Podcast appearances and mentions of suzanne imes

É possível um webdesigner que nunca tocou numa prancha aprender surfe em apenas quatro semanas e ainda conseguir enganar especialistas em uma competição? Um programa de TV britânico nos faz pensar em trabalho, personalidade e o que é fingir. Este é mais um episódio do Escuta Essa, podcast semanal em que Denis e Danilo trocam histórias de cair o queixo e de explodir os miolos. Todas as quartas-feiras, no seu agregador de podcasts favorito, é a vez de um contar um causo para o outro. Não deixe de enviar os episódios do Escuta Essa para aquela pessoa com quem você também gosta de compartilhar histórias e aproveite para mandar seus comentários e perguntas no Spotify, nas redes sociais, ou no e-mail escutaessa@aded.studio. A gente sempre lê mensagens no final de cada episódio! ... NESTE EPISÓDIO -“Faking it” estreou no Channel 4 do Reino Unido em 2000. É possível assistir a quase todos os 31 episódios no site do canal. -Em um texto para o Telegraph, Kate Lloyd conversou com ex-participantes do programa para saber dos bastidores e o que aconteceu com eles nos anos seguintes. -O programa chegou ao Brasil em 2003 pelo canal GNT. Ele recebeu o nome de “Tudo é Possível”. -Laura-Jane Foley, a garota do coral que tentou virar roqueira, escreveu para a revista Varsity, da Universidade de Cambridge, sobre sua experiência e como ela acha que foi manipulada -A Síndrome de Impostor, originalmente chamada de Fenômeno do Impostor, foi proposta por Pauline Rose Clance e Suzanne Imes em um estudo de 1978 intitulado “The Impostor Phenomenon in High Achieving Women: Dynamics and Therapeutic Intervention”. -O livro “Working”, de Studs Terkel, lançado em 1974, traz depoimentos dos mais diversos trabalhadores americanos sobre suas profissões. A obra se tornou um clássico e inspirou um musical da Broadway. -O conceito de dramaturgia social foi cunhado pelo sociólogo canadense Erving Goffman na obra “A Apresentação do Eu na Vida Cotidiana”, de 1956. ... AD&D STUDIO A AD&D produz podcasts e vídeos que divertem e respeitam sua inteligência! Acompanhe todos os episódios em aded.studio para não perder nenhuma novidade.

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.

In 1978, psychologists Pauline Rose Clance and Suzanne Imes published the first study on imposter syndrome—originally termed “imposter phenomenon”—about high-achieving women feeling like frauds at work… and it struck a major nerve. The study kicked off decades of frenzied discourse, programs, and merch aimed at curing women of this irrational feminine disease. Among the proposed treatments included professional development conferences, self-help books like The Imposter Cure, and power poses. Use of the term imposter syndrome has only increased, but I have questions. Like… why are these conversations so gendered? Does anyone NOT experience imposter syndrome? What if you don't even feel qualified to have imposter syndrome? Is it really a diagnosable “syndrome” in the first place? And either way, how can we stop feeling this way?? Psychiatrist and author of “Real Self Care” Dr. Pooja Lakshmin (@poojalakshmin) joins host Amanda (@amanda_montell) for this week's brain-soothing discussion. - Come get tickets to see Amanda on book tour in Chicago and Minneapolis!! amandamontell.com/events  - Join the "Magical Overthinkers Club" by following the pod on Instagram @magicaloverthinkers. - To access early, ad-free episodes and more, subscribe to the Magical Overthinkers Substack. - Pick up a hard copy of Amanda's book The Age of Magical Overthinking: Notes on Modern Irrationality, or listen to the audiobook. - Sources:  Stop Telling Women They Have Imposter Syndrome Prevalence, Predictors, and Treatment of Impostor Syndrome: a Systematic Review All Imposters Aren't Alike ‘Being delulu,' or delusional is the new Gen Z trend for hacking career success A Cultural Impostor? Native American Experiences of Impostor Phenomenon in STEM Follow Amanda: @amanda_montell Follow the show: @magicaloverthinkers To watch the podcast on YouTube: https://bit.ly/MagicalOverthinkersYouTube  Don't forget to subscribe to the podcast for free wherever you're listening, or by using this link: https://bit.ly/MagicalOverthinkers  If you like the show, telling a friend about it would be amazing! You can text, DM, email, or send this link to a friend: https://bit.ly/MagicalOverthinkers  Learn more about your ad choices. Visit podcastchoices.com/adchoices

