POPULARITY
2 episodes with pauline clance
Imposter syndrome is a myth. Well, mostly anyway. We'll unpack this concept of imposter syndrome, or rather, imposter phenomenon, emphasizing that the common perception of it as a 'syndrome' is misleading. In this first part of our two-part series, you'll get a historical overview of this phenomenon, which starts with the work of Dr. Pauline Clance and Dr. Suzanne Imes' research in the 1970s. Most importantly, we'll bust some myths around the "who" and "why" of this phenomenon, hitting on the facts that imposter feelings are universal and not solely linked to self-esteem or specific demographics. The takeaway is this: if we want to address our imposter feelings, we need to look at them more holistically and consider evidence-based strategies to reduce them. Those practical steps will be explored in part 2 of this series. Joy Lab and Natural Mental Health are community-supported. When you buy through the links below, we may earn a commission. That support helps keep the Joy Lab podcast free for all! Sources and Notes: Joy Lab Program: Take the next leap in your wellbeing journey with step-by-step practices to help you build and maintain the elements of joy in your life. Your Joy Lab membership also includes our NMH Community! Clance, P. R., & Imes, S. A. (1978). The imposter phenomenon in high achieving women: Dynamics and therapeutic intervention. Psychotherapy: Theory, Research & Practice, 15(3), 241–247. Access here. Langford, J., & Clance, P. R. (1993). The imposter phenomenon: Recent research findings regarding dynamics, personality and family patterns and their implications for treatment. Psychotherapy: Theory, Research, Practice, Training, 30(3), 495–501. Access here. Tran, N. (2023). From imposter phenomenon to infiltrator experience: Decolonizing the mind to claim space and reclaim self. Peace and Conflict: Journal of Peace Psychology, 29(2), 184–193. Access here. Number of doctoral degrees earned in the United States from 1949/50 to 2031/32, by gender. Where to shop: Our partner store, Fullscript: Here you can find high-quality supplements and wellness products. Except for our CBD Gummies, any product links mentioned in the show notes will require an account. Sign up for free. Resilient Remedies: Shop our line of trusted, high-quality CBD gummies. Subscribe to our Newsletter: Join us over at NaturalMentalHealth.com for exclusive emails, updates, and additional strategies. Check out our favorite resilience-boosting reads at Bookshop.org. Full transcript Please remember that this content is for informational and educational purposes only. It is not intended to provide medical advice and is not a replacement for advice and treatment from a medical professional. Please consult your doctor or other qualified health professional before beginning any diet change, supplement, or lifestyle program. Please see our terms for more information. If you or someone you know is struggling or in crisis, help is available. Call the NAMI HelpLine: 1-800-950-6264 available Monday through Friday, 10 a.m. – 10 p.m., ET. OR text "HelpLine" to 62640 or email NAMI at helpline@nami.org. Visit NAMI for more. You can also call or text SAMHSA at 988 or chat 988lifeline.org.
This week's episode is focused on something that is both widespread and completely misunderstood - imposter syndrome. After all, there's nothing inherently wrong with people who feel like imposters. It's not a syndrome - especially to the degree to which the term “syndrome” is appropriate. In reality, the more accurate name is something more like “imposter phenomenon, which is actually a term coined by the original researchers on this subject, Pauline Clance and Suzanne Imes, in their initial papers. Regardless of what you want to call it, feeling like an imposter who doesn't deserve the success they've experienced or the position they're in is all too common in today's world. Left unchecked, feeling like an imposter can grow beyond self-doubt and prevent us from feeling fulfilled or confident in all areas of our lives. Luckily, my guest today is Dr. Nicole Pulliam - aka the perfect person to help you overcome your self-doubt! I was connected with Nicole through a colleague of mine, Allison Larthey, who saw her speak at the Women's Leadership Summit in NJ in the fall of 2023. After having the pleasure of speaking with her for this episode, I now know why she was so impressed by Nicole's presentation. Tune in to hear our conversation about how to manage feeling like an imposter, the impact of it on our lives, and what you can do to better support yourself and those around you. Here are the show notes for today's episode: Learn More About Dr. Nicole Pulliamhttps://www.realandworthyllc.com/https://www.youtube.com/watch?v=HbSFe0FumnkLearn more about Imposter (or Impostor, both are right) PhenomenonThe Imposter Phenomenon in High Achieving Women: Dynamics and Therapeutic Intervention - Clance and Imeshttps://www.womeninanesthesiology.org/wp-content/uploads/2017/03/ip_high_achieving_women.pdfImposterism, Perfectionism, and Burnout – A Toxic Triad - Dr. Tracey Markshttps://www.youtube.com/watch?v=9BMSsKWJ8gsStop Telling Women They Have Imposter Syndromehttps://hbr.org/2021/02/stop-telling-women-they-have-imposter-syndromeFeeling Like an Impostor Is Not a Syndromehttps://slate.com/business/2016/04/is-impostor-syndrome-real-and-does-it-affect-women-more-than-men.htmlIt's Not 'Impostor Syndrome' When You're Black and Womanhttps://watercoolerconvos.com/2016/04/20/its-not-impostor-syndrome-when-youre-black-and-woman/Dealing with Imposter Syndrome (ADHD Storytime from How to ADHD)https://www.youtube.com/watch?v=g6wbCf0gNSwThe Connection Between ADHD and Imposter Syndrome | Psychology Todayhttps://www.psychologytoday.com/us/blog/on-your-way-with-adhd/202302/the-connection-between-adhd-and-imposter-syndrome
In this interview, author Jill Stoddard and Will Bachman discuss the concept of impostor syndrome. Jill defines the experience as a state where individuals question their competence and legitimacy, even when there is objective evidence to support their accomplishments. The fear is that they will of be outed as a fraud. The phenomenon was officially identified in 1978 by Pauline Clance and Suzanne IMEs, who believed it only existed in high-achieving women. However, culture rebranded it as a syndrome which Jill addresses. The Background on Imposter Syndrome Jill believes that the imposter phenomenon has been around for a long time, with prevalence rates averaging between 40 and 70 percent. She suggests that it has been present in early humans, who, when part of a tribe, had a survival advantage due to social comparison and fear of being ousted from their tribe. Early humans engaged in social comparison to ensure they didn't get kicked out of their tribe, which was often a life-or-death situation. The modern world, with technology and social media, has created a context where this issue has been amplified. Jill calls for a cultural rebranding and a redefining of the impostor phenomenon or impostor experience. This phenomenon has not been extensively researched, and it is important to know that most discussions focus on hypotheses rather than empirical questions. However, research suggests that these impostor thoughts and feelings are positively correlated with success, making the more successful an individual, the more likely they are to have these feelings. Jill discusses the complex reasons behind this phenomenon, including the assumption that others are more competent than they are, the Dunning Kruger cognitive bias, and social and cultural influences. She mentions that in the 70s, when this phenomenon was thought to only impact high-achieving women, it was rebranded as sexism. Her hypothesis and others have suggested that people who have experienced marginalization, such as being told they don't belong in male spaces, or being told they don't belong in white spaces, are more prone to experience imposter syndrome. Understanding Imposter Syndrome Jill asserts that it is important to recognize that the more we know and the more we believe others are competent, the more likely we are to feel impostor syndrome. Additionally, it is essential to acknowledge that the stigma surrounding this experience is often perpetuated by those who have experienced marginalization, such as women, people of color, and gay individuals. Jill mentions that impostor syndrome can negatively impact career success, and that it is important to recognize that this is a systemic and organizational issue rather than an individual problem. She believes that individuals should be given tools to manage their feelings and self-doubt, such as psychological flexibility, to overcome this state of mind. Psychological flexibility involves being present in one's life, aware of and open to all internal experiences, emotions, physiological sensations, urges, and thoughts. This allows individuals to make choices based on their deeply held personal values and who they want to be. The goal is to cycle and build psychological flexibility by identifying your values, recognizing the way thoughts and feelings get in the way of you heading in that direction, and changing your relationship to these thoughts. Additional approaches to dealing with impostor syndrome include seeking advice from others, such as talking to other speakers or CEOs, and understanding why they feel that way. Jill shares a strategy for book authors. Approaches to Dealing with Discomfort Jill discusses various approaches to dealing with anxiety and self-doubt, including comparing oneself to others, enjoying one's position, treating failure as an opportunity to test something out, and accepting that we are built to avoid uncertainty. She emphasizes the importance of learning to be okay with uncertainty and taking risks in order to spread their message. Jill explains the loop that people get stuck in, and that our brains overestimate the likelihood of bad things happening, and underestimate our ability to cope with it. She suggests testing out new experiences and being willing to do hard things in the presence of pain. She also emphasizes the importance of treating the imposter experience as a learning experience and acknowledging that most people are not paying attention to you. The key takeaway from the conversation is to get comfortable being uncomfortable and to stop letting thoughts bully you into behavior. She suggests getting clear on your values and how you want to live and work. She uses the metaphor of a ship on a journey, where the fog of thoughts and feelings can be dangerous but can be overcome by dropping anchor and waiting for the fog to pass. Jill suggests using a lighthouse, such as a beacon, to guide you forward even when the fog of painful thoughts and feelings is present. By having your values as a guide, you can continue moving forward on your journey, even if it is slower and more scary. A few other tactics Jill suggests are taking cold showers, brushing teeth with non-dominant hands, eating foods that don't appeal to you, watching sad movies, and allowing yourself to feel uncomfortable. By practicing being with your discomfort, you can make space and open up to feeling it. There are various exercises to practice this, such as crossing your legs or hands in the Funny Feeling way. These activities help you learn that these feelings are temporary and not harmful. The Cost of Being Human Additionally, she stresses that it is important to understand that thoughts are not facts, and don't let your thoughts bully you. She suggests creating distance and making values-driven choices. Two simple ways to do this include taking a thought that gives you trouble and noticing how it feels. This metacognition helps you recognize that these thoughts are just thoughts in your head, not reality. Another way is to give your inner critic a name, like "Sheila" or "no," which keeps it separate and allows you to make different choices. By focusing on the discomfort and the fact that thoughts are not facts, you can create a space where you can make values-driven choices. Jill talks about the concept of pain as a cost of being human, but how we respond to it is a choice. If we resist, we create suffering, while if we turn down the resistance, we turn down the suffering. Jill also mentions her website, which has resources like a quiz and three tips to living a mighty life. Jill shares two quizzes on her website: one to identify your subtype of imposter, which includes perfectionists, experts, and avoiders. She also discusses different ways we tend to avoid, such as being the doer and avoider. In summary, Jill discusses the themes of inner critics and the importance of self-awareness in overcoming imposter phenomena. She encourages listeners to share her resources on her website and share her insights on the topic. Links: Website: www.jillstoddard.com The quizzes: www.jillstoddard.com/quizzes The clinic (The Center for Stress & Anxiety Management): www.csamsandiego.com The podcast (Psychologists Off the Clock): www.offtheclockpsych.com Unleashed is produced by Umbrex, which has a mission of connecting independent management consultants with one another, creating opportunities for members to meet, build relationships, and share lessons learned. Learn more at www.umbrex.com.
In this episode of the Small Town Entrepreneur Podcast, host Claire Bouvier delves into a topic resonating deeply with many of us: imposter syndrome. Claire shares her personal journey, starting from her childhood experiences of feeling like she was constantly 'doing it wrong', to her diagnosis of ADHD at the age of 30. This episode shines a light on how neurodivergent individuals, particularly women entrepreneurs, often grapple with imposter syndrome. Claire discusses how the world, designed primarily for the neurotypical majority, can inadvertently exacerbate feelings of self-doubt and alienation in neurodivergent individuals. Through a blend of personal anecdotes and research insights, she explores the origins and implications of imposter syndrome, introduced by psychologists Pauline Clance and Suzanne Imes in the 1970s. Key takeaways from this episode include: Understanding Neurodivergence: Claire explains how neurodivergence can be a strength, urging listeners to embrace their unique ways of thinking and processing the world. Combatting Negative Thinking: Strategies to identify and counter negative thought patterns, emphasizing the importance of positive affirmations and self-acknowledgement. The Power of Community: The significance of finding support among like-minded individuals and the benefits of mentorship and accountability. Celebrating Small Wins: Encouragement to recognize and celebrate both big and small achievements in the journey of personal and professional growth. Setting Realistic Goals and Embracing Learning: Advice on setting achievable goals and embracing a continuous learning mindset. Practicing Self-Compassion: Tips on being kinder to oneself, especially in challenging times.
Se ne parla molto e quando è stata "inventata" da Pauline Clance e Suzanne Imes aveva molto molto senso. Ma oggi viene usata a sproposito come passepartout per qualsivoglia insicurezza professionale, a volte anche molto legittima. E quindi? Declassarla a capriccio è sicuramente sbagliato, ma andrebbe presa con cautela. Io sono Gianpiero Kesten, per gli amici Jam. Mi trovi ogni giorno in onda su Radio Popolare e in podcast su Cose Molto Umane.
Impostor syndrome, or “impostor phenomenon,” is a term that was first used in 1978 by psychologists Pauline Clance and Suzanne Imes to describe why many high-achieving people felt like impostors in their respective fields. Do you often feel like a fraud or an imposter? Learning about impostor syndrome can help put a name to feelings of phoniness and give people struggling with it reassurance that they are not the only ones experiencing these feelings. So, here are a few signs you might be experiencing imposter syndrome.
Do you feel like you don't deserve that new role? Or that you're fooling everyone when you landed the promotion? Feeling like your achievements are due to luck rather than hard work and innate skills? If so, you may be suffering from imposter syndrome. You're not alone. Approximately 70 percent of the United States population suffers from imposter syndrome. Imposter syndrome is an overwhelming sense of self-doubt, insecurity, and incompetence despite proof that you are competent and accomplished. The term was first coined in 1970 by the clinical psychologists, Dr. Pauline Clance and Dr. Suzanne Imes. It commonly arises after someone receives a new career opportunity. Imposter syndrome negatively impacts careers. It stops individualsfrom taking on challenges, because they're worried to reveal that they are not good enough. It causes stress, overwork, and burnout that is detrimental to career growth. Imposter syndrome is difficult to overcome. But there are ways to lessen these doubts and gain self-awareness to succeed. Jordanna Eyre saw that most leaders struggle with finding a sweet spot between impact and fulfillment.Through her framework and Modern Day Sorcerer Methodology, she has helped seasoned and budding leaders alike how to use the energy in their body. In today's episode, Jordanna Eyre reveals a powerful methodology to banish limiting imposter syndrome beliefs and instead develop a powerful inner cheerleader. Discover how to consistently be connected to the energy in your body and level up your leadership skills! Tune in to the new episode of The Free Retiree show. With wealth manager Lee Michael Murphy. What you'll learn: * How to overcome imposter syndrome * Healing internal wounds through metaphysics * Becoming the best version of yourself
Impostor syndrome, or “impostor phenomenon,” is a term that was first used in 1978 by psychologists Pauline Clance and Suzanne Imes to describe why many high-achieving people felt like impostors in their respective fields. Do you often feel like a fraud or an imposter? Learning about impostor syndrome can help put a name to feelings of phoniness and give people struggling with it reassurance that they are not the only ones experiencing these feelings. So, here are a few signs you might be experiencing imposter syndrome.
Tripulación: Hai unha impostora entre nós. Serás ti, serei eu, será a nosa convidada Patricia Porto Paderne? Esta semana, as Womansplainers discutimos sobre a síndrome da impostora, mal chamada con frecuencia «síndrome do impostor». Este mal, que afectaba particularmente a mulleres en posicións de liderado ou con suceso profesional e académico, foi descrito nos anos 70 pola Dra. Pauline Clance, que o identificou coa experiencia psicolóxica de quen teme ser unha fraude intelectual e ser recoñecida como unha impostora. Falamos das nosas propias experiencias, de como e en que circunstancias nos foi infundida esa inseguridade e de persoeiros que teñen falado abertamente de padecela. Coñecedes tamén a síndrome de Dunning-Kruger, a outra cara da moeda da síndrome da impostora, que afecta principalmente aos homes? Por que a síndrome da impostora afecta desproporcionadamente ás mulleres? E como podemos librarnos dela? Será en verdade unha inseguridade que se cura co tempo? Ou será imprescindíbel deixar de rodearse de cretinos? Axudaravos escoitar este novo episodio das Womansplainers? Unha semana máis en Luzes, co patrocinio de Puntogal.
