to their profession.

Key triggers for returning moms:

Skill-gap perception: Even a short break can make you feel out of the loop
Identity juggling: Balancing "leader" and "mother" is no small feat
Social comparison: Perfect "working mom" images on social media don't help
Workplace bias: A Deloitte study reveals 68% of new mothers fear their skills have become outdated, and many feel they need to overcompensate to prove their commitment

A simple statement like "It sounds like we both want to improve team communication, though we have different views on how structured it should be. Is that accurate?" can help surface and de-escalate disagreements before they become problems.

THE GENDER GAP: WHY WOMEN EXPERIENCE IMPOSTER SYNDROME DIFFERENTLY

Research from the International Journal of Behavioral Science shows women experience imposter syndrome 30% more frequently than men. The roots of this disparity run deep. Starting in childhood, girls are praised for effort while boys are told they're naturally talented. This early conditioning leads women to attribute success to hard work or luck rather than ability, and to internalize failures more deeply.

Workplace realities compound this challenge:

Feedback bias: McKinsey research shows women receive 2.3 times more personality-focused feedback than men, who get more skill-based praise
Stereotype threat: Women in male-dominated fields experience higher stress and are more likely to doubt their competence
Motherhood penalty: Studies indicate returning mothers are often perceived as less committed, fueling perfectionism and self-doubt

Recognizing these patterns is the first step toward addressing them. But how do you know if you're experiencing imposter syndrome yourself?

Signs you might be experiencing imposter syndrome:

Attributing your success to luck or outside help
Downplaying your achievements—even when others praise you
Overpreparing or overworking to "cover up" perceived inadequacy
Feeling anxious about being "found out"
Setting impossibly high standards, then feeling disappointed when you fall short

If these signs feel familiar, you're not alone—and more importantly, there are proven strategies to help you move forward with confidence.

PRACTICAL TIPS TO KICK IMPOSTER SYNDROME TO THE CURB

1. Challenge Your Inner Critic

When you catch yourself thinking, "I'm not good enough," pause and ask: What's the evidence? Would I judge a friend this harshly? Write down three specific accomplishments that contradict your self-doubt. Keep this list handy for tough moments.

2. Share Your Feelings

Talk about your doubts with trusted colleagues or friends. Research from Stanford shows that normalizing these conversations reduces imposter feelings by up to 40%. You'll be surprised how many people, especially other women, feel the same way.

3. Keep a Success File

Document your wins, positive feedback, and moments when you overcame challenges. Write down one success every Friday, no matter how small. Review your "confidence bank" before big meetings or when self-doubt creeps in.

4. Reframe Mistakes as Learning

Everyone makes mistakes, but they don't define your worth. When something goes wrong, ask yourself, "What did I learn?" and "How will this make me stronger?" See setbacks as steppingstones to expertise, not proof you're an imposter.

5. Recognize Systemic Factors

Remember, it's not just you. Workplace cultures and societal biases play a significant role. A study by Catalyst found that 75% of senior executive women report experiencing imposter syndrome, highlighting that this is a structural issue, not a personal failing.

6. Practice Self-Compassion

Treat yourself with the same kindness you'd offer a friend. Research by Dr. Kristin Neff shows that self-compassion reduces the negative impact of imposter feelings and boosts resilience more effectively than self-criticism.

7. Leverage Professional Coaching

A coach can help you identify self-limiting beliefs, develop personalized strategies, and provide a safe space to process your feelings. Studies indicate that women who work with coaches rebuild confidence 2.3 times faster after returning from leave.

While individual strategies are crucial, lasting change also requires organizational support. Here's how companies can help create environments where returning female leaders thrive.

THIS MONTH'S REFLECTION QUESTIONS

When was the last time you doubted your abilities at work, and what triggered that feeling?
Which of the imposter syndrome signs described in this newsletter resonate most with you right now?
How do societal expectations or workplace dynamics influence your confidence as a returning leader or mother?
What is one recent accomplishment you tend to downplay, and how might you give yourself more credit for it

FOR ORGANIZATIONS: HOW TO SUPPORT RETURNING FEMALE LEADERS

Structured re-onboarding: Offer comprehensive programs to update skills and ease transitions back to leadership roles
Mentorship programs: Pair returners with senior leaders who can normalize challenges and share their own experiences
Feedback audits: Train managers to focus on competencies and specific achievements rather than personality traits
Peer support networks: Create formal groups for returning mothers to share experiences, strategies, and mutual encouragement

FINAL THOUGHTS: YOUR LEADERSHIP IS NEEDED—NOW MORE THAN EVER

The World Economic Forum identifies emotional intelligence and adaptability as top leadership skills for the future. Guess what? Motherhood develops both in spades.

Remember, imposter syndrome isn't a sign that you're not good enough—it means you're pushing boundaries and growing. As you return to leadership, your expanded skills in empathy, crisis management, and strategic thinking, all honed through motherhood, are exactly what today's workplaces need.

So, wear your I-belong-here crown proudly. Laugh at the imposter voice, learn from your journey, and know that you are not alone. Here's to kicking imposter syndrome to the curb, together!

Kindly,

Ready to take the next step? If you're navigating the return to leadership and would like personalized support, I'd love to help. Reply to this email or book a complimentary consultation to explore how coaching can accelerate your confidence and career momentum.

P.S. Forward this to another returning leader who might need to hear this message. Sometimes the most powerful thing we can do is remind each other that we belong.