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 EP26 the EQ Gents dig into a well-known inhibitor for many aspiring leaders looking to propel their careers.  The term, known as ‘Imposter Syndrome' or ‘Imposterism', was first identified by psychologists Pauline Rose Clance and Suzanne Imes in 1978, to describe a pattern where individuals doubt their accomplishments and harbor a persistent fear of being exposed as a "fraud."  The term was further popularized by Dr. Valerie Young's book in 1980 called, The Secret Thoughts of Successful Women, wherein Dr. Young identifies 5 archetypes of ‘Imposter Syndrome' commonly seen in females in the workforce.  More recent research has led to the conclusion that males also suffer from ‘Imposter Syndrome' to the same degree as females. In this episode, our co-hosts will take a deep dive into Imposter Syndrome, specifically how it shows up and detrimental impacts unchecked Imposter Syndrome can have on one's mental health and career performance.  No doubt, the EQ Gents have had their own personal battles with Imposter Syndrome which they share throughout this enlightening episode.   Topics: 1)     Explaining the origin story of ‘Imposter Syndrome' and how it became widely known as a career killer. 2)    The common signs and symptoms one should look out for to determine if they are being plageud by Imposter Syndrome.3)    The five (5) archetypes of Imposter Syndrome 4)    Strategies the EQ Gents have personally employed to get through their own struggles with Imposter Syndrome over the years. Also make sure to check out our host Ismail Qadry's personal Imposter Syndrome Survival Guide, with helpful tips and tricks to overcome your Imposter Syndrome.  Click this link to access: https://eq.ismailqadry.com/Link to Dr. Valerie Young's Book - The Secret Thoughts of Successful Women - https://www.amazon.com/Secret-Thoughts-Successful-Women-Impostor/dp/0307452719Feel free to send us an email at info@emotionalintelligents.com and share your thoughts or visit us at https://linktr.ee/emotionalintelligents

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.

“Ruhlarımıza komşular edinmemiz lazım.” 13 Ağustos'ta Müze Gazhane'de eğitmen, koç, yöentici danışmanı ve yazar Hülya Mutlu ile dinleyicilerin de katılımı ile imposter sendromu üzerine konuştuk.  gerçekleştirdiğimiz canlı podcast buluşmalarında dinleyicilerimizle beraber kaydımızı aldık. İmposter Sendromuna dair bu keyifli sohbeti dinlerken sorularınız ve yorumlarınızı bize sosyal medya hesaplarımızdan iletebilirsiniz. NOT: Ortamda bazen dinleyicilerin yorumları ve soruları mikrofona yansımadığı için kısık olduğu noktalar var. Bu durum dinlemeyi zorlaştırabilir. Bunun için kusura bakmayın. Müze Gazhane'de devam eden canlı podcastlere beklerim! Bölüm notları: (0:00) Giriş (1:06) İmposter konusuna nasıl başlayalım? (2:40) Kendimi çok yetersiz bulduğum bir dönemdi (3:08) Hülya imposter hissediyor mu? (5:24) İmposter'ı nasıl fark edebiliriz? (10:10) “Hak etmiyorum cümleleri” (14:24) Mükemmeliyetçi kişilerin çevresine etkisi (15:45) Impsoster Sendromunu ilk isimlendirenler: Suzanne Imes ve Pauline Rose Clance (17:25) Bir yandan acaba itici bir güç mü? (18:30) Tekne kazıntısı olmak ile imposter arasında bir bağlantı var mı? (21:35) Yetişkinlerin de çocuklar kadar hata yapmaya hakkı var mı? (24:00) Öz farkındalık  (26:30) İmposter sendromun çözümü ne olabilir? (28:10) Ben neler başrdım envanteri yapmak (28:40) “Zihnimizde bir İtalyan ailesi var” (32:00) Doğru kişilerle çevrelenmek (38:00) Karşılaştırmalar yorucu hale geliyor (41:00) İmposter'a dair bir kontrol listesi yapsak içerği nasıl olur? (46:15) “Kendimi içime kapattım. Kimseyle konuşmak dahi istemiyorum” (47:30) Yankı Yazgan: Gerçekleşmeyen Potansiyele Ağıt --- Send in a voice message: https://podcasters.spotify.com/pod/show/meraklistesi/message

In this episode of the Let's Go Let's Grow Podcast, Des Penny is joined by Richard Dore, Co-CEO at Proteus Leadership, to discuss the imposter syndrome. They discuss the prevalence of the imposter syndrome, particularly among those in leadership positions, and how it can be incredibly daunting and inhibiting. However, they also discuss how individuals and workplaces can leverage those crippling moments of self-doubt and turn them into opportunities for personal development, transformation, and growth. The term imposter syndrome was originally coined as the imposter phenomena in the 1970s by psychologists Dr. Pauline Rose Clance and Suzanne Imes to describe the phenomena they observed among high-achieving training women who believe that they were not as competent or intelligent as others perceive them to be. Find out if Des and Richard experience imposter syndrome and how prevalent it really is.