Hello and welcome to another episode of the Leadership Log where we talk about navigating everyday leadership. In this episode we are talking with Lucy Brown about her experiences of Imposter Syndrome Imposter syndrome was first described by two clinical psychologists – Dr Pauline Clance and Dr Suzanne Imes – in 1978, and it is reported that about 70 per cent of people have felt some degree of imposter syndrome and we think it is something almost everyone can relate to. Lucy is the Director of Nursing and Deputy Director of the Florence Nightingale Foundation Academy. She is an experienced Director of Nursing, award-winning Clinical Leader and proud FNF alumni. Lucy started her nursing career at Guys and St Thomas' specialising in Paediatric Intensive Care before moving to Australia where she worked in the Royal Childrens Hospital in Brisbane. Most recently Lucy has been working for Circle Health group as a Director of Nursing supporting the NHS resilience work on the frontline. Lucy shares here experiences of imposter syndrome and provides some useful insights that can help you to recognise how imposter syndrome may operate for you . In the episode Becky and Lucy discuss the 5 competence types defined/described by Dr Valerie Young, an expert on imposter syndrome and author of The Secret Thoughts of Successful Women: Why Capable People Suffer from the Impostor Syndrome and How to Thrive in Spite of It. Find out more on this here Follow Lucy on Twitter : @LucyBrownFNF Follow us on twitter @Leadership_log for all the latest new and updates from our podcast. Our DMs are always open. If you do tweet about us don't forget to use these hashtags to help us follow the conversations: #EverydayLeadership #ImposterSyndrome Follow and subscribe to our shows on anchor or you can find them on all the MAJOR podcast platforms For more information or if you would like to record an episode with us then please drop us an e-mail at: admin@theleadershiplog Disclaimer Thanks for listening to the leadership log where we are navigating in everyday leadership. This is a non affiliated podcast in any views, thoughts and opinions expressed by the hosts or guests belong solely to them, and not necessarily to their employer, organization, committee or other group or individual
In this episode, Jesie and Lateka answer your questions about Imposter Syndrome and debunk some of the ideas around the commonly misunderstood concept. They share their own experiences with Imposter Syndrome and offer practical solutions to managing Imposter syndrome, both in career settings, and other important life roles. Episode content correction: Imposter Syndrome was first coined in 1978 by Georgia State University psychology professor Pauline Clance and psychologist Suzanne Imes in a study of high-achieving women. Follow us on IG: @wellmytherapistsays Music: Cloudy by KODOMOi https://soundcloud.com/kodomoimusic Creative Commons — Attribution 3.0 Unported — CC BY 3.0 Free Download / Stream: http://bit.ly/2DTIQji Music promoted by Audio Library https://youtu.be/ZIyyj2FrVI0
01:25 - Teaching, Learning, and Education 06:16 - Becoming a Data Scientist * Opportunities to Create New Knowledge * Data Science Science 19:36 - Solving Bias in Data Science * Weapons of Math Destruction (https://weaponsofmathdestructionbook.com/) 23:36 - Recommendations for Aspiring Data Scientists * Hire a Career Coach * Creating and Maintaining a Portfolio * Make a Rosetta Stone * Make a Cheat Sheet * Write an Article on a Piece of Software You Dislike * A Few Times, I've Broken Pandas (https://towardsdatascience.com/a-few-times-i-managed-to-broke-pandas-d3604d43708c?gi=7c2404551ab3) * Kyle Kingsbury Posts (https://aphyr.com/) * Contribute to Another Project * Post On Project Contribution (https://www.linkedin.com/posts/activity-6800974518308478976-4YqK) * Spend $$$/Invest on Transition * Bet On Yourself 45:36 - Impostor Syndrome (https://en.wikipedia.org/wiki/Impostor_syndrome) * Immunity Boosts * Community * Know Your Baseline * Clance Impostor Phenomenon Test (http://impostortest.nickol.as/) * Dr. Pauline Rose Clance (https://paulineroseclance.com/) * The Imposter Phenomenon: An Internal Barrier To Empowerment and Achievement by Pauline Rose Clance and Maureen Ann O'Toole (https://paulineroseclance.com/pdf/ip_internal_barrier_to_empwrmnt_and_achv.pdf) * Disseminate Knowledge * Confidence Leads to Confidence * Dunning-Kruger Effect (https://www.psychologytoday.com/us/basics/dunning-kruger-effect) * Johari Window (https://en.wikipedia.org/wiki/Johari_window) Reflections: Mae: Checking out the metrics resources on Impostor Syndrome listed above. Casey: Writing about software in a positive, constructive tone. Mando: Investing in yourself. from:sheaserrano bet on yourself (https://twitter.com/search?q=from%3Asheaserrano%20bet%20on%20yourself&src=typed_query&f=live) Adam: Talking about career, data science, and programming in a non-technical way. Also, Twitter searches for book names! This episode was brought to you by @therubyrep (https://twitter.com/therubyrep) of DevReps, LLC (http://www.devreps.com/). To pledge your support and to join our awesome Slack community, visit patreon.com/greaterthancode (https://www.patreon.com/greaterthancode) To make a one-time donation so that we can continue to bring you more content and transcripts like this, please do so at paypal.me/devreps (https://www.paypal.me/devreps). You will also get an invitation to our Slack community this way as well. Transcript: MANDO: Good afternoon, everyone! Welcome to Greater Than Code. This is Episode number 241. I'm Mando Escamilla and I'm here with my friend, Mae Beale. MANDO: Hi, there! And I am also here with Casey Watts. CASEY: Hi, I am Casey! And we're all here with Adam Ross Nelson, our guest today. Welcome, Adam. ADAM: Hi, everyone! Thank you so much for having me. I'm so glad to be here. CASEY: Since 2020, Adam is a consultant who provides research, data science, machine learning, and data governance services. Previously, he was the inaugural data scientist at The Common Application which provides undergraduate college application platforms for institutions around the world. He holds a PhD from The University of Wisconsin: Madison in Educational Leadership & Policy Analysis. Adam is also formerly an attorney with a history of working in higher education, teaching all ages, and educational administration. He is passionate about connecting with other data professionals in-person and online. For more information and background look for his insights by connecting with Adam on LinkedIn, Medium, and other online platforms. We are lucky we have him here today. So Adam, what is your superpower and how did you acquire it? ADAM: I spent so much time thinking about this question, I really wasn't sure what to say. I hadn't thought about my superpower in a serious way in a very long time and I was tempted to go whimsy with this, but I got input from my crowd and my tribe and where I landed was teaching, learning, and education. You might look at my background with a PhD in education, leadership, and policy analysis, all of my work in education administration, higher education administration, and teaching and just conclude that was how I acquired the superpower. But I think that superpower goes back much further and much deeper. So when I was a kid, I was badly dyslexic. Imagine going through life and you can't even tell the difference between a lowercase B and a lowercase D. Indistinguishable to me. Also, I had trouble with left and right. I didn't know if someone told me turn left here, I'd be lucky to go – I had a 50/50 chance of going in the right direction, basically. Lowercase P and Q were difficult. For this podcast, the greater than sign, I died in the math unit, or I could have died in the math unit when we were learning greater than, or less than. Well, and then another one was capital E and the number 3, couldn't tell a difference. Capital E and number 3. I slowly developed mnemonics in order to learn these things. So for me, the greater than, less than pneumonic is, I don't know if you ever think about it, but think of the greater than, or less than sign as an alligator and it's hungry. So it's always going to eat the bigger number. [laughs] It's always going to eat the bigger quantity. So once I figured that mnemonic out and a bunch of other mnemonics, I started doing a little bit better. My high school principal told my parents that I would be lucky to graduate high school and there's all kinds. We can unpack that for days, but. MANDO: Yeah. ADAM: Right? Like what kind of high school principal says that to anybody, which resonates with me now in hindsight, because everything we know about student learning, the two most influential factors on a student's ability to learn are two things. One, teacher effectiveness and number two, principal leadership. Scholarship always bears out. MAE: Whoa. ADAM: Yeah. So the principal told my family that and also, my household growing up, I was an only child. We were a very poor household; low income was an understatement. So my disadvantages aside, learning and teaching myself was basically all I had. I was the kid who grew up in this neighborhood, I had some friends in the neighborhood, and I was always exploring adjacent areas of the neighborhoods. I was in a semi-rural area. So there were wooded areas, there were some streams, some rivers, some lakes and I was always the kid that found something new. I found a new trail, a new street, a new whatever and I would run back to my neighborhood and I'd be like, “Hey everybody, I just found something. Look what I found, follow me and I will show you also. I will show you the way and I'll show you how cool that is.” MAE: Aw. ADAM: I love this thinking. [laughs] MAE: I love that! CASEY: Sharing. ADAM: I'm glad because when I'm in the classroom, when I'm teaching – I do a lot of corporate training now, too. When I'm either teaching in a traditional university classroom, or in corporate setting, that is me reliving my childhood playtime. It's like, “Hey everybody, look at this cool thing that I have to show you and now I'm going to show it to you, also.” So teaching, learning, and education is my superpower and in one way, that's manifested. When I finished school, I finished my PhD at 37. I wasn't 40 years old yet, if you count kindergarten had been in school for 23 years. Over half of my life, not half of my adult life, half of my entire life I was in school [chuckles] and now that I'm rounding 41—that was last week, I turned 41. Now that I'm rounding 41 – MAE: Happy birthday! ADAM: Thank you so much. Now that I'm rounding 41, I'm finally a little more than half of my life not in school. MANDO: Congrats, man. That's an accomplishment. [laughs] So I'm curious to know how you transitioned from that academic world into being a data scientist proper, like what got you to that point? What sets you down that path? Just that whole story. I think that'd be super interesting to talk about and dig into. ADAM: Sure. I think context really matters; what was going on in the data science field at the time I finished the PhD. I finished that PhD in 2017. So in 2017, that was that the apex of – well, I don't know if it was, or maybe we're now at the apex. I don't know exactly where the apex was, or is, or will be, but there was a lot of excitement around data science as a field and as a career in about 3, or 4 years ago. MANDO: For sure. ADAM: So when I was finishing the PhD, I had the opportunity to tech up in my PhD program and gain a lot of the skills that others might have gained via other paths through more traditional computer science degrees, economics degrees, or bootcamps, or both. And then I was also in a position where I was probably—and this is common for folks with a PhD—probably one of the handful of people in the world who were a subject matter expert in a particular topic, but also, I had the technical skills to be a data scientist. So there was an organization, The Common Application from the introduction, that was looking for a data scientist who needed domain knowledge in the area that I had my PhD and that's what a PhD does for you is it gives you this really intense level of knowledge in a really small area [chuckles] and then the technical skills. That's how I transitioned into being a data scientist. I think in general, that is the template for many folks who have become a data scientist. Especially if you go back 3, or 4, or 5, or 6 years ago, before formal data science training programs started popping up and even before, and then I think some of the earliest bootcamps for data science were about 10 years ago. At least the most widely popular ones were about 10 years ago to be clear. And then there's another view that that's just when we started calling it data science because the skills for – all of the technologies and analytical techniques we're using, not all of them, many of them have been around for decades. So that's important to keep in mind. So I think to answer your question, I was in the right place at the right time, there was a little bit of luck involved, and I always try and hold myself from fully giving all the credit away to luck because that's something. Well, maybe we'll talk about it later when it comes to imposter syndrome, that's one of the symptoms, so to speak, of imposter syndrome is giving credit for your success away to luck while you credit the success of others to skill, or ability. But let me talk about that template. So the template is many data scientists become a data scientists with this three-step process. One, you establish yourself as an expert in your current role and by establishing yourself as an expert, you're the top expert, or one of very, very few people who are very, very skilled in that area. Then you start tackling business problems with statistics, machine learning, and artificial intelligence. You might not be called a data scientist yet, but by this point, you're already operating as a data scientist and then eventually, you be the data scientist, you become the data scientist. If it is a career path for you, you'll potentially change roles into a role that's formerly called, specifically called data science. But one of the articles I wrote recently on Medium talks about the seven paths to data scientist and one of the paths talks about a fellow who really doesn't consider himself a data scientist, but he is a data scientist, been a data scientist for years, but he's really happy with this organization and his role as it's titled as an engineer and he's great. He's good to go. So maybe we'll talk about it a little bit later, too. I think as we were chatting and planning, someone asked about pedigree a little bit and one of the points I like to make is there's no right, or wrong way to do it. There's no right, or wrong way to get there just once you get there, have fun with it. MAE: I love what you said, Adam, about the steps and they're very similar to what I would advise to any traditional coder and have advised is take all of your prior work experience before you become a programmer. It is absolutely relevant and some of the best ways to have a meaningful impact and mitigate one's own imposter syndrome is to get a job where you are programming and you already have some of that domain knowledge and expertise to be able to lend. So you don't have to have been one of the rarefied few, but just having any familiarity with the discipline, or domain of the business you end up getting hired at, or applying to certainly is a way to get in the door a little easier and feel more comfortable once you're there, that you can contribute in lots of ways. ADAM: And it gives you the ability to provide value that other folks who are on a different path, who are going into data science earlier—this is a great path, too don't let me discount that path—but those folks don't have the deep domain knowledge that someone who transitions into data science later in their career provides. MAE: Exactly. Yeah, and the amazing teams have people with all the different versions, right? ADAM: Right. MAE: Like we don't want a team with only one. Yeah. ADAM: That's another thing I like to say about data science is it's a team sport. It has to be a teams – it has to be done in tandem with others. CASEY: I just had a realization that everyone I know in data science, they tend to come from science backgrounds, or maybe a data science bootcamp. But I don't know anyone who moved from web development into data science and that's just so surprising to me. I wonder why. MAE: I crossed the border a little bit, I would say, I worked in the Center for Data Science at RTI in North Carolina and I did do some of the data science there as well as just web programming, but my undergrad is biochem. So I don't break your role. [laughs] MANDO: [chuckles] Yeah. I'm trying to think. I don't think I know any either. At the very least, they all come from a hard science, or mathematics background, which is interesting to me because that's definitely not my experience with web application developers, or just developers in general. There's plenty that come from comp side background, or an MIS background, or something like that, but there's also plenty who come from non-traditional backgrounds as well. Not just bootcamps, but just like, they were a history major and then picked up programming, or whatever and it doesn't seem to be as common, I think in data science. Not to say that you couldn't, but just for my own, or maybe our own experience, it's not quite as common. ADAM: If there's anybody listening with the background that we're talking about, the other backgrounds, I would say, reach out probably to any of us and we'd love to workshop that with you. MAE: Yes! Thank you for saying that. Absolutely. MANDO: Yeah, the more stories we can amplify the better. We know y'all are out there; [chuckles] we just don't know you and we should. MAE: Adam, can you tell us some descriptor that is a hobnobbing thing that we would be able to say to a data scientist? Maybe you can tell us what P values are, or just some little talking point. Do you have any favorite go-tos? ADAM: Well, I suppose if you're looking for dinner party casual conversation and you're looking for some back pocket question, you could ask a data scientist and you're not a data scientist. I would maybe ask a question like this, or a question that I could respond to easily as a data scientist might be something like, “Well, what types of predictions are you looking to make?” and then the data scientists could respond with, “Oh, it's such an interesting question. I don't know if anybody's ever asked me that before!” But the response might be something like, “Well, I'm trying to predict a classification. I'm trying to predict categories,” or “I'm trying to predict income,” or “I'm trying to predict whatever it is that –” I think that would be an interesting way to go. What's another one? CASEY: Oh, I've got one for anyone you know in neuroscience. ADAM: Oh, yeah. MAE: Yay! CASEY: I was just reading a paper and there's this statistics approach I'm sure I did in undergrad stats, but I forgot it. Two-way ANOVA, analysis of variance, and actually, I don't think I know anyone in my lab that could explain it offhand real quickly really well because we just learn it enough to understand what it is and why we use it and then we have the computer do it. But it's an interesting word saying it and having someone say, “Yes, I know what that means enough. It's a science, or neuroscience.” ADAM: I would be interested in how neuroscience is used two-way ANOVA because I'm not a neuroscientist and two-way ANOVA is so useful in so many other contexts. CASEY: I'm afraid I can't help today. Maybe 10 years ago, I could have done that. [laughter] CASEY: It's just something that you don't work with and talk about a lot. It's definitely fallen out of my headspace. I looked up the other day, I couldn't remember another word from my neuroscience background. Cannula is when you have a permanent needle into a part of the brain, or maybe someone's vein, same thing. I used to do surgeries on rats and put cannulas and I was like, “What's that thing? What was that thing I did?” I have no idea! It's just like time passes and it fades away. I don't do that anymore. [chuckles] ADAM: So sometimes folks will ask me why I'm a data scientist and I love that question by the way, because I'm a major proponent of knowing what your why is in general, or just having a why and knowing a why, knowing what your why is. Why do you do what you do? What makes you excited about your career, about your work, about your clients, about your coworkers? One of the main reasons I am a data scientist is because it's an opportunity to create new knowledge and that's the scientific process, really. That's the main output of science is new knowledge and if you think about that, that's really powerful. This is now at the end of this scientific process, if you implement it correctly, we now know something about how the world works, about how people in the world work, or something about the world in general that we didn't know before. I get goosebumps. We're on podcast so you can't see the goosebumps that I'm getting. But when I talk about this, I actually get goosebumps. So for me, being a data scientist and then there's also the debate is data science, science and I say, absolutely yes, especially when you are implementing your work with this spirit' the spirit of creating new knowledge. One of the reasons I am very adamant about keeping this why in the forefront of my mind and proposing it as a why for others who maybe haven't found their why yet is because it's also a really powerful guardrail that prevents us from working on problems that we already have answers to, that have been analyzed and solved, or questions asked and asked and answered. I'm a major proponent of avoiding that type of work, unless you have a really good reason to replicate, or test replication, or you're looking for replication. That would be an exception, but in general, questions—analytical questions, research questions, and data science problems—that lead to new knowledge are the ones that excite me the most. And then this goes back to what I was talking about a moment ago, my superpower teaching and learning. One of the reasons I really enjoy teaching data science in the classroom, or statistics in the classroom, or at corporate training is because then I can empower others to create new knowledge. That feels really good to me when I can help others create new knowledge, or give others the skills and abilities to do that as well. MAE: I love that. Yeah. I do have one angle on that, but I hope this doesn't feel like putting you on the spot, but especially in the not revisiting a established—I'm going to do air quotes—facts and from undergrad, the scientific definition of fact has not yet been proven false. But anyways, there is a growing awareness of bias inherent in data and we so often think of data as the epitome of objectivity. Because it's a bunch of numbers then