Could Imposter Syndrome Be Killing Your Team’s Performance?
Could Imposter Syndrome Be Killing Your Team’s Performance? A great question right?
Have you ever looked around your workplace and noticed a lack of confidence holding people back? Maybe someone who’s brilliant at what they do hesitates to share their ideas, or a high achiever constantly doubts their contributions. Imposter syndrome is real, and it could be quietly chipping away at your team’s performance—and your bottom line.
I first started to understand this while running my own performing arts school back in the late ’90s and early 2000s. What began as 10 students quickly grew to 100 in just three terms, but it wasn’t because I was the most technically brilliant teacher. The secret was how I made my students feel. I saw each student as a unique individual with their own story, challenges, and potential. Confidence became the foundation of everything we did.
Many of my students openly shared their fears—whether it was stage fright, struggling to hit a note, or feeling like they didn’t belong in the class. What I realized is that these doubts were often rooted in imposter syndrome. They didn’t see their own brilliance. My job wasn’t just teaching them skills; it was reframing their mindset and reminding them of their achievements. When we focused on team cohesion and connection, their individual confidence soared—and so did the group’s performance.
Some of those students have gone on to achieve incredible things. They’ve started businesses, worked with the United Nations, built families, and stepped onto global stages. Did I make those things happen? Of course not. But at some point in their journey, I reminded them that they mattered, that they had value, and that they were capable of excellence. And those small moments of belief became stepping stones for their future success.
What Does Imposter Syndrome Look Like in the Workplace?
In the workplace, imposter syndrome often looks like hesitation. You’ll see talented employees second-guessing themselves, holding back ideas, or overworking to “prove” their worth. These individuals might downplay their achievements, avoid taking on leadership roles, or even deflect praise.
The danger isn’t just in what this does to the individual—it’s what it does to the team. When one person doubts themselves, it can create a ripple effect of missed opportunities, poor collaboration, and stagnation. Imposter syndrome thrives in silence, and without intervention, it can quietly erode trust, connection, and performance.
How Leaders Can Help
As leaders, we have an incredible opportunity—and responsibility—to address imposter syndrome within our teams. From my own experience, I’ve seen that when you focus on the individual in the context of their contribution to the team, both thrive. Here’s how:
- Acknowledge Their Achievements
One of the most powerful things you can do is remind your team members of what they’ve already achieved. Imposter syndrome feeds off doubt, so by shining a light on their wins, you help counteract that inner critic. Be specific: “I loved the way you handled that client call last week—you kept them engaged and confident in our solutions.” - Reframe Their Perspective
When someone on your team feels like they don’t belong or aren’t good enough, encourage them to reframe their thoughts. Ask them: “What evidence do you have to support that belief? And what evidence proves the opposite?” Helping them shift their focus from doubt to possibility can be transformative. - Connect to Purpose and Contribution
People want to feel like their work matters. Take the time to show each team member how their efforts contribute to the bigger picture. When individuals understand their purpose within the team, it fuels their confidence and deepens their commitment. - Foster a Culture of Collaboration
Imposter syndrome thrives in isolation, but it diminishes in connection. Create spaces where your team can openly share ideas, learn from one another, and celebrate successes together. When trust and collaboration are prioritized, confidence becomes contagious. - Celebrate Strengths
Everyone on your team has a superpower—something they bring to the table that no one else can. Acknowledge those unique gifts and encourage them to lean into their strengths. Profiling tools or personality assessments can help highlight these attributes and foster mutual respect within the team.
The Ripple Effect of Confidence
When we invest in helping our people overcome imposter syndrome, something amazing happens: the entire team thrives. Confidence isn’t just about the individual—it’s about creating a culture where everyone feels seen, valued, and capable. It’s about building trust, fostering collaboration, and unlocking potential.
Your role as a leader isn’t just to guide—it’s to remind your people of who they are and what they’re capable of. When we connect individuals to their purpose, passion, and unique gifts, we’re not just improving performance. We’re transforming lives.
So ask yourself: could imposter syndrome be holding your team back? If the answer is yes, start with these small, intentional actions. You might be surprised by the transformation that follows.
After all, confidence is contagious—and when your team believes in themselves, they’ll achieve things you never thought possible.
If you’re struggling to motivate or engage your team right now, could imposter syndrome be part of the problem? If this resonates, let’s chat.