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.

People talk about imposter syndrome all the time, in relation to how they feel at work or in social situations or just in life. But do you know where the term comes from? Erica revisits episode three of the podcast and gives her perspective on what imposter syndrome really is and how it can show up in our lives. In this discussion: The popular conception of what imposter syndrome means Why imposter syndrome may have more to do with who you've had to be than who you're becoming How imposter syndrome shows up in the journey of allyship Ready to dive deeper? In the next curated exploration within The Pause on the Play Community, we're discussing creating the space to take care of yourself. Real self care goes way beyond a hashtag and a bubble bath. We'll be in community conversation about integrating taking care of yourself into your values and how you want to create impact in the world. Join us and get access to the community conversations and support, Q&As with Erica and India, live office hours, and our library of evergreen resources and replays. Learn more at pauseontheplay.com/community Resources: Read “The Imposter Phenomenon in High Achieving Women: Dynamics and Therapeutic Intervention,” Pauline Rose Clance and Suzanne Imes

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

Research shows that 70% of people experience impostor syndrome at some point in their lives. We talk about its negative consequences, but also, how having impostor syndrome can actually help you if you know how to channel it properly.Our guest is Kira Copperman, a board-certified executive coach and keynote speaker who has built quite the expertise on this topic. Her clients include major corporations such as The New York Times, CBS, American Express, Viacom, ING Americas, AIG, Citigroup and Skadden Arps.Resources:- Impostor Syndrome (IS) was first identified in 1978 by psychologists Pauline Rose Clance and Suzanne Imes.- A review article published in the International Journal of Behavioral Science, an estimated 70% of people experience these impostor feelings at some point in their lives. - Impostor syndrome affects all kinds of people from all parts of life: women, men, medical students, marketing managers, actors and executives.Feeling Like an Impostor? You are Not Alone. - Psychology TodayYes, Impostor Syndrome is Real. Here's how to manage it  - TIMEThe Hidden Upside of Impostor Syndrome - BBC.comThe hidden upside of imposter syndrome – BBC.comCheck out Kira Copperman's website here  HIGHLIGHTSEpisode Highlights:3:18 What is Impostor Syndrome? (IS)4:03 Recent statistics on IS say  between 70 and 80% of the population have it at some point. 5:35 Why do people experience IS?6:25 How social media plays a role in the increasing numbers.8: 15 fascinating stats about IS in university students at Ivy League schools9:52 Is impostor Syndrome a real thing or just insecurity hyped up as a buzz term?15:30 Kira shares the advice she gives to her clients to handle there is22:05 Valerie Young, lead thinker on Impostor Syndrome.26:16 Benefits of Impostor Syndrome. Wharton researcher Bawina Tewfik shares her findings on the unexpected benefits.34:00 Who is the impostor?  

W 1978 roku, amerykańskie psycholożki - Paulinę Clance i Suzanne Imes stworzyły termin "the Impostor syndrome". Stwierdziły, że głownie dotyczy ambitnych, wykształconych i osiągających sukcesy kobiet, które nieustannie przeżywają lęk, że ktoś odkryje ich brak kompetencji lub/i inteligencji. Jednak nie tylko kobiety cierpią z powodu syndromu oszusta. Czy dotyczy rownież ciebie? Jeśli zawsze myślisz, że mogłaby/mógłbyś zrobić coś lepiej. Odrzucasz pochwały. Zakładasz, że z pewnością zawiedziesz i nie spełnisz oczekiwań. Ciągle przepraszasz za błędy i uważasz, że ty odpowiadasz za porażki a inni za sukcesy -zapraszam. Nie tylko dowiesz się czym jest i skąd się bierze syndrom oszusta, ale również, jak sobie można z nim poradzić.