therefore, we are not replicating, or imposing our thoughts, but there is the Schrodinger's cat, or whatever in place all the time about how those “facts” were established in the first place, where that data was called from? Like, the Portlandia episode where they ask where the chicken is from and they end up back at the farm. [laughter] The data itself, there's just a lot in there. So I'm curious if you have any thoughts about that accordion. ADAM: There's a lot. That's a big question. I will say one of the things that keeps me up at night is this problem, especially when it comes to the potential for our work in data science, to perpetuate, exacerbate social inequity, social inequality, racial inequality, gender inequality, economic inequality. This keeps me up at night and I am, like most, or like everyone – well, no, I don't know if everybody is interested in solving that problem. I think a lot of data scientists are, I think a lot of researchers are; I think many are interested in solving that particular problem and I count myself among those. But I would be ahead of myself if I purported to say that I had a solution. I think in this format and in this context, one of the best things to do is to point folks towards others who have spent even more time really focusing on this and I think the go-to is Weapons of Math Destruction. Weapons of Math Destruction is a book. If you're on a bad connection, that's M-A-T-H. Weapons of Math Destruction and especially if you're just getting started on this concern, that's a good place to get started. MAE: Thank you. Thanks for speaking to that, Adam. CASEY: There's a piece of the question you asked me that I always think about is the data true and I like to believe most data is true in what it measured, but it's not measuring truth with a T-H. ADAM: That's true. MAE: Whoa. ADAM: I think you could spend a lot of time thinking this through and noodling through this, but I would caution you on something you said it's true as to what you measured. Well, you have measurement error. We have entire – actually, I happen to have social statistics handbook handy. In any statistics handbook, or statistics textbook is going to have either an entire chapter, or a major portion of one of the introductory chapters on error, the types of error, and measurement error is one of them, perception error, all of the – and I'm on the spot to name all the errors. I wish I could rattle those off a little bit better. [chuckles] ADAM: But if you're interested, this is an interesting topic, just Google data errors, or error types, or statistical errors and you will get a rabbit hole that will keep you occupied for a while. MAE: Love it. I will be in that rabbit hole later. [laughs] ADAM: Yeah. I'm going to go back down that one, too myself. MANDO: So Adam, we have people who are listening right now who are interested in following one of your paths, or one of the paths to becoming a data scientist and maybe they have domain expertise in a particular area, maybe they don't. Maybe they're just starting out. Maybe they're coming from a bootcamp, or maybe they're from a non-traditional background and they're trying to switch careers. If you were sitting there talking to them one-on-one, what are some things that you would tell them, or what are some starting points for them? Like, where do you begin? ADAM: Well, one, admittedly self-serving item I would mention is consider the option of hiring a career coach and that's one of the things that I do in my line of consulting work is I help folks who are towards the middle, or latter part of their career, and they're looking to enter into, or level up in data science. So a career coach can – and I've hired career coaches over the years. Back to, Mando, one of the questions you asked me earlier is how did you end up in data science? Well, part of that story, which I didn't talk to then is, well, I went into data science route when the faculty route didn't open up for me and I'm a huge fan. I had two career coaches helping me out with both, faculty and non-faculty work for a while. So having been the recipient and the beneficiary of some great career coaching, I have also recently become a career coach as well. Probably something more practical, though. Let me give some practical advice. A portfolio, a professional portfolio for a data scientist is probably one of the most essential and beneficial things you can do for yourself in terms of making that transition successfully and then also, maintaining a career. If you're interested in advancing your career in this way, maintaining a career trajectory that keeps you going so having and maintaining a portfolio. I'll go through four tips on portfolio that I give folks and these tips are specifically tips that can help you generate content for your portfolio, because I know one of the hardest things to do with the portfolio is, well, let me just do some fictional hypothetical project for my portfolio, so hard to do and also, can end up being sort of dry, stale, and it might not really connect with folks. These are four ways you can add to, or enhance your portfolio. I wouldn't call them entire projects; maybe they're mini projects and they're great additions to your portfolio. The first one is: make a Rosetta Stone. This one is for folks who have learned one computer programming language, and now it's time for them to learn another computer programming language, or maybe they already know two computer programming languages. In fact, the Rosetta Stone idea for your portfolio doubles as a way to build on and expand your skills. So here's what a Rosetta Stone is. You have a project; you've done it from start to finish. Let's say, you've done a project from start to finish in Python. Now port that entire project over to R and then in a portfolio platform—I usually recommend GitHub—commit that work as git commits as a Rosetta Stone side-by-side examples of Python and R code that produce the same results and the same output. I love this piece of advice because in doing this, you will learn so much about the language that you originally wrote the program in and you will learn a lot about the target language. You're going to learn about both languages and you're going to have a tangible artifact for your portfolio and you might even learn more about that project. You might encounter some new output in the new language, which is more accessible for that language, that you didn't encounter in the old language and now you're going to have a new insight about whatever your research project was. The next piece of advice I have is make a cheat sheet and there's tongue in cheek opinion about cheat sheets. I think sometimes folks don't like to call them cheat sheets because the word cheat has negative connotations, but whatever you're going to call it, if it's a quick reference, or if it's a cheat sheet, a well-designed cheat sheet on any tool, platform, tool platform, language that you can think of is going to be a really nice addition to your portfolio. I recommend folks, what you do is you just find the things that you do the most frequently and you're constantly referencing at whatever website, make a cheat sheet for yourself, use it for a while, and then polish it up into a really nice presentable format. So for example, I have a cheat sheet on interpreting regression. I also have a cheat sheet that is a crosswalk from Stata, which is a statistical programming language, to Python. So actually there, I've put the two of them together. I've made this cheat sheet, which is also a Rosetta Stone. If you're looking for those, you can find those on my GitHub, or my LinkedIn, I have cheat sheets on my LinkedIn profile as well and you can see examples. I do have on YouTube, a step-by-step instructional video on how to make a cheat sheet and they're actually really easy to do. So if you even if you consider yourself not graphically inclined, if you pick the right tools—and the tools that you would pick might not be your first choice just because they're not marketed that way—you can put together a really nice cheat sheet relatively easily. The third tip is to write an article… about a piece of software that you dislike. So write an article about a piece of software that you dislike and this has to be done with, especially in the open source community, do this one carefully, possibly even contact the creators, and also, be sure not to blame anybody, or pass judgment. Just talk about how and why this particular project doesn't quite live up to your full aspiration, or your full expectation. I've done this a couple of times in a variety of ways. I didn't in the title specifically say, “I don't like this,” or “I don't like that,” but in at least one case, one of the articles I wrote, I was able to later submit as a cross-reference, or an additional reference on an issue in GitHub and this was specifically for Pandas. So there was a feature in Pandas that wasn't working the way I wanted it to work. [chuckles] MAE: Pandas. ADAM: Yeah, Pandas is great, right? So there's a feature in Pandas that wasn't working in quite the way that I wanted it to. I wrote an article about it. Actually, I framed the article, the article title is, “How I broke Pandas.” Actually, several versions of Pandas back, the issue was it was relatively easy to generate a Pandas data frame with duplicate column names. Having duplicate column names in a Pandas data frame obviously can cause problems in your code later because you basically have multiple keys for different columns. Now, there's a setting in Pandas that will guard against this and it's an optional setting—you have to toggle it on and off. This article, I like to say, helped improve Pandas. So write an article about software you dislike and also, like I said, be diplomatic and in this case, I was diplomatic by framing the article title by saying, “A few times, I managed to break Pandas,” and then – MANDO: This reminds me a lot of Kyle Kingsbury and his Jepsen tests that he used to do. He was aphyr on Twitter. He's not there anymore, but he would run all these tests against distributed databases and distributed locking systems and stuff like that and then write up these large-scale technical explanations of what broke and what didn't. They're super fascinating to read and the way that he approached them, Adam, it's a lot like you're saying, he pushed it with a lot of grace and what I think is super important, especially when you're talking about open source stuff, because this is what people, they're pouring their heart and soul and lives into. You don't have to be ugly about it. ADAM: Oh, absolutely. MANDO: [chuckles] And then he ended up like, this is what he does now. He wrote this framework to do analysis of distributed systems and now companies hire him and that's his job now. I'm a big fan of the guy and I miss him being on Twitter and interacting with him and his technical expertise and also, just his own personality. Sorry, your topic, or your little cheat there reminded me of that. We'll put some links—thanks, Casey—and in the show notes about his posts so if people haven't come across this stuff yet, it's a fascinating read. It's super helpful even to this day. ADAM: I'm thankful for the connection because now I have another example, when I talk to people about this, and it's incredible that you say built an entire career out of this. I had no idea that particular tip was so powerful. MAE: So cool. MANDO: [chuckles] So I think you said you have one more, Adam? ADAM: The fourth one is: contribute to another project. One of the best examples of this is I wrote an article on how to enhance your portfolio and someone really took this fourth one to a whole new level. I'm sure others have as well, but one person—we'll get links in, I can get some links in the show notes—what he did was he found a package in R that brings data for basically sample datasets for our programmers and citizens working and data scientists working with R. But he was a Python person. So he suggested, “Hey, what about making this?” I remember he contacted me and he said, “I read your article about adding to my portfolio. I really think it might make sense to port this project over to Python,” and so, he was combining two of them. He was making a Rosetta Stone and he was contributing someone else's project. Now this data is available both in R and in Python and the author of this project has posted about it. He posted about it in May, early May, and it's constantly still a month and a half later getting comments, likes, and links. So he's really gotten some mileage out of this particular piece, this addition to his portfolio and the original author of the original software also has acknowledged it and it's really a success. It's really a success. So contribute to another project is my fourth tip. Oh, one more idea on contributing to another project. Oh, I have an article on that lists several projects that are accepting contributions from intermediate and beginners. The point there is identify specific projects that are accepting beginner and immediate submissions on contributions, mostly via GitHub. But if you go to GitHub and if you're newer to GitHub, you can actually go to a project that you like, go to its Issues tab, and then most projects have tags associated with their issues that are identified as beginner friendly. That is an excellent place to go in order to get started on contributing to another project, which makes the world a better place because you're contributing to open source and you have an addition to your portfolio. MANDO: Oh, these are fantastic tips. Thank you, Adam. ADAM: I'm glad you like them. Can I give another one? Another big tip? This one's less portfolio, more – MANDO: Yeah, lay it on us. MAE: Do! By all means. ADAM: And I'd be interested, Mae, since you also made a similar career transition to me. I made an investment. I think I know what you might say on this one, but I spent money. I spent money on the transition. I hired consultants on Fiverr and Upwork to help me upgrade my social media presence. I hired the career coaches that I mentioned. Oh, actually the PhD program, that was not free. So I spent money on my transition and I would point that out to folks who are interested in making this transition, it's not a transition that is effortless and it's also not a transition that you can do, I think it's not one that you can do without also investing money. MAE: Yeah. [chuckles] Okay, I'm going to tell you my real answer on this. ADAM: Okay. MAE: Or corollary. I had a pretty good gig at a state institution with a retirement, all of these things, and I up and left and went to code school. I had recently paid off a lot of debt, so I didn't have a lot of savings. I had no savings, let's just say that and the code school had offered this like loan program that fell through. So I'm in code school and they no longer are offering the ability to have this special code school loan. I put code school on my credit card and then while in code school, my 10-year-old car died and I had to get a new car. ADAM: Ah. MAE: In that moment, I was struggling to get some fundamental object-oriented programming concepts that I'm like, “Holy cow, I've got a mortgage. I no longer have a car.” Now I'm in a real bind here, but I be leaving myself. I know I made these choices after a lot of considered thought and consultation. I, too had hired a career coach and I was like, “I've already made this call. I'm going to make the best of it. I'm just going to do what I can and see what happens.” I really have a test of faith on that original call to make those investments. I would not recommend doing it the way I did to anyone! [laughter] MAE: And I went from a pretty well-established career and salary into – a lot of people when they go into tech, it's a huge jump and I had the opposite experience. That investment continued to be required of me for several years. Even still, I choose to do things related to nonprofits and all kinds of things, but it takes a lot of faith and commitment and money often, in some form, can be helpful. There are a lot of, on the programming side, code schools that offer for you to pay a percentage once you get a salary, or other offsetting arrangements. So if somebody is listening, who is considering programming, I have not seen those analogs in data science, but on the programming side, especially if you're from a group underrepresented in tech, there's a number of different things that are possible to pursue still. ADAM: Here we are talking about some of the lesser acknowledged aspects of this transition. MAE: Yeah. ADAM: Some of the harder to acknowledge. MAE: Yeah. MANDO: Yeah, I really liked what you said, Mae about the need to believe in yourself and Adam, I think what you're saying is you have to be willing to bet on yourself. ADAM: Yes. MAE: Yeah. MANDO: You have to be willing to bet on yourself and sometimes, in some forms, that's going to mean writing a check, or [chuckles] in Mae's example, putting it on your credit card, but. [laughter] Sometimes that's what it means and that's super scary. I'm not a 100% convinced that I have enough faith in my ability to run the dishwasher some days, you know what I mean? Like, I don't know if I'm going to be able to do that today, or not. This is going to be really silly and stupid, but one of my favorite cartoons is called Avatar: The Last Airbender. MAE: Yes! MANDO: It's a series on Cartoon Network, I think. No, Nickelodeon, I watched it with my kids when they were super little and it's still a thing that we rewatch right now, now that they're older. There's this one episode where this grandfatherly wizened uncle is confronted [chuckles] by someone who's trying to mug him [chuckles] and the uncle is this super hardcore general guy. He critics his mugging abilities and he corrects him and says, “If you stand up straight and you change this about the way that you approach it, you'll be much more intimidating and probably a more successful mugger,” and he's like, “But it doesn't seem that your heart is into the mugging.” [chuckles] So he makes this guy a cup of tea and they talk about it and the guy's like, “I don't know what I'm doing. I'm lost. I'm all over the place. All I want to do is become a masseuse, but I just can't get my stuff together.” Something that the uncle said that really, really struck with me was he said, “While it's important and best for us to believe in ourselves, sometimes it can be a big blessing when someone else believes in you.” MAE: So beautiful. MANDO: “And sometimes, you need that and so, I get it. You can't always bet on yourself, or maybe you can bet on yourself, but sometimes you don't have that backup to actually follow through with it.” That's why community is so important. That's why having a group of people. Even if it's one person. Someone who can be like that backstop to be, “You don't believe in yourself today. Don't worry about it. I believe in you. It's okay. You can do it. You're going to do it.” ADAM: Community is just massive. Absolutely massive. MANDO: Yeah. ADAM: Having a good, strong community is so important. Also, I think I could add to what you're saying is about betting on yourself. I don't know if I love the analogy because it's not a casino bet. MANDO: Right. ADAM: The odds are not in favor of the house here. If you have done the right consultation, spoken with friends and family, leveraged your community, and done an honest, objective, accurate assessment of your skills, abilities, and your ambition and your abilities, et cetera. It's a bet. It's a wager, but it's a calculated risk. MAE: Yes! That is how I have described it also. Yes, totally. I loved that story from Airbender and it ties in a few of our topics. One is one of the things Adam said originally, which is being deeply in touch with your why really helps. It also ties in the whole teaching thing and often, that is one of the primary roles is to offer faith and commitment to your pursuits. If I had had different code school teachers, the stress of my entire livelihood being dependent on my understanding these concepts in week two of bootcamp that I was struggling with, and I had made a calculated bet and I thought I was going to be awesome, but I was not. It was like the classic Peanuts teacher is talking, “Wah wah woh wah wah.” I had to lean into my teachers, my school, my peers, believe in me. I believed in me before, even if I don't in this moment and I just have to let that stress move to the side so that I can reengage. That was really the only way I was able to do it was having a similar – well, I didn't try to mug anybody, [laughs] but I had some backup that really helped me make that through. MANDO: Yeah, and those credit card folks call like, it's tricky. MAE: Yeah, and then I had to buy a car and those people were calling me and they just did an employment verification. They said, “You don't have a job!” I was like, “Oh my god. Well, you [inaudible] get my car back, but I have really good credit. How about you talk to your boss and call me back?” So anyway, these things all tie into, if we have time to talk about something, I was hoping we would cover is this thing about imposter syndrome and believing in oneself, but also not believing in oneself simultaneously and how to navigate that. I don't know, Adam, if you have particular advice, or thoughts on that. ADAM: I do have some advice and thoughts on that. Actually, just yesterday, I hosted a live webinar on this particular topic with another career coach named Sammy and she and I are very passionate about helping folks. When we work with clients, we work with folks intentionally to evaluate whether imposter syndrome might be part of the equation. Actually, in this webinar, we talked about three immunity boosts, or three ways to boost your immunity against imposter syndrome and in one way, or another, I think we've touched on all three with the exception of maybe one of them. So if you're interested in that topic reached out to me as well. I have a replay available of that particular webinar and I could make the replay available on a one-on-one basis to folks as well, who really want to see that material, and the section – MANDO: [inaudible] that. ADAM: Yeah, please reach out and LinkedIn. Easiest way to reach me is LinkedIn, or Twitter. Twitter actually works really well, too these days. MANDO: We'll put both of those in the show notes for folks. ADAM: Okay. Yeah, thank you so much. I look forward to potentially sharing that with folks who reach out. The community was the second immunity boost that we shared and actually, Mando and Mae, both just got done talking extensively about community. And then the first immunity boost we shared was know your baseline. We called it “know your baseline” and I know from our planning that we would put in this program notes, a link to an online assessment that's named after the original scientist, or one of the two original scientists who really began documenting imposter syndrome back in the 70s and then they called it imposter phenomenon. Oh, the history