to the point | ISSUE 182
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different from those who tend to obtain certain roles, they may be stereotyped, or lack role models and colleagues with a similar background to admire and connect with. These insecurities can foster a powerful feeling of self-doubt, culminating in imposter syndrome.
TO THE POINT
IMPOSTER SYNDROME ID’D
You’ve probably come across the term ‘imposter syndrome’; the belief that you are less capable than those around you or that your success is the result of external factors such as luck. The workplace impact of these beliefs can be significant.
Article by Professor Binna Kandola, Senior Partner - Pearn Kandola
P
eople struggling with imposter syndrome
might overwork themselves or develop a harmful tendency towards perfectionism. They will find it difficult to recover from setbacks and will hold themselves back from pursuing personal ambitions or opportunities to progress. But where do these feelings come from? There are several different contributing factors. For example, if the person is
Millennials are often spoken about as being particularly at risk, with one survey finding that as many as a third struggle with imposter syndrome. However, there is one group in our society that is often overlooked; namely, the BAME (Black, Asian & Minority Ethnic) community. A recent study found that just three percent of the country’s most powerful individuals are BAME. Our own research has also found that three-in-five (59 percent) BAME employees actually feel their colleagues have made assumptions about their ability, character or behaviour, based on their ethnicity. With a severe lack of role models to emulate, as well as the constant reminder that they are different to the vast majority of their colleagues, it’s no wonder that so many BAME employees feel as though they don’t belong.
However, there are strategies that anyone can use to help tackle imposter syndrome. The first is, quite simply, to think positively. Positive emotions enhance our sense of capability, empowering us to achieve more than when we focus on negative thoughts. Visualise your goal and think about what you need to do in order to reach it. Be realistic though - people suffering from imposter syndrome often hold themselves to unrealistic standards and are irreparably disheartened when they fail to live up to them. Remind yourself that you can succeed, but crucially, create a series of achievable goals to work towards.
The second strategy is to examine the thoughts that we have about ourselves, as stewing on negative thoughts will only cause them to fester. Writing down persistent negative thoughts can be a beneficial way of
externalising and putting them into perspective. For example, you may think: “I don’t deserve to be in this job”. On writing it down and examining it, you would say; “the people who selected me to do this have confidence in my abilities.” A third strategy is to recollect your achievements, successes or qualifications; whatever it is that makes you proud or gives you confidence. One person I know keeps a folder with the great feedback he has received over the years. When he has doubts, he returns to his folder to remind himself of what others think of him.
Imposter syndrome poses a significant challenge for employees and employers alike. It is also only one part of a much broader issue about how to ensure BAME workers feel just as valued and included as their white colleagues. It may be uncomfortable at first, but only by acknowledging that for many people racism and imposter syndrome go in hand-in-hand can we create a better workplace for all.
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NEXT MONTH ISSUE 183
INTERVIEW
Sharon Doherty, Chief People Officer - Finastra.
ROUNDTABLE
Levy at the crossroads and the future of leadership development.
SUPPLY CHAIN MANAGEMENT SCM is increasingly reliant upon HRM, as the ratio switches from resources managed within organisations, to those in between.
HEALTH STRATEGY Flexible working was the panacea to work/life balance, but is the erosion of lines actually damaging health?
EMOTIONAL INTELLIGENCE Should a candidate or employee, who is technically perfect, be dismissed for not demonstrating a sufficient level of EQ?
2020 & BEYOND
For years, 2020 has been a future date to prepare for, or else. Now it’s here and we discover that no date is a destination.
FOR FURTHER INFO
www.pearnkandola.com
52 | thehrdirector | DECEMBER 2019
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