Imposter Syndrome: 5 Approaches to Build Confidence in Emerging Leaders

High-performing professionals are often promoted for their expertise and potential - but when they step into a bigger role, self-doubt can creep in. This is the classic case of Imposter Syndrome, and it can quietly undermine confidence, decision-making, and performance.

For HR and L&D leaders, recognizing and addressing Imposter Syndrome is critical because:

• New managers may hesitate to lead decisively

• High-potential talent can burn out trying to “prove” themselves

• Organizations risk stalled projects, disengagement, or turnover

Signs of Imposter Syndrome in the Workplace

Employees experiencing Imposter Syndrome often:

• Question why they were chosen for their role or project

• Fear they won’t meet expectations

• Feel like they must know everything or risk being “found out”

• Attribute success to luck or external factors

• Obsess over small criticisms while discounting praise

Triggers often include:

• Perfectionism and unrealistic self-expectations

• Ambitious new roles or high-visibility projects

• Limited experience in leadership or stakeholder management

5 Coaching Approaches to Help Leaders Overcome Self-Doubt

1. Prepare Thoroughly

   • Encourage employees to visualize success and role-play scenarios.

   • Feeling prepared transforms anxiety into clarity and control.

2. Focus on Strengths

   • Remind leaders why they were chosen for their role.

   • Strengths-based reflection builds confidence and motivates action.

3. Leverage Past Experience

   • Explore how they’ve overcome new-role challenges before.

   • This fosters resilience and a sense of progress.

4. Normalize Humility

   • Promote a culture where asking questions is encouraged.

   • Leaders don’t need to know everything to earn respect - they need to seek answers and learn quickly.

5. Seek Support

   • Encourage mentorship, peer discussions, or leadership coaching.

   • External support helps employees think strategically, gain perspective, and manage self-doubt constructively.

Organizational Benefits

When employees overcome Imposter Syndrome, organizations experience:

• Improved leadership confidence and performance

• Faster decision-making and execution of high-stakes projects

• Increased retention of top talent as employees feel supported and capable

Next steps for HR and L&D Leaders

If your high-potential talent is holding back due to self-doubt, leadership coaching can help them step confidently into their roles and deliver meaningful impact.

→ Let’s discuss how to support your emerging leaders in building confidence and accelerating performance.