of this topic is just fascinating. Women scientists, North Carolina, first documented this and one of the two scientists is named Pauline Clance. So the Clance Imposter Phenomenon Scale, that'll be in the show notes. You can take the Imposter Phenomenon Scale and then objectively evaluate based on this is imposter syndrome a part of your experience, if it is what is the extent of that, and just knowing your baseline can be a really good way, I think to protect you from the effects of the experience. It's also, I think important to point out that imposter syndrome isn't regarded as a medical, or a clinical diagnosis. This is usually defined as a collection of thoughts and actions associated with career, or other academic pursuits. And then the third immunity boost is disseminate knowledge and I love the disseminate knowledge as an immune booster because what it does is it flips the script. A lot of times folks with imposter syndrome, we say to ourselves, “Gee, if I could get one more degree, I could probably then do this,” or “If I got one more certification,” or “I can apply for this job next year, I could apply for that permission next year because I will have completed whatever certification program,” or “If I read one more –” MANDO: One more year of experience, right? ADAM: Yeah. One more year of experience, or one more book, or one more class on Udemy. Especially for mid and late career professionals and we talked about this earlier, Mae the bank of experience and domain knowledge that mid and late career professionals bring, I promise nobody else has had your experience. Everybody has a unique experience and everybody has something to offer that is new and unique, and that is valuable to others. So I say, instead of signing up for the seminar, host the seminar, teach the seminar. [laughter] ADAM: Right? Again, there's nothing wrong with certifications. There's nothing wrong with Udemy classes, I have Udemy classes that you could should go take. There's nothing wrong with those, but in measure, in measure and then also, never, never, never, never forget that you already have skills and abilities that is probably worth sharing with the rest of the world. So I recommend doing that as a boost, as an immunity boost, against imposter syndrome. MANDO: Yes, yes, and yes! [chuckles] CASEY: Now, I took the Clance Imposter Phenomenon Scale test myself and I scored really well. It was super, super low for me. I'm an overconfident person at this point, but when I was a kid, I wasn't. [laughter] I was super shy. I would not talk to people. I'd read a book in a corner. I was so introverted and it changed over time, I think by thinking about how confidence leads to confidence. MANDO: Yes. CASEY: The more confident you are, the more confident you act, you can be at the world and the more reason you have to be competent over time and that snowballed for me, thank goodness. It could happen for other people, too gradually, slowly over time the more you do confidence, the more you'll feel it and be it naturally. MAE: Yes! MANDO: I think it works the other direction, too and you have to be real careful about that. Like Adam, you were talking about flipping the script. If you have a negative talk script of just one more, just this one thing, I'm not good enough yet and I'm not you know. That can reinforce itself as well and you just never end up getting where you should be, or deserve to be, you know what I mean? It's something that I struggle with. I've been doing this for a really, really long time and I still struggle with this stuff, it's not easy. It's not easy to get past sometimes and some days are better than others and Casey, like you said, it has gotten better over time, but sometimes, you need those daily affirmations in the morning in the mirror [laughs] to get going, whatever works for you. But that idea, I love that idea, Casey of confidence bringing more confidence and reinforcing itself. MAE: And being mindful of Dunning-Kruger and careful of the inaccuracy of self-assessment. I like a lot of these ways in which making sure you're doing both, I think all the time as much as possible. Seeing the ways in which you are discounting yourself and seeing the ways in which you might be over crediting. ADAM: Right. Like with a lot of good science, you want to take as many measurements as possible. MAE: Yeah. ADAM: And then the majority vote of those measurements points to some sort of consensus. So the IP scale is one tool you can use and I think to your point, Mae it'd be a mistake to rely on it exclusively. You mentioned Dunning-Kruger, but there's also the Johari window. MAE: Oh, I don't know. What's that? ADAM: Oh, the Johari window is great. So there's four quadrants and the upper left quadrant of the Johari window are things that you know about yourself and things that other people know about yourself. And then you also have a quadrant where things that you know about yourself, but nobody else knows. And then there's a quadrant where other people know things about you that you don't know. And then there's the complete blind spot where there are things about you that you don't know that other people don't know. And then of course, you have this interesting conversation with yourself. So that quadrant that I don't know about it and nobody else knows about it, does it really exist? Does the tree falling in the woods make a sound when nobody's there to hear it? You can have a lot of fun with Johari window as well and I think it also definitely connects with what you were just saying a moment ago about accuracy of self-assessments, then it gets back to the measurement that we were talking about earlier, the measurement errors. So there's perceptual error, measurement error—shucks, I had it, here it is—sampling error, randomization, error, all kinds of error. I managed to pull that book out and then get some of those in front of me. [laughter] CASEY: There are some nice nicknames for a couple of the windows, Johari windows. The blind spot is one of those four quadrants and façade, I like to think about is another one. It's when you put on the front; people don't know something about you because you are façading it. MAE: Hmm. MANDO: So now we'll go ahead and transition into our reflection section. This is the part where our esteemed panelists and dear friends reflect on the episode and what they learned, what stuck with them, and we also get reflection from our guest, Adam as well, but Adam, you get to go last. ADAM: Sounds good. MANDO: You can gauge from the rest of us. Who would like to go first? MAE: I can! I did not know that there was an evaluative measure about imposter phenomenon, or any of that history shared and I'm definitely going to check that out. I talk with and have talked and will talk with a lot of people about that topic, but just having some sort of metric available for some self-assessment, I think is amazing. So that is a really fun, new thing that I am taking away among many, many other fun things. How about you, Casey? CASEY: I like writing about software you dislike in a positive, constructive tone. That's something I look for when I'm interviewing people, too. I want to know when they get, get feedback, when they give feedback, will it be thoughtful, unkind, and deep and respectful of past decisions and all that. If you've already done that in an article in your portfolio somewhere, that's awesome. That's pretty powerful. MANDO: Oh, how fantastic is that? Yeah, I love that! CASEY: I don't think I've ever written an article like that. Maybe on a GitHub issue, or a pull request that's longer than it feels like it should be. [laughter] Maybe an article would be nice, next time I hit that. MANDO: Oh, I love that. That's great. I guess I'll go next. The thing that really resonated with me, Adam was when you were talking about investing in yourself and being willing to write that check, if that's what it means, or swipe that credit card, Mae, or whatever. I'm sorry, I keep picking on you about that. MAE: It's fine. [laughs] It's pretty wild! MANDO: I love it. I love it, and it reminded me, I think I've talked about it before, but one of my favorite writers, definitely my favorite sports writer, is this guy named Shea Serrano. He used to write for Grantland and he writes for The Ringer and he's a novelist, too and his catchphrase—this is why I said it earlier in the episode—is “bet on yourself.” Sometimes when I'm feeling maybe a little imposter syndrome-y, or a little like, “I don't know what I'm going to do,” I click on the Twitter search and I type “from:sheaserrano bet on yourself” and hit enter and I just see hundreds and hundreds and hundreds of tweets of this guy that's just like, “Bet on yourself today.” “Bet on yourself” “Bet on yourself today, no one else is going to do it.” “No one's coming to save you, bet on yourself,” stuff like that and thank you, Adam for that reminder today. I needed that. ADAM: You're welcome. I'm so happy that you've got that takeaway. Thank you so much for sharing the takeaway. I have, I think two reflections. One, what a breath of fresh air, the opportunity to talk about life, career, but career in data science, and programming in a non-technical way. I think the majority of our conversation was non-technical. [laughter] We briefly went into some technicalities when we talked about how you can sometimes have duplicate heading names in a Pandas data frame. That was a little bit technical. Otherwise, we really just spoke about the humanistic aspects of this world. So thank you so much for that and I got a research tip! Mando, what a brilliant idea. If you're ever looking for more background on a book, do a Twitter search for the book name and then anybody who's been speaking about that book – MANDO: Oh, yes! ADAM: Yeah, right? You could extend that to a research tip. [overtalk] MANDO: That's fantastic! Absolutely. Yeah. ADAM: So today, I learned a new way to get additional background on any book. I'm just going to go to Twitter, Google, or not Google that, search the book title name, and I'm going to see what other people are saying about that book. And then I can check out their bios. I can see what else they're sharing. They might have insights that I might not have had and now I can benefit from that. Thank you. Thank you so much for the research tip. MANDO: Yeah, and I think it dovetails really well into what you were talking about earlier, Adam, about publishing data. Like building out this portfolio, writing your articles, getting it out there because someone's going to go to Google, or Twitter and type into the search bar a Pandas data frame, column, same name, you know what I mean and now they're going to hit “A few times, I managed to break Pandas,” your article. But it could be about anything. It could be about that stupid Docker thing that you fought with yesterday, or about the 8 hours I spent on Monday trying to make an HTTP post with no body and it just hung forever and I couldn't. 8 hours, it took me to figure out why it wasn't working and it's because I didn't have one line in and I didn't call request that set body. I just didn't do it. I've done this probably more than a million times in my career and I didn't do it and it cost me 8 hours of my life that I'm never getting back, but it happens. That's part of the job is that – [overtalk] MAE: Yeah, sure. MANDO: And you cry about it and you eat some gummy worms and then you pick yourself back up and you're good to go. ADAM: Yeah, another common one that people are constantly writing about is reordering the columns in a Pandas data frame. There's like a hundred ways to do it and none of them are efficient. MANDO: [laughs] Mm hm. ADAM: So I love [inaudible], of course. MANDO: Yeah, you hit the one that works for you, write a little something about it. It's all right. ADAM: Exactly, yeah. MANDO: All right. Well, thanks so much for coming on, loved having you on. Special Guest: Adam Ross Nelson.
Psychologists Off The Clock: A Psychology Podcast About The Science And Practice Of Living Well
Imposter syndrome involves doubting your abilities or skills, and can often leave high-achieving people feeling fraudulent or undeserving of their achievements. In fact, this syndrome has affected some of the most renowned celebrities (e.g., Lady Gaga), CEO's (e.g., Howard Schultz), and a few of our favorite podcast co-hosts. In this episode of Psychologists Off the Clock, two of our high-achieving co-hosts, Jill and Debbie, rely on both their personal experiences and empirical evidence in their discussion of imposter syndrome. Fellow imposters and frauds, please join us to learn more about imposter syndrome, and get some practical advice for dealing with it! Listen and Learn: About the ACBS panel that inspired Debbie and Jill to do this episode on imposter syndrome togetherSome of Jill and Debbie's personal experiences with imposter syndromeTheir empirically-backed, expert definition of imposter syndromeCommon thoughts and emotions that show up with imposter syndromeWhen, why, and how imposter syndrome currently shows up for Debbie and JillPractical advice on what to do instead of “comparing and despairing” and information on how that behavior impacts imposter syndromeEmpirical evidence on why marginalized groups are disproportionately affected by imposter syndrome Actual statistics on imposter syndrome and who it affectsThe evolutionary, social implications behind imposter syndromeAbout the subtypes of imposter syndrome (and how to find yours!)Some practical advice from our co-hosts for dealing with imposter syndrome Resources: The Art of Charm Podcast's episode with Jill on Imposter Syndrome Suzanne Imes and Pauline Clance's paper on The Imposter Phenomenon in High Achieving Women More information on David Barlow and his Center for Anxiety and Related Disorders Valerie Young's book, The Secret Thoughts of Successful WomenAlicia Menendez's book, The Likeability Trap Eve Rodsky's book, Fair Play Jill's book, Be Mighty and her Imposter Syndrome Subtype quiz More information on Janet Helms and her work on WHMPS Dr. Bessima Tewfik - MIT professor who researches Imposter Syndrome About Jill Stoddard and Debbie Sorensen: Total Imposter, Jill Stoddard Jill Stoddard earned her Ph.D. in clinical psychology from Boston University where she trained at the highly regarded Center for Anxiety and Related Disorders under the mentorship of Dr. David Barlow and Dr. Stefan Hofmann. She is founder and director of The Center for Stress & Anxiety Management, co-founder and vice president of the non-profit San Diego Cognitive Behavioral Therapy Consortium, and member-at-large for The Association of Contextual and Behavioral Sciences (ACBS). Dr. Stoddard specializes in the treatment of anxiety and related disorders and has expertise in Acceptance and Commitment Therapy and Cognitive Behavioral Therapy. She is an award winning teacher, peer-reviewed ACT trainer, author of two books, and co-host of the popular Psychologists Off The Clock podcast. Complete Fraud, Debbie Sorensen Debbie Sorensen, co-founder and co-host of Psychologists Off the Clock, is a clinical psychologist with a Ph.D. in psychology from Harvard University and a private therapy practice in Denver, Colorado. She specializes in providing individual Acceptance and Commitment Therapy (ACT) and Cognitive Behavioral Therapy (CBT) for adults. In addition to private practice, she holds a part-time appointment as a Clinical Research Psychologist at the Rocky Mountain MIRECC for Suicide Prevention. She is also a co-founder of ImpACT Psychology Colorado, a psychotherapy collective in Denver/Boulder, and the Healthcare Wellbeing Collective, which provides mental health support and resources for Healthcare Professionals... Learn more about your ad choices. Visit megaphone.fm/adchoices
La síndrome de l'impostor és un fenomen psicològic en el qual la gent és incapaç d'internalitzar els seus assoliments, sobretot en l'àmbit intel·lectual i/o professional. No és una malaltia mental oficialment reconeguda, i no es troba entre les malalties descrites en el Manual diagnòstic i estadístic dels trastorns mentals. El terme va ser encunyat per les psicòlogues clíniques Pauline Clance i Suzanne Imes en 1978 que primerament van observar el fenomen en una mostra de dones amb un alt grau d'assoliment professional. Aquest programa ve carregadet d'energia i molt coneixement. La Rocío ens porta el mur de l'Hospitalet el Llobregat, la població que no vol reconèixer que tot i ser Barcelona, hauria de formar part del Baix Llobregat. La Marta ens porta la seva anàlisi antropològica sobre aquesta síndrome i la noció neoliberal del fracàs (per entendre què vol dir això haureu d'escoltar el programa). La nostra nova col·laboradora Andrea ens porta l'arquiteTURRA del baix Llobregat des de la seva anàlisi no només física sinó històrica! Més dones a l'equip és sempre una boníssima notícia. En Ferran, qui encara no ha tornat del seu planeta, ens presenta com cada setmana la lectura de l'horòscop.
Customer Experience University - Winning Loyalty & Engagement One Customer at a Time
Let's face it, most of us care a lot about what others think of us (especially if we are leaders in business, community, or family). We project “the best of” ourselves in public and reserve “the rest of” ourselves for private. That approach leads to 70 percent of people feeling what researchers Pauline Clance and Suzanne Imes label an “imposter syndrome.” Social media amplifies this syndrome, since most people tend to share the “highlight” reel of their life and not the “lowlight” events. Let's jump to the pandemic and how it made it harder to hide our blemishes, shortcomings, and limitations. For example, we saw leaders communicating from their bedroom not the boardroom. We knew our dogs, spouses, and children would wander into our videoconferences, and we went on camera having cut our own hair. As a result of our vulnerability, many of us spent less time managing our image. We acknowledged our fears, errors, and humanity, and operated more from our hearts and less from our heads. For more about Stronger Through Adversity, visit https://www.josephmichelli.com/stronger-through-adversity/
So, do you feel like an imposter? Maybe you feel like a fraud at at work. What about devaluing your worth, aka charging less than pays the bills or acting like your accomplishments don't matter? Well, you might be suffering from imposter syndrome. This episode we explore the term coined in 1978 by two American psychologists, Pauline Clance and Suzanne Imes. Turns out the more successful you are, you might be feeling even more like you don't “deserve” it. We unpack how major multi-hyphenates like Michelle Obama and Maya Angelou suffered from this insidious mindset. Plus, we talk about financial imposter syndrome — perhaps, you're just anticipating the rug being pulled out from under you? — and offer tips for how to shake the anxiety once and for all. Resources: Becoming by Michelle Obama: https://bookshop.org/books/becoming/9781524763138 The Confidence Code: The Science and Art of Self-Assurance: What Women Should Know by Claire Shipman and Katty Kay: https://bookshop.org/books/the-confidence-code-the-science-and-art-of-self-assurance-what-women-should-know/9780062230638 How to Overcome ‘Impostor Syndrome': https://www.nytimes.com/guides/working-womans-handbook/overcome-impostor-syndrome Learning to Deal with the Imposter Syndrome: https://www.nytimes.com/2015/10/26/your-money/learning-to-deal-with-the-impostor-syndrome.amp.html Tips for believing you're a boss: https://www.nytimes.com/2019/06/11/business/women-workplace-burnout.html
Today's topic is the impostor syndrome: a self-perceived intellectual fraud - coined by Pauline Clance and Suzanne Imes, back in 1978.Despite being such a common phenomenon for high-achievers, there are even therapists who had not heard of this "syndrome". There are three core elements of the impostor phenomenon:A belief that he/she has fooled others.A fear of being exposed as an impostor.An inability to attribute own achievement to internal qualities such as ability, intelligence, or skills.So many successful people have impostor syndrome: Albert Einstein, Michelle Obama, Agatha Christie, Meryl Streep, Maya Angelou, Neil Armstrong, Tom Hanks, Robbie Williams, David Tennant… so many quote-unquote “successful, high-achieving” people.Two questions regarding today's topic:Firstly, do you think you are harder on yourself than you are on others when it comes to expectations and mistakes? How do you feel when you look at your achievements more objectively? Secondly, if you are one of the people who experience the impostor phenomenon, how does knowing its name and how wide-spread it is make you feel?References:Clance, P. R. (1985). The impostor phenomenon: Overcoming the fear that haunts your success. Atlanta, GA: Peachtree.Harvey, J. C., & Katz, C. (1985). If I'm so successful, why do I feel like a fake?: The impostor phenomenon. New York, NY: St. Martin's Press.Sakulku, J., & Alexander, J. (2011). The imposter phenomenon. International Journal of Behavioral Science, 6(1), 73–92. Retrieved from https://www.sciencetheearth.com/uploads/2/4/6/5/24658156/2011_sakulku_the_impostor_phenomenon.pdf“Overcoming the Imposter Syndrome” at FutureLearn: https://www.futurelearn.com/courses/overcoming-imposter-syndrome Hosted on Acast. See acast.com/privacy for more information.
Í þessum þætti tölum við Árni sálfræðingur um loddaralíðan eða Impostor syndrome sem lýsir sér í að við erum haldin viðvarandi hræðslu um að það komist upp um okkur sem loddara í starfi og daglegu lífi, því við séum að blekkja aðra um hæfileika, færni og þekkingu. Sálfræðingarnir Pauline Clance og Suzanne Imes komu með þetta hugtak 1978 eftir að hafa séð þessar tilfinningar og hugsanir koma ítrekað fram hjá sínum skjólstæðingum. Þátturinn er í boði NOW á Íslandi @nowiceland Njótið. Heilsuvarp Röggu Nagla fjallar um allt milli himins og jarðar sem viðkemur bæði líkamlegri og andlegri heilsu. Ég spjalla sjálf eða fæ til mín góða gesti sem eru sérfræðingar á sínu sviði og plokka úr þeim viskuna fyrir okkur sótsvartan almúgann til að nýta okkur í daglegu lífi. www.ragganagli.com inniheldur greinar um heilbrigt samband við mat, æfingar og líkamann ragganagli79@gmail.com ef þig vantar sálfræðiaðstoð eða sálfræðilega mataræðisráðgjöf Facebook/RaggaNagli Stefið er eftir Arnar Boga Ómarsson, fylgið honum á Spotify undir listamannsnafninu ‘Boji’ Lógóið hannaði Andrea Jónsdóttir hjá 29 línur. www.29linur.com @29linur Afsláttarkóðar: Veganbúðin: ragganagli = 10% www.goodgoodbrand.net: ragganagli20
The “Imposter Syndrome” was first defined by Dr. Pauline Clance and Dr. Suzanne Imes as “internal experience of intellectual phoniness which appears to be particularly prevalent and intense among a select sample of high achieving women.” Everybody feels it. Even professionals who are experts in their fields get imposter syndrome. It can be an advantage … Continue reading "026: IMPOSTER SYNDROME…Can Go Kick Rocks" The post 026: IMPOSTER SYNDROME…Can Go Kick Rocks appeared first on Business Geeks Podcast.
Jeżeli jesteś jak Tom Hanks, Emma Watson, Sheryl Sandberg czy Natalie Portman to bez obaw przyznasz się, że walczysz z syndromem oszusta, który nie tylko blokuje Cię przed działaniem, ale nie pozwala czerpać pełni satysfakcji z tego kim jesteś.Dzisiejszy odcinek rozpoczyna nowy cykl poświęcony tematom indywidualnych blokad, które powstrzymują nas przed rozwojem. Budowanie silnej marki to działania rozwojowe i znam mnóstwo osób, które wiedzą, mają wszelkie zasoby, a mimo to nie działają. Część z nich dotyczy właśnie importer syndrom tłumaczony w Polsce jako syndrom oszusta.Do psychologii pojęcie to wprowadziły Pauline Clance i Susane Imes. Zaobserwowały, że niektóre osoby osiągając sukcesy jednocześnie przeżywają „wewnętrzne poczucie intelektualnej fałszywości”. Objawia się to strachem przed oceną oraz odkryciem braku odpowiednich (a raczej perfekcyjnych) kompetencji. Syndrom oszusta wiąże się mocno z silną potrzebą zadowalania innych i perfekcjonizmem.Jak działa, skąd się bierze, a przede wszystkim jak sobie z nim radzić, aby jednak działać, a nie tylko gadać?Tego dowiesz się z dzisiejszego odcinka:✔️ Czym jest syndrom oszusta,✔️ Jak syndrom oszusta może wpłynąć na tworzenie Silnej Marki,✔️ Jakie badanie dotyczące syndromu oszusta zostały przeprowadzone.Jeżeli spodobała Ci się idea podcastu i chcesz, aby żaden odcinek Cię nie ominął, to proszę zasubskrybuj podcast i zostaw ocenę w iTunes. To tylko chwila, a dzięki temu powodujesz, że podcast dociera do większej ilości przedsiębiorczych osób.Dołącz do zamkniętej grupy na Facebooku, aby mieć dostęp do dyskusji, specjalnych video i materiałów:https://www.facebook.com/groups/2140350376229780/ Z góry dziękuję!Angelika Chimkowska
You know the feeling. "They're gonna find out I'm a fake." You're not alone in this battle. The impostor syndrome can be a huge drain on your life, but it might also be a good sign. Photo by Hisu lee on Unsplash
Si tu principal inconveniente para arrancar en YouTube, es que sientes que no mereces tener tu canal todavía porque no estás lo suficientemente preparado, o no conoces bastante de un tema como para tener la autoridad de hablar de él (aunque en el fondo sabes muchas cosas de ese tema); entonces es probable que estés transitando por lo que se conoce como “el síndrome del impostor”. Y esto último no sólo aplica a YouTube, si no a cualquier proyecto que tengas en mente. Las personas con síndrome del impostor piensan que no merecen el éxito y se sienten un fraude. Se auto sabotean constantemente. “El síndrome del impostor” es un término acuñado en 1978 por las psicólogas clínicas Pauline Clance y Suzanne Imes, al que hoy en día prefieren llamar “la experiencia del impostor”. Sentirse un impostor es una emoción incapacitante, puesto que afecta nuestra creatividad, desactiva nuestras ganas de emprender. En fin, un obstáculo para el desarrollo profesional, que, por si fuera poco, nos desata la ansiedad o el insomnio. No soy psicólogo ni experto en el tema, pero sí soy muy sensible al ver a personas súper talentosas (que además saben que lo son) y que no se atreven a emprender porque no se creen con la suficiente autoridad para hacer determinada actividad (en la que realmente son talentosos). Si te sientes identificado con el tema, te recomiendo que busques ayuda profesional (bien sea un coach, mentor o un psicólogo), que te ayudará a salir adelante, porque -la buena noticia es que- no se trata de ninguna enfermedad mental. ¡Somos humanos y ya está!
How to Overcome Impostor Syndrome! The term was coined by American psychologists Pauline Clance and Suzanne Imes and is commonly understood as a false and sometimes crippling belief that one's successes are the product of luck or fraud rather than skill. Dr. [Sandra] Lyness said that high functioning/highly successful men and women were experiencing what she called an "impostor phenomenon," in which they come to believe that they are not as talented as their positions might suggest. (mw.com) WHY DOES THIS MATTER? For Christian Life Coaches this is VERY important! Are you: 1. Scared for some reason...like mentally not sure if you're ready or how you can move forward when your own life is still not "perfect" and you still have your own daily struggles so how can you possibly help others? 2. Tired of watching from the sidelines and want so badly to sit at the table? 3. Constantly stepping out and shrinking back and stepping out and shrinking back under the covers? 4. Overthinking and talking yourself in and out of your daily process of going forward? 5. Feeling like a "flake" and totally distracted but you know it's time to move your feet and you don't want to miss out on what God has for you? 6. Desiring accountability? 7. Feeling like a TOTAL IMPOSTOR? Then KEEP LISTENING THIS IS FOR YOU!!! *If this video was helpful to you, please like, share and subscribe! I would love to connect with you: Train with me: Become a Certified Christian Life Coach www.drpatricecarter.com *Breakpoint Coaching Collective is a Center for Credentialing & Education (CCE) approved Board Certified Coach (BCC) training provider. This course is approved as a 60-hour BCC training course. It's affordable and effective! Coach with me: www.drpatricecarter.com Hire me to speak @ your event: www.drpatricecarter.com Purchase my book(s) at: www.drpatricecarter.com Email: patricecarter@drpatricecarter.com I’m happy to help! Love, Dr. Patrice Sponsor --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/patrice-j-carter/message
Over 70% of the population experience this psychological phenomenon: Impostor syndrome. In this episode, Josephine shares what impostor syndrome really is, according to two psychologists who came up with the term. She also reads aloud some powerful quotes by successful figures on feeling like a fraud despite their achievements. Jackie dives deep on the spiritual side of worthiness, your identity, as well as a practical tip on how to get started with reflecting on your fears. Grab your favorite boba and hang out with your biz besties. Thanks so much for listening! Please subscribe, rate, and leave a review for the She Works Heartily podcast on iTunes. Ratings and reviews help the podcast reach other Catholic creatives + small businesses. Topics: * Psychological definition of “impostor syndrome” * Practical tips on how to bring Jesus into this area of your life We mentioned: * Maya Angelou * Michelle Obama * Jennifer Lopez * Dr. Pauline Clance * Dr. Susanne Imes * Mother Teresa To read more about Dr. Pauline Clance's work visit her website https://paulineroseclance.com/index.html For information on her and Susanne Imes' published work, visit the American Psychological Association https://psycnet.apa.org/record/1979-26502-001 For even more business tips, visit sheworksheartily.co
Zach sits down to chat with Dr. Richard Orbé-Austin, a psychologist and a partner of Dynamic Transitions Psychological Consulting, LLP, about the psychology of impostor syndrome. Dr. Orbé-Austin breaks down the concept of impostor syndrome itself and talks a bit about how gaslighting can tie into and even exacerbate it. He also shares several practical ways impostor syndrome manifests in the workplace. Listen to the full show to learn a handful of methods to combat it on a personal level.Connect with Dr. Orbé-Austin on LinkedIn and Twitter.Check out DTPC's website by clicking here.Follow DTPC on social media. They're on LinkedIn and Facebook.Interested in Lisa and Richard's book? Find out more about it on Amazon.Find out how the CDC suggests you wash your hands by clicking here.Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.Visit our website.TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and look, man, you know what it is. And I always start with "Look, man, you know what it is," and I apologize for being gendered in my introduction, so let me start over. What's up, y'all? Y'all know what it is. It's Zach with Living Corporate, and we have real talk with real people in a corporate world, and this real talk is doing what? Centering and amplifying underrepresented voices at work, and man, we have a great guest. We have a great guest, really excited to have Dr. Richard Orbe-Austin. Now, is that right? Is it Orbe?Dr. Orbé-Austin: Yes. Yes, like sorbet.Zach: Aye. Haha. "Smooth Like Sorbet" Orbe, what's up? Bars. Dr. Orbe-Austin is a psychologist--I don't know why I started off like that. Dr. Richard Orbé-Austin is a psychologist and a partner of Dynamic Transitions Psychological Consulting, a career and executive coaching consultancy in New York City. Dr. Orbé-Austin has worked in the field of career and executive coaching for over 15 years, and was the founding director of NYU’s Graduate Student Career Development Center. In this capacity, he developed the strategic vision and led a team responsible for managing the career needs of over 14,000 graduate students in over 100 different disciplines. Prior to his tenure at NYU, Dr. Orbé-Austin served in a variety of leadership roles, including as the chief diversity officer at Baruch College-City University of New York and as president of the NY Association of Black Psychologists. Okay, so he's certified. Again, see, people come on this--you know what I'm saying, people, you know, will subversely kind of ask me, like, "Well, who do you even have on your podcast?" Y'all be trying to talk to me--you know, it's really a function of colonialist white supremacy, but we ain't gonna talk about it right now, how y'all try to come and challenge the credos of this show, but, you know what I'm saying, we have real ones over here, so don't test us, okay? Do not test us, mess around and, you know what I'm saying, pull your card. Don't play. [ow sfx] Dr. Orbé-Austin’s opinions and writings have appeared in a variety of publications, including Forbes, Fast Company, Diversity Executive, and ThriveGlobal. He earned his PhD in counseling psychology from Fordham University’s Graduate School of Education and his BA in psychology from NYU. His book, Own Your Greatness: Overcome Impostor Syndrome, Beat Self-Doubt, and Succeed in Life, published by Ulysses Press [and] co-authored by his partner Dr. Lisa Orbe-Austin, will be released in April 2020. The goal of this book is to provide a systematic way to eradicate impostor syndrome and help readers find their power so they can utilize it for their own goals and lead a more balanced life. What a bio. I feel like I gotta drop some air horns just for the fact that that was very, very dense and all very substantive and impressive. What's up? Come on. Drop 'em right here. [Flex bomb, then air horn sfx] Come on, let's go. How are you doing, Dr. Austin? Dr. Orbe-Austin, excuse me.Dr. Orbé-Austin: I am wonderful, Zach. It's a pleasure to meet with you and your wonderful audience, so I'm thrilled to be chatting with you today.Zach: Now, look, I don't want to spill too much tea, but I know your cousin, right, and his name is not Orbe-Austin, it's just Austin. Can you talk a little bit about the last name?Dr. Orbé-Austin: So yes, I want to always tell the story about--any time my wife and I go and present anywhere and we introduce ourselves people kind of give a look, and then I have to start by saying, "Look, just to get it out of the way, we're not brother and sister. We're actually husband and wife." So when we got married I actually took my wife's name. So her name was Lisa Orbe and my name was Richard Austin, and as we joined our families we joined our names. And so I think it's not traditional, I think, for a lot of people in society to see a man do that, so I think it throws people off, so I'm always kind of thrilled to talk about, you know, equity and equality and really being able to join families in that way.Zach: You know what? And shout-out to you, you knwo what I mean? Because, you know, you're rejecting patriarchy one bold move at a time. It's interesting how we normalize the idea that women's last names are just erased, you know what I mean? You know, it's not really cool, you knwo what I'm saying? Now, look, did my wife take my last name? Yes, okay? Would I hyphenate? Probably not because I'm not really that strong. I'm pretty insecure as a man, you know what I'm saying? But look, it takes a real man to, you know, admit that. Because it's funny, you know, I can come on this podcast and I can talk about rejecting patriarchal systems and all these kinds of things, but then if you ask me, you know, to supplant any privilege that I may have, I'm over here like, [hold on a minute there playa sfx]. You know, wait a second. We ain't gonna just--you know, I'm not giving up. Nah, but all jokes aside, that's awesome. I love that, and I was very curious about it from the beginning, and yes, definitely shout-out to Mrs. Orbe-Austin, your partner in crime and business and life, what's up? Let's talk about your journey though and why you got into psychology. Like, what was the path there?Dr. Orbé-Austin: The first reason I got into psychology is a pretty simplistic notion of psychology. So about eighth grade I always remember developing this advice column for my classmates called Ask Dr. Rich. So at the time I thought being a psychologist meant telling people what to do, and so, you know, as an eighth-grader with all the knowledge that I had at that time--Zach: All the answers.Dr. Orbé-Austin: Right, so why not, you know, do that? So I really enjoyed being able--and, you know, at that time it was usually relationship issues that people were writing in about, and I had my little column, and again, not that I had that great of experience in relationships, but I felt like I could provide something enough for people to seek my assistance. And then as I got a better understanding of what it meant to be a psychologist I came to realize that I could make a contribution down that path in terms of really being able to help people be their best selves. And so the background that I typically give is I'm a son of Haitian immigrants, so that automatically means that I was destined to be a medical doctor, right? [laughs] So for a long time I thought I was gonna be a psychiatrist, right, 'cause that fills both the medical doctor side and then my desire to work on behavior. Thankfully enough my sister became a pediatrician, my oldest sister, so I think she gave me some room to navigate and negotiate the reality that "Hm, maybe I'm not actually gonna go down that path of medicine but continue to pursue my dream of going into psychology." And so through college I was pre-med. I thought I was going down that path. I [?] all the things to really shape the direction of going into medical school, but then I began to know and understand when I took an internship after my junior year at Columbia University and I had the good fortune to work with a black male psychologist, who at the time to me was, like, a unicorn. So I had never actually met a psychologist in person, let alone a black male psychologist, and began to really know and understand that 1. it's possible to go down that route, 2. that I would have mentorship to really be able to know and understand how to navigate that path and negotiate it. So I had to have that hard conversation one day with my parents that I was not going to pursue medicine, but I was still gonna be a doctor, and it was just going to be a psychologist. So ultimately that's the path I took. I pursued, you know, my counseling psychology degree and really along the way understood that that was the best fit for me.Zach: Can we talk a little bit about--so you talked about it, you know, that seeing yourself represented is what then gave you the gumption to then pursue it yourself, but can we talk a little bit more about black representation in mental health and, recognizing that you are a child of immigrants, Haitian immigrants, but I'm curious about what have you seen in your presence as a black man make with your black and brown patients and students in perspective or hopeful psychologists and psychiatrists?Dr. Orbé-Austin: One of the particular missions that I've always had is to really increase the representation of black mental health practitioners, I'll say, in general in the field. So when we look at the numbers right now they're abysmal. Less than 4% of psychologists are black, and I'd say less than 2% of psychologists are black males. And it's typically across the board you see those similar numbers in psychiatry and social work, so the people that tend to engage clinically with our folks are not the people that look like them, right? And so over 86% for instance of psychologists in the U.S. are white. So what I was able to know and recognize as I said before 1. is to be able to see individuals who look like me pursuing the same profession as I wanted to pursue was very inspirational to me, but they also were able to provide me guidance and a home to talk about some of the challenges of being the only one in a lot of these spaces. So when I started my doctorate program I was the only black male there. I often times was primarily the only male in a lot of these rooms, and so, you know, the running joke in my program is that they would have one black male, like, every four, five years, and so I would meet--you know, I met the person who came on before me who was the black male for that time, and subsequently I knew I needed to join organizations and connect with professionals in the field, so I was able to be exposed to the Association of Black Psychologists very early on in my career, so I felt like I had an opportunity to engage with other folks doing this work. And then I saw it full center when I was able to do some of my training. One of the stories that I always talk about when we talk about things coming full circle as a child of Haitian immigrants, I had an opportunity to do an internship at King's County Hospital out in Brooklyn, New York, and I had the opportunity to actually work with this Haitian psychiatrist who had created a special clinic for Haitian patients, Haitian-American patients, and one of the things that he did as a psychiatrist primarily was to provide medication, but he recognized that a lot of these folks needed some more support, and so he was able to collaborate with me to start, like, a psychology clinic where I would do therapy with some of these folks, and the fact that I could speak their language, the fact that I knew their culture, the fact that, again, I looked like them, I think was so helpful in 1. helping them to not be afraid of the journey that they were taking through the mental health landscape, and then 2. it really enabled them to feel like they were being heard, understood, respected, and seen in ways that they probably may have never felt that they had been seen before, especially as many of them had recently immigrated to the U.S. and were trying to find their way.Zach: And so, you know, it's interesting to your earliest point around, like, the representation in the space being abysmal, like, it's challenging too, like, as someone who has, at various points in their life, like, pursued psychiatry or therapy or, like, just talking to somebody, right, it's not only, like, finding somebody, but, like, that small pool then limits some of the flexibility that I've heard my white counterparts have where it's like, "Okay, I have this psychiatrist, but we don't really click, so I'm gonna go and try to find somebody else, right?" Like, they'll shop around. Like, for me, you know, it's kind of like, "Well, dang. I mean, he and I don't really vibe on this level," or "She and I don't really agree about this," or whatever the case may be, but "She looks at me, and she at least empathizes with the bulk reality of my experience. So don't let me be picky. I'm just gonna stay here."Dr. Orbé-Austin: Yeah, and it becomes a challenge, especially when folks reach out to me and say that they're looking for some level of support and they say, "Hey, I want an African-American therapist." And typically, you know, I do say to shop around to find a fit, right? And so I want to give them as many options as possible. I end up being able to give, hopefully on the better end, three to four options, and then if they go to the first one and they feel like, "Okay, there's not a connection there," they may or may not actually then move forward on it, right? So I know that by the time someone gets to a point of really wanting to go to therapy, it's a major step for them to make that call, right? And so I always want to honor that and honor that, you know, effort to really make sure that they link with someone as soon as possible, and someone that they can vibe with, right? 'Cause yes, someone can look like you, but if you don't feel comfortable enough to be open and vulnerable to them, then it's just not gonna work, right? So that's the thing that I talk about, 'cause, you know, we can all feel like, "Hey, you know, they look like us," but if we don't connect, whether it's a co-worker or, you know, other person, we're like, "Yeah, they're black, but, you know, I'm not really feeling 'em in that way."Zach: All skinfolk ain't kinfolk.Dr. Orbé-Austin: Right? So it is a dilemma in helping people to feel like they have options and, you know, it's all right to kind of go to one or two to get the best fit.Zach: So you're a black man. You are in a highly--like, a very white academic space, and I'm really curious about what--like, what do micro-aggressions and just straight on aggressions look like for you, right? And I'm looking at your profile picture. I would imagine, you know, you're not catfishing anybody. You probably look a lot like your profile picture. So you look--like, you present... you don't present, like, a child, but you don't, like, present a very old man. Like, you present moderately young, right? And so I'm really curious as to, like, what does it look like just being you in these spaces, and, like, what do micro-aggressions look like, what do actual aggressions look like, how do you navigate that? What are some maybe patterns of behavior that you see operating as who you are in these spaces?Dr. Orbé-Austin: Sure. So I'm glad that you raised my picture, right, and how young I look. I appreciate the compliment. [both laugh] But that was one of the big ones, right, when I started out in either doing clinical work or in teaching - for a while I used to teach at the collegiate level, and I would get always, "Well, you look really young to be a professor," or "You look really young to be a therapist," right? And sure, on one hand it could be about age, but I think after a while if you still keep getting that same thing--and my white colleagues who were just as young as me were not getting that--then it made me begin to think about, "Well, what does that necessarily mean in terms of credibility, being authentic? How do I then recognize how to be seen for who I am?" So that was one, and then the other piece of it, you know, often times that would come up is the typical "Wow, you're very articulate," right? Whether it's, you know, giving a speech to a group of faculty members, whether it's, you know, being able to do a case presentation at a [?] conference. So often times there would be these underlying micro-aggressions that were really racially and, you know, gender-based. So if, for instance, you know, sometimes people would say, "Oh, you know, don't dress in a particular manner because, you know, it might be intimidating to the students. Just dress down," right? So for me it's like--you know, I wear a suit to work, right? That's my style. But to be told--I'll never forget this--to be told by a supervisor, "Well, you know, like, you may not want to do that. It might just be intimidating," and again, in that moment I didn't necessarily feel like, "Oh, okay. Well, this is clearly a micro-aggression," and that's the nature of micro-aggressions, right? That in the moment it kind of catches you a little off-guard. It's not so direct, but then when you sit and think about it for a little bit, then you recognize that, "Okay, my white male colleague wears a suit and a tie every day and is a little older than me, and I'm not imagining, you know, he was told the same thing," right? So it's managing and navigating that path. And then on the other path, you know, some of the work that I do as a consultant going into these different spaces, corporate spaces or, you know, academic institutions and people being surprised, right, they may not necessarily see my picture. They may have a conversation with me, but then when I show up in the room, you know, you get that sense of "Oh." You know, my name sounds a little bit generic, you know, especially when it was Richard Austin, right? So sometimes they're not expecting me to show up as the person that I am, and so they do a little double-take, right, and then they catch themselves, right? And so I get that, right? But now I've always said, to be quite honest, that my PhD has provided me access to many spaces that I otherwise wouldn't have had because of who I am, right? That those three little letters enable me to step into rooms that otherwise I'd be shut out of, and when I'm in those rooms I can then [?] my power, even though there is some level of pushback against it.Zach: And so, you know, it's interesting, 'cause I've spoken with folks--we have some mutual connections, and some of them also have, like, some really prestigious degrees, and so the conversation that I'll have with some of those folks is something like, you know, "My education and my profile can, like, preemptively trigger fragility and insecurity with my peers because they see the additional letters after my name," but I'm curious, like, have you ever experienced that yourself, or do you think that that's a bit more masked because of the fact that you're in, like, more formal academic spaces?Dr. Orbé-Austin: Well, not always am I in these spaces, right? So for instance, one of the types of consulting I do is diversity, equity and inclusion work, and in those spaces, particularly when I'm in corporate rooms where, yes, they can get that, you know, I have those three letters, but there is pushback, you know, against some of the things that I may have to offer, I think, because of, you know, who I am and what I may represent, right? And so we, you know, go into some of these spaces knowing that people might talk about wanting to do the work, but when it's time to do the work and when the work that's being guided by a black male is not what you want, then there can be a particular level of backlash or, you know, aggressive pushback that needs to be navigated and negotiated. Zach: And so then, you know, I think that leads us well into--you know what? No, I'ma pause on this actually, because, like, we have not formally talked about this on the podcast, but I think it leads well into, like, the main topic that we're gonna get into today, which is impostor syndrome. Can we talk a little bit about, like, gaslighting, and, like, what that is? And then perhaps how gaslighting can tie into impostor syndrome or exacerbating impostor syndrome.Dr. Orbé-Austin: Mm-hmm, yeah. I mean, I think that that's a great segue, because when we talk about gaslighting, in essence it's trying to convince you that what you're experiencing, seeing, listening to, is not your experience, right? That if someone makes a clearly racist, sexist, homophobic comment, clearly has done something offensive and they say to you, "Well, you know, you're reading too much into that," right? Or, you know, "I don't really understand how you came to that conclusion," right? And in the workspace, again, it's very difficult, especially one if there's a power disparity, right? Like, if the person doing the gaslighting is a supervisor or a senior peer, it's difficult to feel confident and comfortable enough to push back. And then two it's ultimately hard to then feel like you can win, right? Because if someone is in their particular stance, it's very difficult to argue with unless you have, you know, video recordings and you play it back and you're like, "Yeah," because they can say, "Well, I don't remember saying that," or "No, that's not what I said," right, and then you're left to kind of say, "No, this is my experience. This is what I heard," and if you don't have the "data," so to speak, they may just dismiss it, right? Say that you're just being sensitive or you're playing the race card or you're doing this, and then you're left totally powerless to really be able to make your argument stick.Zach: Or situations where they say, "Well, you know," to the point around race cards, like, "Maybe it's the fact that you're just not good enough, and so now you're leaning back on this as an excuse." Dr. Orbé-Austin: Mm-hmm, yeah.Zach: Well, let's talk about this. Let's talk about the concept of impostor syndrome. Like, in Season 1, it was, like, one of our first episodes actually, we were talking about impostor syndrome, but we really didn't get into, like, the science of it. We more so talked about, like, believing in yourself and, you know, knowing who you are and not trying to be fake, right, being authentic, but we didn't get into the neuroscience and, like, the genuine psychology of impostor syndrome and how it relates specifically to black and brown people. Can we talk a little bit just about what impostor syndrome is as a concept and how you would define it medically?Dr. Orbé-Austin: Sure. So first off I will say that impostor syndrome is not a diagnosable disorder, right? So it was first coined by two psychologists, Pauline Clance and Suzanne Imes, in actually 1978, and at the time they were studying very successful female students and faculty members at an academic institution, and what they noticed was that these women, who seemingly were high achievers, did not feel as such, right? They felt that they were frauds. They felt that they were going to be exposed as not smart enough, not good enough. They, again, thought that they were impostors, so they coined that term to really speak about this phenomenon when people have difficulty internalizing their accomplishments, their skills and their experiences. They're constantly in fear of being exposed as a fraud, and as a result of that they tend to overwork to compensate for their perceived lack of ability. So when we talk about impostor syndrome, it's really that experience that someone may have that isn't necessarily a medical or mental health, you know, disorder, but it tends to be something that impacts people who, again, 70% of the population have talked about experiencing impostor feelings, and so it often though impacts people who are high achievers, because that level of success they do not attribute to their own smarts or intelligence. They attribute it to luck. They attribute it to, you know, key relationships, and so they're constantly haunted by this feeling of being a fraud.Zach: And so then, you know, what are some practical ways that impostor syndrome shows up at work?Dr. Orbé-Austin: So when we talk about impostor syndrome in general, we can talk about the fact that a lot of what we call impostor-triggering workplaces exist nowadays where in people are always feeling like they need to prove themselves over and over again, that they're never good enough, and when we talk about black and brown folks especially, they have a double burden to bear. So on the external end they're actually dealing with lies and discrimination and people and systems that are telling them that they're not good enough, that they don't belong, that somehow or another they did not earn their spot, and then they're dealing with their own internal voices that also tell them that and make them feel like, "All right, well, maybe I shouldn't be here. Maybe they are right. Maybe I was lucky. Maybe they made a mistake," and it leaves you then feeling like you don't necessarily deserve more. So at work it means you might not ask for a raise. You might not take on a key project because you fear that you'll finally be exposed if you take up that key project, which could actually give you more visibility and access, but you're concerned that it will be a house of cards and you'll finally be found out. It makes you feel often times stuck in trying to really look for a better position, either within or outside the organization, because again of this notion of "Well, I'm just lucky to be here. I shouldn't ask for too much." And it comes up when your boss or peers will say to you, "Oh, well, you made a mistake on that one thing," or "Oh, that didn't go that well," or you beat yourself up as well, because one of the key elements that goes hand in hand with impostor syndrome is perfectionism, right? Because if you feel that the only way you deserve to be anywhere is to be perfect and to overwork to strive for that perfection, then you can work yourself to the levels of burnout, and if you make any simple mistake you will beat yourself up over it and not allow yourself to really grow, learn from it and move forward.Zach: And so then what are ways that you think that organizations--'cause you talked about organizations that exacerbate impostor syndrome, right? What do you think are some ways that organizations exacerbate impostor syndrome for everybody, and then what are ways that you believe that organizations exacerbate impostor syndrome particularly for black and brown folks?Dr. Orbé-Austin: Sure. So I talk about some of the triggers in today's work culture. One of them is this notion of performance, right? When I talk to [?] organizations and ask them what their performance is and some of them will give me blank looks or they'll report back that "Oh, you know, it changes, and, you know, it's constantly shifting." If people don't have an understanding of what good performance is, right, like, what they're striving to do, then they'll feel like they're not hitting their targets and they feel, again, that they have to keep proving themselves. And so on the organization's end they may feel like "Well, that's great 'cause it's gonna drive productivity," right? But ultimately it may drive people out of the organization. It may drive people to burnout, as seen through absenteeism, as seen through, you know, different ways of not necessarily being at the level of production that people want. So the first thing I tell organizations to do is to really make sure that you have a legitimate performance process, typically not just once a year, because again, if someone doesn't know either that she's doing well or that there's room for improvement, she's just gonna keep working working working until burnout, right? So that's the first way that organizations can really address and reduce impostor syndrome. The other thing is the manager is one of the key people to deliver the message for the organization. So, you know, management needs to be trained to know and understand how to provide appropriate feedback. So you have some managers who feel like "Well, I don't give praise at all. I don't give positive feedback because people don't really deserve it. They'd have to do something great, and no one really does anything great. You know, by me giving negative feedback, it helps them to keep moving forward and get better," and that has not proven to be the case. Research does not support that notion, that the more negative feedback that you give without any positive feedback the better people will perform. So it's helping people to really understand what constructive feedback is. Again, often times people who rise to the level of manager were great individual contributors, so they don't know and haven't mastered the skill sets needed to be a good manager. To be a good manager is to really develop people, to help people grow and learn, and if you don't have that lens you will continue to make some of the same mistakes that drive impostor syndrome and sustain it, especially when we talk about black and brown folk. It's helping them to feel that they actually belong, that they're not given the projects that nobody else wants, that if they're on the team they're given some the lower level types of projects, that you actually help them to know and understand that "You deserve to be here, we respect and value your skill sets, your expertise and your experience, and we're invested in keeping you and helping you to grow," right? So often times, you know, these notions of belonging and psychological safety that I talk about tend to be overlooked by organizations because, again, for them it's just about their bottom line. They want to make sure that people are producing at the levels that they need them to, but they don't necessarily think about the cost to those individuals, and so they end up marginalizing certain people, and when those people leave, then it's this self-fulfilling prophecy of "Oh. Well, yeah, they didn't belong here anyway," and they don't really learn and understand that, well, maybe it was the organization that didn't create a welcoming enough space for them to actually excel.Zach: You know, and it's interesting when you talk about, like, performance and, like, being really clear with, like, you know, what does good look like, I think it's challenging as work continues to become less transactional, and, like, high-paying jobs become more quote-unquote "strategic" and "qualitative" and "subjective." I think, like, with that comes a danger, or at least more opportunity, to have ambiguity in terms of what good performance looks like, and it gives managers space, unconsciously, consciously, maliciously or otherwise, to create hierarchies in their mind, like, outside of whatever system you want to use to grade something. Because if work is super subjective--like, one thing about consulting, right, like, so much of consulting has to do with relationships and, like, the work itself, because you're not making X amount of widgets a day. You're putting together a PowerPoint or you're writing a paragraph, and so much of those things are again, like, just inherently subjective. Like, PowerPoint design, I mean--and I know there's plenty of folks who hate PowerPoint, but, you know, there's some PowerPoints that look great to some folks and look terrible to others. There's some people who love the way that you run a meeting and there's people who think it's the worst thing in the world, right? So it's like--I guess my question to you, as we continue to think about the future of work and we think about the more [soft?] skills are gonna be needed to do the type of work that's gonna be left when you think about what automation is gonna pick up and kind of, like, what we're going to pick up after automation digs through the rubble of work. What are ways do you think that we can still create some norms, some performance standard or expectation norms, that don't exacerbate or create, like, impostor organizations?Dr. Orbé-Austin: I think that's a great question. One of the things that immediately comes to mind is 1. being able to acknowledge just the level of inherent bias in the process as a whole, right, that we as humans, and we as machines, tend to have bias, right? So a lot of organizations are really all about technology and AI, and AI ultimately will reduce bias and discrimination, and then when we look at, you know, some of these apps that, you know, when you take a picture they can't recognize black faces or they recognize them as monkeys. We know that people make these particular programs and artificial intelligences, so being able to constantly understand, be on the lookout, for the level of bias that exists in performance reviews. So one of the things that my wife and I talk about, we do some work around gender bias, and one of the presentations we talk about is that women tend to get more vague feedback, feedback that does not allow them to, again, think about ways to improve. So, you know, you said this term "strategic" before, and that's something I will say to you that comes up a lot, that women will be like, "Well, you need to be more strategic," and I always say to my female clients, "Ask them what that means," right? What does that look like, right? Men tend to get much more tangible, concrete feedback about how to improve, so it enables them to clearly know and understand what they're striving for, right? And, you know, I think it's some of the same type of challenges with professionals of color where if they get any feedback it may not necessarily be substantial or substantive enough to help them understand how to grow. It may just be punitive. You know, I was reading this article the other day about a hiring process where different black candidates were coming in to the process, and one of the, you know, committee members kept asking and talking about, you know, dress and timeliness to the black candidates, but to the white candidates that never came up. And thankfully there was someone else on the committee who noticed that and said, "You know, I have a question for you. Like, why is it that you're asking questions about timeliness and dress to, you know, certain candidates and not others, and why is it that the candidates that you're asking it about are the black candidates?" And the woman, you know, was able to [?] enough say, "Well, you know, I used to supervise this black woman, and she used to come in late all the time, and, you know, I wasn't really happy about that, so I really wanted to kind of, you know, make sure that that was talked about," right? And so you see that she was able to even pinpoint it, right, that this was not even unconscious bias. It was a conscious bias of saying, "Hey, this is something that is not acceptable," and then we have the issues related to, like, hair discrimination now, which is a big thing that, you know, in 2020 we're still talking about how people wear their hair as a means of, you know, determining whether or not they belong is just unfathomable to me. So organizations have to be honest with the bias in their processes and in the leadership norms and culture and continue to attack it, that it's a life-long learning process, that it's not this "Okay, we're good now. We did some diversity, equity and inclusion work, and we got our certificate, so we're good to go for the next fifty years," right? It's really institutionalizing that process. It's really saying "How are we enabling all of the different people who come into our organization to feel that they belong, that they're psychologically safe, that there is room for them here?"Zach: So you said a phrase and I'm gonna follow up on that, but before I get there, you know, you talk about--and again, I'm excited because I have someone in the space, so I want to--and I've continued to say when it comes to diversity, equity and inclusion work, I wish that--if there was a way I could've still got the bag, Richard, if I could have still gotten the bag and gotten into psychology, but I just couldn't see myself, like, getting the bag, not getting into that whatever, but I really am intrigued by the why behind the things that people do, right? So when you talk about giving feedback to black and brown employees, to people of color, do you think there's any role that, like, self-preservation or fragility plays into not giving into the type of feedback that black and brown folks receive? Like, in the ambiguity of the feedback as well as, like, the subjectivity of the feedback, and maybe even, like, the lack of substance in the feedback itself. Like, do you think that fragility or self-preservation plays into that?Dr. Orbe-Austin: Yes, definitely, because giving feedback is a very difficult, uncomfortable thing to do, and you can be called out when you're giving the feedback as to the things you're lacking and doing, right? So if you are a manager who doesn't feel secure in managing, right, 1. you tend to not give any kind of feedback until you have to in that year-end review, that one-time process, and there's some level of fear and anxiety, especially if you find black and brown folks more threatening, that if you give them feedback that may be upsetting that it may either come back to you in the form of them saying, "Hey, well, I also want to be able to give you some constructive feedback," and 2. if you believe that "Oh, well, they're just gonna be angry," then you will refrain from doing anything until, you know, again, you have to, and then ultimately if you don't feel that they actually belong in the organization consciously or unconsciously, it is a way for you to facilitate an exit, right? So I had another opportunity with an organization to talk about some of their challenges within their retention process, and one of the things that they raised was the reality that when they looked at the individuals who were on tips, they were consistently black employees, and the HR person, you know, thankfully said to the managers, well, "Why is that? I noticed this, and what does this mean?" Right? And it's the same way I used to talk about in schools that black males and suspended and expelled at higher rates than their white counterparts even though they may have the same levels and types of infractions, right, that some of the danger, you know, due to the fragility is "Okay, black and brown bodies are threatening to me, so therefore I have to find ways to protect myself and to punish them, either in the professional space or the academic space." So there was a case the other day where a young black male had the police called on him in his collegiate classroom because he refused to move his seat, and his white male professor decided that the way he was going to negotiate it was through punishment and to call the police to remove the young man rather than 1. recognizing that, you know, the reason he didn't want to move his seat is he had already come in, he had sat down, but the professor was trying to tell him he needed to come to the front, right? And again, like, would he have done that with a white student? Probably not.Zach: Well, you know, it's interesting too. I think that also speaks to, like, just the bizarre ways that, like, punishment for black and brown bodies, like, escalates so fast. It's like, "Wait, I went from not talking to anybody, there not being any issue, to now I'm talking to, like, someone with a huge difference in power than I have. Where did this come from? Like, how did we get here so fast?"Dr. Orbe-Austin: Yeah, it escalates. And I will say to you, you know, we talk about this issue of micro-aggressions and straight up aggressions. I remember one of the first jobs that I had, you know, while I was in graduate school was working in this college office, and again, only black male, primarily white women working in the space. It was a job to actually help, you know, primarily black and Latino students who had gotten kicked out of a four-year college--this was a community college--helping them to get back academically to a space to be able to return. So it was an advising position. I was focused on doing the work relative to helping these students. So I come in, go to my office, close my door, see my students and go, and that was not acceptable to my white female supervisor. So she decided that she needed to watch me or kind of know and understand what it was that I was doing, and chance would have it, you know, that this is where I actually met my wife, the other Dr. Orbe-Austin. She came on board, and when she came on board this woman said to her, "Well, can you watch him?" Like, you know, "'Cause you're another person of color. Can you watch him and see, like, what he's up to?" Now, mind you, this woman and her other colleagues, all her other direct reports, were white women, would go out to these long lunches, go to Lohman's, go shopping and do all these other things. I was in, you know, my office seeing these students, but I was the one who was suspect, and it got to a turning point where, you know, again I was able to connect with my wife [?], and she told me, "Yeah, I was sent to kind of surveil you," right? And it's unbelievable, right? At that stage of my life and my career that, you know, that level of micro-aggression is like, "Okay, he's doing his work, but I can't see him 'cause his door's closed." Well, my door's closed 'cause I'm talking to students and I'm dealing with them in that way, right? So that's some of the hidden ways, 'cause had my wife and I not connected and she then was like, "Oh, yeah. I'm gonna watch him and report back," then it would just be "Oh, he's lazy. He's not doing his job."Zach: Yeah. "I don't know what he's really doing. He says he's doing this, but I don't see that."Dr. Orbe-Austin: Right, and so when we talk about this issue of privilege, you know, I often talk about the fact that white privilege means that you're given the benefit of the doubt relative to competence, relative to innocence, and you just have a higher trust point, right, that people will tend to believe you and give you the benefit of the doubt even if you're not doing anything right. So that's the heavier burder that we carry, and it's not--you know, it's not playing the race card. It's not an excuse. It's the reality. It's what the data shows. It's what time and again the numbers show from a wide variety of vantage points.Zach: It's interesting, like, your point around being at work and you're a credentialed professional, right? You're doing your job, and yet there are these informal hierarchies, right, that are forming around you. You know, I've experienced that myself. Like, I've been in situations where, you know, I have people who are supposed to be junior to me or at peer level to me, but again, people are typically not as slick as they think they are, right? Like, the reality is black and brown people have to be extraordinarily vigilant in just paying attention, which we're gonna get into psychological safety in a minute, but it's just interesting because I've been in those situations more than a few times where I'll be, you know, on paper supposed to be this title, but then there's folks around and, like, I'm noticing they're kind of checking on me or they're asking a bunch of questions or they're--they feel empowered to try to coach me or tell me what I'm not doing or ask me what I'm doing or, you know, say, "Well, I talked to So-and-so, and we think you should be doing--" And it's like, "Well, who is we? You're not my boss." Okay, so again, what we're talking about and what I'm hearing, frankly I'm getting stressed just, like, re-thinking about those things and hearing you describe your experience. What are ways that leaders can create higher degrees of psychological safety so that employees, particularly black and brown ones, can work more effectively?Dr. Orbe-Austin: So one of the things I talk about, and this comes up a good deal when I do some DEI work, is psychological safety, at the end of the day, is telling someone or someone having the feeling that they can show up at work and be their true selves without fear of negative consequence, right, that they can really talk about their experiences, kind of share their beliefs and not be silenced, and a culture has to be developed in order for someone to feel that, right? And what that means on the leadership end is being able to really allow room for differing viewpoints one, not punishing people if they don't necessarily agree with what the leaders with, two really actually listening to people instead of just waiting to talk next after someone else is talking and being able to understand and have a certain level of empathy for someone else's experience. Being able to be vulnerable yourself as a leader and sharing some of the things that you may be experiencing to let people know that you're not just superhuman or perfect, that you do make mistakes. Take accountability when you do make mistakes as well to again demonstrate that it's all right for you to not have everything in order, but that, you know, it's really adopting a growth mindset of saying that, you know, we're here to do good work." At the same time, we still are striving to learn and grow in those ways, right? So creating these spaces to be able to have people have a voice is one of the easiest ways for honestly organizations to develop psychological safety, right? So it's having access to the leadership. When I meet with people and I talk about "Well, how often do you talk to even your manager?" And they're like, "Oh, you know, we meet maybe once every two or three months," and my mouth is like totally, like, open... like, yeah, that's not good, right? Like, you have to be able to build relationships with your manager. Your manager has to be able to know who you are, not just, again, as someone filling a space and making widgets, but what are your aspirations? What are your hopes and dreams? What are your plans for being in this organization? And because so much management training is lacking or is not as in-depth as it needs to be, a good deal of managers feel ill-equipped to have some of these conversations, and so they just have very much transactional types of engagements with their direct reports where in they're just wanting to know "Okay, did you do X project? Let's do a check-off," rather than really taking the role as coach/mentor/growth agent. Zach: What can individuals do to combat impostor syndrome, right? So we talked about it at the organizational level, but what can individuals do?Dr. Orbe-Austin: So we talk about in our book this model that we created called the 3 C's model, which stands for Clarify, Choose, Create, and it starts with really clarifying your impostor origin story. So we all have origin stories, and some of us are better at really being honest with it than others, but it's being able to know and recognize "Well, what may have triggered or started this impostor journey?" Often times it might be because you were labeled in your family early on as, you know, either the super smart one who makes no mistakes and so you just feel like you have to be perfect and if you make a mistake, then that means you're an impostor, or on the other hand you were labeled as the social one and another sibling or family member was labeled as the smart one, right, so then you didn't feel like, "Oh, there's room for me to be smart and social." So recognizing that the origin. Not to again blame anyone, but to know and understand where that comes from. And then the other part of Clarify is to know what your triggers are. So for a lot of people with impostor syndrome, new experiences are a trigger point. So a new job, new project, meeting new people, may help them begin to feel increasingly anxious about being found out, that "Oh, this is gonna be the job I fall apart. This is gonna be the project where I'm exposed as a fraud. This person is gonna see right through me." So knowing and understanding that and then really being able to get support for that. So the last part of clarify is to change your narrative, right? Like, we all have a particular story that we tell ourselves, and people with impostor syndrome typically have a very negative narrative about who they are and what they've accomplished and how they've accomplished it. So being able to honestly look at and own your accomplishments, really being able to say, "I really earned that because of my effort and some of the actual skill that I have." And then we go to Choose, where it's speaking your truth. So the reason often times impostor syndrome tends to be sustained is because people suffer in silence, right? Like, they feel that they're ashamed to even raise it, right? Like, if you're a senior VP, you know, everyone around you looks like--you know, all of your family members feel like "Oh, you made it," then you might be afraid to say, "Well, I'm actually not happy, and I actually feel like I'm an impostor." So there's this fear that people will ridicule you for doing that. So being able to say it out loud can be freeing to begin the process of healing that. And a part of healing it is changing not only the narrative but some of these automatic negative thoughts you may have about what people think about you, how you label yourself and how you unfairly compare yourself to others. So being able to create what we call a positive [?] instead of these immediate when something goes wrong the automatic negative thought is "Oh, I'm a failure," or "Here we go again, I'm an impostor." And then in the midst of all this it's really taking care of yourself, really being able to make self-care a key priority for yourself in choosing, and then finally, you know, the last piece of the puzzle is trying on and creating. When we talk about Create, it's experimenting with new roles. So a lot of people with impostor syndrome tend to be the helpers, the go-to person in their friend/family network, so they don't have the room to ask for support or assistance or feel ashamed to do it, to actually taking on the role of asking for help and feeling like it doesn't expose you to being weak or not being able to do things, making sure you build your dream team of support, getting a coach, getting a mentor, you know, getting people who will support you in your impostor syndrome-defeating journey, and then finally understanding that impostor syndrome can be triggered at any point in your life. So when we talk about defeating impostor syndrome, we don't talk about it as an end-all and be-all cure. We talk about it as decreasing the frequency and intensity of those feelings and that when they do occur again understanding and identifying the conditions for your optimal performance, right, which is the self-care, which is the dream team, which is changing your narrative.Zach: Man, Dr. Orbe-Austin, this is incredible. I want to make sure I give you space to plug your book, to talk about where people can learn more about you, where they can find you, all of that.Dr. Orbe-Austin: Sure. So again, I appreciate this opportunity. It's been a pleasure to chat with you. If people want to know more about the work that I do, they can go to my website, DynamicTransitionsLLP.com. So my wife and I, our consultancy is called Dynamic Transitions Psychological Consulting, LLP, so you can go online, and it will have information about the work that we do. It will have information about the book, which will come out in April. So we're really excited about that. Again, the name of the book is Own Your Greatness: Overcome Impostor Syndrome, Beat Self-Doubt, and Succeed in Life, and, you know, one of the things we felt was important when we wrote the book was to have it be something dynamic and alive, so a part of it talks about, you know, the experience of impostor syndrome, but it also then has activities for you to do to really help in overcoming impostor syndrome. So it's not necessarily solely just an academic guide to things. It's actually some practical tips and applied types of activities that will enable you to move forward in living your best life.Zach: I love it, I love it. Man, it's just been great. I'm just so excited, because I do believe--and my goal, our collective goal at Living Corporate, is to get more psychologists and psychiatrists on our platform, because when it comes to really making sure that we are centering and amplifying black and brown voices and, like, effectively empathizing with them, I think it's important to have people on who have some of the academic background and knowledge and, like, formal understanding, not only for our own sake because a lot of us can't afford or for a variety of reasons, you know, don't have those resources, but maybe this will encourage us to go seek help that we desperately need just as an output of being a part of an oppressive capitalistic patriarchal system. But I also think it's important that we have folks like you on for the folks who are not black and brown who listen to our platform, because so often times education is used as a barrier to not listen to black people, black and brown people, or hear our stories. This, like, Euro-centric, like, demand for quantitative data and research that in itself is inherently biased, but whatever. So I'm just thankful that you're here, that's what I'm trying to say, okay? I appreciate you.Dr. Orbe-Austin: Well, I appreciate you creating this platform, because when I heard about it I was so excited to kind of engage with you, because as I've talked about many times, a lot of our folks, particularly in these corporate spaces, are suffering in silence and may feel like they're the only ones having some of these struggles, and I think you present a space for them to not feel that they need to go through it alone, and you provide a certain level of hope and strategies for them to really be able to free themselves from some of the things that may be more corrosive to their quality of life and really being able to help them believe they can live their best lives.Zach: Man, I mean... [applause sfx] You know, that's claps for both of us, you know what I mean? We're both celebrating right now. All right, y'all, look. This has been Living Corporate, okay? Really glad that y'all were able to stop by. You heard Dr. Orbe-Austin and all of the information. Make sure you check it out in the show notes. Make sure you check us out at living-corporate--please say the dash--dot com. If you want to check us on the social media, we all over the place. Just Google Living Corporate and we'll pop up. Until next time, y'all. Peace.
In 1978, two female American Psychologists, Pauline Clance, and Suzanne Imes, coined the term "Imposter Syndrome". In this episode, I explore what the "Imposter Syndrome" is all about and how it rears its ugly head. I share stories I hear from my clients around this phenomenon as well as my own experience with the syndrome. I also share some powerful tips for combatting that inner voice when it shows up. From positive affirmations to celebrating successes, I talk about finding the courage to get past the messages that hold us back.
Do you ever feel like at this point in your life, and with all you have accomplished, you should have more confidence? Or do ever feel like you somehow lucked into your job, or you aren’t as smart as your colleagues? The phenomenon that may be at the root of these feelings has been identified as imposter syndrome by psychologist Pauline Clance and Suzanne Imes. Imposter syndrome is the pervasive feeling of self-doubt, insecurity, or fraudulence, despite overwhelming evidence to the contrary. A study published in 2011 by the International Journal of Behavioral Science, reported that an estimated seventy percent of people would experience at least one episode of impostor syndrome. In this episode of the podcast Dr. Carey Yazeed, an empowerment coach will share her journey of overcoming obstacles to create a successful business and how she now helps women tackle the imposter syndrome. You will leave the show feeling inspired to reclaim your confidence and kick imposter syndrome to curb.Mentioned during the show/resources:Drop The BS Facebook Group https://www.facebook.com/groups/dropthebspodcast/Psychology Today https://www.psychologytoday.com/Drop The BS Podcast Page www.dropthebspodcast.com
Debbie Allen shares her thoughts on what is called “Imposter Syndrome”. Does it exist? Is it actually a disorder? Is it even real? Debbie offers a dose of reality and some rants about this recently-revived topic. Show Highlights: The term “Imposter Syndrome” was coined by clinical psychologists, Pauline Clance and Suzanne Imes back in 1978 when they found that despite having adequate external evidence of accomplishments, people with IS remain confident and convinced that they don’t deserve the success that they have. The term is making a resurgence lately, with many more people claiming they have IS. This “syndrome” directly conflicts with Debbie’s teaching that “Success Is Easy”. If you believe that you’re not worthy of success, then you’re not going to get it. A person that claims they have IS can use this as an excuse for self-sabotage. Debbie describes some of the thoughts that are attributed to IS. Learning a new business and making mistakes does not mean that you have IS, even while looking successful to others. Who DOESN’T feel like an imposter at some point in their life? It’s a normal feeling but cannot be used as an excuse to fail. People who say they have IS think success is good luck or good timing so they dismiss it as it if isn’t going to happen. Remind yourself that you’re worthy. Different levels of “Imposter Syndrome”, according to psychology: The perfectionist Superman or Superwoman Natural genius The soloist The expert We all struggle with confidence but that’s a part of life as we learn to grow. Links/Resources: Debbie’s Website Podcast - Listen & Subscribe! Buy Debbie’s Book and Have a Highlighter Handy!! Please Read the Book, Rate It On Amazon, and Pass It On To A Friend! Success Is Easy: Shameless, No-Nonsense Strategies to Win in Business, by Debbie Allen https://www.successiseasybook.com/bonus/ https://www.amazon.com/Success Is Easy NEW!!!! Debbie’s Online “Highly Paid Expert Academy” https://debbieallen.com/course
A expressão “Síndrome do Impostor” foi usada a primeira vez pela psicóloga Dra. Pauline Clance, no final da década de 1970. Refere-se a um conjunto de sentimentos que reúne medo, dúvida, apreensão e um ciclo de ansiedade pós-sucesso. Apesar de extremamente bem sucedidas e do alto nível de desempenho atingido em atividades acadêmicas, negócios ou empreendimentos, muitas pessoas experimentam sentimentos de negação disso. Acreditam que seu sucesso decorre de sorte, acaso ou mesmo de uma ação divina. Sofrem com o medo de que suas conquistas não tenham sido fruto efetivo do seu trabalho, competência ou talento. Perdeu um ep? Arrase no http://pocdecultura.com (http://pocdecultura.com/) e faça uma maratona! Siga-nos nas redes sociais! @pocdecultura em todas elas! Fortaleça as POCS
A expressão “Síndrome do Impostor” foi usada a primeira vez pela psicóloga Dra. Pauline Clance, no final da década de 1970. Refere-se a um conjunto de sentimentos que reúne medo, dúvida, apreensão e um ciclo de ansiedade pós-sucesso. Apesar de extremamente bem sucedidas e do alto nível de desempenho atingido em atividades acadêmicas, negócios ou empreendimentos, muitas pessoas experimentam sentimentos de negação disso. Acreditam que seu sucesso decorre de sorte, acaso ou mesmo de uma ação divina. Sofrem com o medo de que suas conquistas não tenham sido fruto efetivo do seu trabalho, competência ou talento. Perdeu um ep? Arrase no http://pocdecultura.com (http://pocdecultura.com/) e faça uma maratona! Siga-nos nas redes sociais! @pocdecultura em todas elas! Fortaleça as POCS
Introduction: Optimal Concept of the Week: Imposter Syndrome Introduced in 1978 as Imposter phenomenon by Dr. Pauline Clance and Suzanne Imes mostly describing it in high achieving women. Dr. Valerie Young is a current expert on the subject developed competence types. Perfectionist - Everything must be perfect Natural Genius – Need to pick up on things right away Soloist – Don’t want or need anyone’s help Expert – Want to feel that they know everything about a subject Superman/woman – Judges self based on how many things at once Social media increasing the phenomenon Stop comparisons Look at accomplishments Realize you aren’t alone Externalize the voices in your head. Imagine being said about a friend or visualize a workout coach screaming at you telling you aren’t good enough. You’d fire that coach! Ask the Doc: “Should I be stretching or warming up before my workout?” Basics - Stretch between sets and after workout. Do a warm-up before. Final Thots: Calf Raises 2 second stretch at bottom, 1 second raise, 2 second hold at top, 2 second negative Why seated vs Standing Concentric vs. Eccentric Type 1 vs. Type 2 muscle fibers
Bem-vindos à nossa Poranduba, o podcast do Colecionador de Sacis sobre as histórias fantásticas do folclore brasileiro. E no programa de hoje trazemos um ensaio reflexivo sobre um dos maiores males contemporâneos, a Síndrome do Impostor, e como podemos encontrar no Modernismo brasileiro e no arquétipo do Trickster enganador soluções para responder a esse sentimento de insegurança. Ouça Poranduba, a meia hora de folclore que vai encantar o seu dia. Na trilha desse programa você escuta Bruno Camurati com Impostor e Ney Matogrosso com Poema. Compre nossas camisetas na Loja do Colecionador de Sacis Apresentação e edição: Andriolli Costa. Vinheta de Abertura: Danilo Vieira Battistini, do podcast O Contador de Histórias. Logo do podcast: Mauro Adriano Muller – Portfólio. – Canto de abertura e encerramento do povo Ashaninka Poranduba agora faz parte da rede Audiocosmo de Podcasts, do grupo Homo Literatus! Confira os outros programas da rede. Não deixe de olhar também os participantes da rede PodcasTchê, só com programas feitos no RS. ESTE PODCAST É PRODUZIDO GRAÇAS AOS APOIADORES DO PADRIM E DO PicPAy. APOIE VOCÊ TAMBÉM! Agradecemos aos apoiadores: Ana Lucia Merege, Carolina Mancini, Daniel Burle, Daniel Freire, Daniel Medina, Daniel Renatini, Débora Dalmolin, Diane Macagnan, Douglas Rainho, Euclides Vega, Felipe Raphael, Geoci Silva, Gustavo Wendorff, Ian Fraser, Koe, Maico Wolfart, Marcelo Silveira, Maurício Xavier, Maycon Torres, Nilda Alcarinque, Rafael Joca Cardoso, Ricardo Santos, Roberto Silva. Redes sociais: Andriolli Costa (Colecionador de Sacis): Facebook / Instagram / Twitter Comentado no episódio: Discurso do Neil Gaiman sobre síndrome do impostor Compre o livro Faça Boa Arte Meu texto sobre a polícia da fraude Teste da Pauline Clance sobre a Síndrome O que é Kaizen Divina Preguiça, por Mário de Andrade Observadores de Sacis
“Impostor Syndrome” is all about not feeling confident about your accomplishments, skills, or capabilities, especially when you’re setting off to do something new in your career or life. The term was first coined by clinical psychologists Pauline Clance and Suzanne Imes, in 1978, who described individuals who had a persistent fear of being exposed as a “fraud.” This concept has always been a discussion among successful women, and it is gaining more traction as girls outperform boys in the classroom, more women graduate college and are obtaining executive positions typically held by men. Sheryl Sandberg’s book, “Lean In” comes to mind with Impostor Syndrome. Let’s discuss Impostor Syndrome and what it means as a mom and especially as a black woman. Episode Sponsor: First Stream Cleaning Service Isn’t it time you got your house or apartment cleaned? Maybe you need an extra pair of hands? Check out First Stream Cleaning Service for your post event, routine house cleaning, or even business cleaning services. Black Woman Owned and in the DFW First Stream Cleaning Service is the one to call at 682-334-4625. Tell Loren Mahogany Momology sent you. https://www.firststreamclean.com/ Mahogany Momomology of the Week: Courtney Slater is a mom of 4! This mom of a hs senior, twin toddler boys, and a kindergartner has fast redefined the clapback. With a love for health she has channeled her passion into Courtney Jay Fitness and looks to help others on their healthy living journey. Mom Group of the Week: Mocha Moms, Inc. is the premier voice for mothers of color. Through chapters and online, Mocha Moms, Inc. provides support for women of color as they journey through all phases of motherhood while advocating for them nationally. October starts the membership open house so check a local chapter today! www.mochamom.org
Explore Your Enthusiasm, with Tara Swiger | Craft | Art | Business
What if I’m not good enough? What if they call me a fraud? What if everyone figures out I don’t know what I’m doing? Hello, this is Imposter Syndrome and girl, we all deal with this all the time. So in this week’s episode we’re going to look at what it is, what it means, and how the heck to move past it. Guess what? I’m 233 episodes and 4 years into this podcast and I still worry I’m not good enough. I got a bad review earlier in the week I’m recording this, my first ever, and I thought: Yes, they’re right, I’m not good enough. Thankfully I thought through how I’d talk to a client about this and I realized, “Wait, hold up! This is imposter syndrome.” I hopped on Instagram and sure enough, you all feel this all the time. In fact, I did a little question pop-up on my Stories and got more responses to this than anything else I’ve ever asked. You guys told me you wanted to know: What the heck is it? Does it mean anything? And above all: What can we do to get over it? I think Wikipedia actually explains this really well: “Impostor syndrome (also known as impostor phenomenon, impostorism, fraud syndrome or the impostor experience) is a psychological pattern in which an individual doubts their accomplishments and has a persistent internalized fear of being exposed as a "fraud".[1] Despite external evidence of their competence, those experiencing this phenomenon remain convinced that they are frauds, and do not deserve all they have achieved. Individuals with impostorism incorrectly attribute their success to luck, or as a result of deceiving others into thinking they are more intelligent than they perceive themselves to be.” What does it mean when you feel it? It means your human. That you are challenging yourself to do things beyond what you used to do, so you worry you’re not good enough, because you haven’t “proved” it to yourself and others yet. Or you have proved it and you’re just not giving yourself credit for it. In other means, it doesn’t mean you should stop. It is not a “sign”. How do you get rid of imposter syndrome? How do you deal with it? Recognize that you’re feeling it and that you’re not alone First, you have to recognize it for what it is. This step alone can dramatically change the impact Imposter Syndrome has on you. Because by naming it, you realize it’s a way of thinking (that is very common!) and not FACT. How can you start recognizing it? Notice when you are backing away from something or stressing about something. Ask yourself - why am I afraid right now? What am I afraid others will say? Then, say to yourself: It’s ok to feel this way, it’s ok to be afraid, I can do it anyway. Just asking the question “why am I afraid” will often show you that you’re afraid of… Someone calling you a fraud Someone judging you Not being good enough Failing because you’re not good enough. THAT is Imposter Syndrome. In other words, it’s not necessarily true that you will be “found out’ or that you aren’t “good enough”, you are just afraid that you’re not good enough. There is a big gap between being actually bad at something and being judged to be bad at something. Good news: JUST naming it can help reduce the effect of Imposter Syndrome! An estimated 70% of people experience these impostor feelings at some point in their lives, according to an article published in the International Journal of Behavioral Science. So seriously, you are NOT alone. In a 1978 paper, Pauline Clance and Suzzanne Imes first identified Imposterism, in their paper Imposter Phenomenon in High Achieving women (linked up below). They also found that “the realization that they were not the only ones who experienced these feelings” relieved the feelings. They concluded that “simply extracting the self-doubt before an event occurs helps eliminate the feelings of impostorism.” In other words - recognize the feelings and realizing you’re not alone helps eliminate the feelings! Grow your self-worth Do you minimize the value of what you’re great at? Yeah, most of us do, because it comes easily to us, we think it doesn’t matter. But it does. And if you devalue what you’re good at, you’re going to think you’re not worth much. In times of high Imposter Syndrome, do a few things to boost your feeling of self-worth: Start keeping a list of what you’re good at, what others compliment you for. Keep a folder full of nice reviews/comments/etc List all of the times you were new at something and succeeded. List times you failed, but were fine anyhow. Reframe your reasons to intrinsic motivation Researcher Queena Hoang found that moving your reasons for doing something from external motivation to internal motivation, lessened the Imposter Syndrome. She published her results in the paper The Impostor Phenomenon: Overcoming Internalized Barriers and Recognizing Achievements. What does that mean? Change your reasons from “I have to do this” (external) to “I want to do this for me” (internal). Some other examples: “If I want this business to succeed, I need to keep going.” “I know I can do it.” “I am doing this for women everywhere.” In fact, it’s this last one that helped me overcome my recent flash of Imposterism. I realized that if I let reviewers who don’t like my voice silence me, then I am telling all of you, the world at large that you should be silenced if people don't like you. Which is pretty much the opposite of what I believe. I believe everyone (and women and communities who have traditionally been silenced) should share their voice, their art, their expression, whether others approve of it or not. That we should not be silenced by the critics. So next time Imposter Syndrome rears its head, look at what listening to it will communicate to your children, your friends, the world at large. Will you send the message that you have to be perfect before you can succeed? Will you communicate to our daughters that unless they have unshakable confidence they can’t go after their dreams? Uh, no. So move forward, honey. I hope these strategies help you overcome your Imposter Syndrome, but above all I want you to remember: You can feel like an imposter and do it anyway. You don’t have to get rid of it completely, but learn to be able to act even when you do feel it. Bibliography: Clance, Pauline R.; Imes, Suzanne A. (Fall 1978). "The Impostor Phenomenon in High Achieving Women: Dynamics and Therapeutic Intervention" Hoang, Queena (January 2013). "The Impostor Phenomenon: Overcoming Internalized Barriers and Recognizing Achievements". The Vermont Connection. 34, Article 6. – via http://scholarworks.uvm.edu/tvc/vol34/iss1/6. Listen in at TaraSwiger.com/podcast233
The esteemed author and poet Maya Angelou once said: “I have written eleven books, but each time I think, uh oh, they’re going to find out now. I’ve run a game on everybody , and they’re going to find me out.” Imposter Syndrome is when you feel like a phony, as if you are fooling others, and are afraid of being somehow exposed as someone who doesn’t really know what they are doing or talking about. Individuals with imposter syndrome have trouble attributing their success to their own achievement and are likely to procrastinate out of anxiety or overwork. Learn more about traits of those with Imposter Syndrome through my conversation with guest Lauren Todd. Lauren Todd, MS, is trained in Cognitive Behavioral Therapy (CBT) with a humanistic flair. She has worked with individuals across the life span at New York Presbyterian Hospital, McLean Hospital, and Integrated Care for the Underserved of Northeastern New Jersey. Lauren is in her fifth year of PhD studies of psychology at Fairleigh Dickinson University and her primary areas of interest are eating disorders, autism spectrum disorder, and life transitions, particularly among children and adolescents. To learn more about Imposter Syndrome begin with Sakulku and Alexander’s 2011 article in the International Journal of Behavioral Science entitled “The Imposter Phenomenon.” If you enjoyed this episode and others, there are a few ways that you can show your support:1) order a book from PsychologyAmerica.com where there is a selection of books I’ve personally chosen (your order will go seamlessly through to Amazon.com) 2), leave an awesome rating on iTunes or 3) press subscribe to continue to receive new episodes. Do you have a friend who is going through a rough time that you would like to cheer up? Some people will truly feel loved with small and thoughtful gifts. Consider the gift of my children’s book entitled: “There’s Always Hope: a Story About Overcoming." It can be found on PsychologyAmerica.com, Amazon.com or at Sparta Books.
Have you ever felt like a fraud? You think that one day your mask will be uncovered and everyone will know your secret. According to psychologists, this is a common feeling that many of us suffer from and it has a name; Imposter Syndrome. The term was coined by two American psychologists, Dr Pauline Clance and Dr Suzanne Imes, in 1978. Dr Clance and Dr Imes first thought the feeling was only experienced by high achieving women, but quickly found that men experienced it too. According to subject expert, Dr Valerie Young, women are more susceptible to imposter feelings because they internalise failure and mistakes- whereas men are more likely to attribute failure and mistakes to outside factors. However, those who belong to minority groups of whom there are stereotypes about competence also commonly experience imposter feelings. If you suffer from imposter syndrome, don't worry you're in good company; Maya Angelou, Robert Pattinson, Meryl Streep, Viola Davis and many more successful people have expressed feeling like imposters. Presented by Afua Hirsch Produced by Priscilla Ng'ethe (Image: Puppet and mask, Credit: Shutterstock)
Ever feel like, despite all your hard work and achievements and the praise that people sprinkle on you, you aren't good enough? That the successes in your life are accidents, chance, flukes? If this sounds like you, you may be feeling "imposter syndrome," a term coined in 1978 by Pauline Clance and Suzanne Imes, and that's what SolutionsIQ's Billie Schuttpelz is elucidating in this episode. People suffering from imposter syndrome may actually be high achievers, Billie says, sharing some insights from her experience in the field as a senior Agile coach. Turns out that many, many people have experienced or will experience imposter syndrome. Billie dives into how this is affecting business and Agile transformations today and preventing innovation. And, she says, quit watching your blooper reel. Hosted by SolutionsIQ's Howard Sublett. To receive real-time updates: Podcast library: www.agileamped.com Subscribe to our newsletter: www.solutionsiq.com/agile-amped/ Connect on Twitter: twitter.com/AgileAmpedFollow us on Facebook: www.facebook.com/agileamped
Today's episode brings you 'Musings on the Impostor Syndrome' from your host Gill Donnell. A number of listeners have asked Gill to consider publishing some of the tips and advice from her blog and website via the Podcast show - so here it is - one of Gill's favourite subjects - The Impostor Syndrome. The term was first coined by psychologists, Pauline Clance and Suzanne Immes, in a 1978 paper, The Impostor Phenomenon In High Achieving Women. The authors defined it as a problem affecting women who “Despite outstanding academic and professional accomplishments, persist in believing that they are really not bright and have fooled anyone who thinks otherwise.” This episode brings some advice for combatting self-doubt and signposts Gill's free guide, An A-Z to Banishing the Impostor Syndrome, available through the website. http://www.successfulwomen.training/a-z-of-the-impostor-syndrome Head over to the website (if you are in the UK) to get a signed copy here - http://www.successfulwomen.training/books/celebr8success Please give us a review on iTunes - http://bit.ly/gillsshow or Stitcher http://bit.ly/Stitchershow You can connect with Gill through the Facebook pages:- https://www.facebook.com/Successfulwomenpodcastshow/ https://www.facebook.com/SuccessfulWomen.training/ https://www.facebook.com/groups/SuccessfulWIB/ Twitter:- https://twitter.com/SuccessWomenTng Linkedin : https://uk.linkedin.com/in/gilldonnell Instagram: https://www.instagram.com/successful_women.training Pinterest : https://uk.pinterest.com/SuccessWomenTng/
Oh, my friends. It's time for episode 034 of the Write Now podcast. And I am so glad about that. :) Before we begin, a quick note that I've made it easier than ever before to support the work I do with the Write Now podcast with my new Tip Jar! :D All right, enough of that. Let's begin. "Who gave you permission to be a writer?" I know that often, on this very podcast, I've encouraged you to stand up (or stay seated, whatever) and proudly proclaim, "I am a writer." But sometimes (or maybe a lot of the time) saying this can make us feel like a fraud. Or perhaps you feel so fraudulent that you say it with a blush and a grimace, or you never say it at all. Because despite all the positive, affirming statements, there's always that voice. That mean, nasty little voice in the back of your mind that causes you to doubt yourself. The voice that asks, so viciously, "Who gave you permission to call yourself a writer? This is all part of something called the Imposter Syndrome, and today we're going to talk about how to respond to it. Why is it so hard for us to see our own value? The Imposter Syndrome is described beautifully in a New York Times article by Carl Richards entitled "Learning to Deal With the Imposter Syndrome", published on October 26, 2015. The article credits psychologists Pauline Clance and Suzanne Imes for coining the term in 1978, and Richards describes it as follows: They described it as a feeling of “phoniness in people who believe that they are not intelligent, capable or creative despite evidence of high achievement.” While these people “are highly motivated to achieve,” they also “live in fear of being ‘found out’ or exposed as frauds.” Sound familiar? Why, yes. Yes it does. Remembering your worth. Obviously, it's not healthy to think that you are the most amazing writer in the cosmos, and that your writing is going to, like, liberate all people everywhere from shackles real and imagined. But it's also not healthy to feel worthless or fraudulent. Because you are neither of those things. You. Are. A. Writer. And you have immense worth as a person... whether or not you are working on a writing project at this moment. And just think -- the fact that you even deal with imposter syndrome is an indicator that you have the depth of intelligence and creativity that it takes to be a really fabulous writer. So what I want you to do, right now, is take a deep breath and say, "My name is [your name], and I am a writer." I don't care if you stand up and shout it or remain seated at your desk and whisper it. Just say it. Believe it. Do it. Be it. Prove that voice in your head wrong. And show the world how amazing you are. Book of the week. This week's book is Among Others by Jo Walton. And... wow. Just wow. Reading this book felt like coming home to myself -- there's no other way of putting it. I've never identified with a character (the protagonist, Mori) so much. The main character's twin sister has passed away in the climax of a battle between good and evil... and we come in as readers to witness the aftermath. This book is like nothing I've read before. It's a gently told tale that takes place just as the dust begins to settle, just as Mori's life begins to morph and change with the absence of her sister. It's also a beautiful homage to the love of books and reading. Throughout this novel (told diary-style), we get unique insights into not only Mori's thoughts and actions but what she's reading as well. Mori loves sci-fi, and I love the way Ms. Walton has woven books (and the reading, processing of, and discussing them) into the story. It's unique and very much unlike any other fantasy you've read. I urge you to give it a try. I for one can't wait to read it again. Keep up-to-date with my book-related adventures on Goodreads.
© 2020-2025 Ivy Podcast Discovery LLC