How might imposter syndrome affect your ability to record and release your music? Well, that's probably pretty self explanatory. But inside this week's episode actually looks at how recording and production skills may offer women a way of overcoming this tricky phenomenon.Isobel also unpacks what Imposter syndrome is, how it might affect people in the creative Industries and, more specifically, women in music too. FInally, Isobel tackles the biggest Imposter syndrome trap you still might fall into, even after getting some much needed recording and production know-how. Girls Twiddling Knobs is hosted and produced by Isobel Anderson with production support from Jade Bailey and Francesca O'Connor and is a Female DIY Musician Production.EPISODE HIGHLIGHTS{0:00} Intro{04:56} What is Imposter Syndrome?{07:02} How does it manifest for women in music?{09:23} Examples of female musicians who experience Imposter Syndrome{12:24} How learning to record and produce yourself can dispell Imposter Syndrome{15:37} But don't lots of female musicians feel  imposter syndrome around recording andproducing their music, isobel?{18:46} The biggest trap to avoid, even so{19:35} Episode SummaryGirls Twiddling Knobs listeners get 10% off iZotope's award-winning audio plugins and a 30 day free trial of their incredible Music Production Suite 4.1. Just use the code GIRLSPOD10 here >>The Imposter Phenomenon in High Achieving Women: A Study by Rose Clance and Suzanne Imes >>Imposter syndrome affects 87% of people in the creative industries >> Sherelle's interview with Mixmag >> Ashnikko's interview with Forbe's >>Lady Gaga: 'I still feel like a kid in high school' >>Home Recording Academy: Student Stories of Transformation >>Listen to the episode hereListen on SpotifyJoin the Girls Twiddling Knobs Podcast Community here >>Which vocal mic is your perfect match? TAKE THE QUIZ >> Love Girls Twiddling Knobs? Leave a review wherever you're listening and let me know!

Have you experience being at the peak and then feeling you are undeserving of those achievements, that position, that success, and that  it's a matter of time before your luck runs out?That is the definition of the Impostor Syndrome. A term developed by Psychologists Pauline Rose Clance and Suzanne Imes, originally termed “imposter phenomenon,” back in the 70sAccording to research, around 25 to 30 percent of high achievers may suffer from imposter syndrome. And around 70 percent of adults may experience impostorism at least once in their lifetime,  so it affects many of us.And these feelings flourish when we are successful and not when we are failing. That would be an interesting mind twist.So today I have with me an amazing courageous woman, who's life  has always been a blend of wellness and entrepreneurship, who has gone through massive success and also through some big learning experiences, and with her, we will talk about different ways impostor Syndrome can show up and,  making great distinctions about it, that can help overcome it.In this episode, Jackie Dumaine shares parts of her journey of soul search, going from massive success to leaving it all…more than once. Her  curiosity, trust in life, and perseverance, has lead her to where she is today. She shares with us great tools to upgrade your thinking, your confidence and the connection with your intuition. She is a woman with a mission, and the mission is to help you upgrade the way you think, so that you can see and create bigger possibilities for yourself and for the world.With her we also talk about :What is and what is not Self sabotage.A distinction that can help you navigate those moments that feel really awful, heavy, confusing and chaotic.How to face self doubt.Powerful questions to ask your self when feeling stuck or out of alignment.Self respect, and how self care and  self love will come from self respect.How to start answering the question: who am I ?Boundaries and self esteem.Toxic relationships, and what can help to start walking away from them.The importance of communication to release shame and guilt.What can help us bring more compassion and unity in the world as a whole.We also talk about her launching the Elevation Code.And she leave us with a powerful exercise to practice intuition! which in her case led her to an encounter with  Simon Sinek.To support the podcast:Patreon: Patreon.com/ChangeMakerTo contact Jackie Dumaine:      LinkedIn: @ jackiedumaine1      Web: JackieDumaine.com      Instagram: @jackiedumaine      Facebook: @jackiedumainepageTo contact Cristina Pujol:      LinkedIn: @cpujoljensen      Email: info@tuytumente.com      Web: TuyTuMente.com      Instagram: @CristinaPujol7 @ChangeMakersMind      Instagram  of "Tú y Tu Mente": @tu_ytumente      Facebook: @tuytumenteMusic: Gonzalo Grau - Frutero ModernoEl Frutero Moderno en Spotify

Welcome to episode 10(ish) of series 3 where Lisa does a mini-breakdown of Imposter Syndrome and why its use as a catch-all term is  problematic. Lisa discusses a tweet posted by @theconsciouslee from Juana Hollingsworth (@jewelsfromjuana) about how Dr. Amanda Tachine (@atachine) explained that the original concept of Imposter Syndrome was theorised in 1978 by two White women (psychologists Pauline Rose Clance & Suzanne Imes) to describe how a large majority of women, disproportionately Black women and women of Colour, are marginalised within the corporate environment. While the tenets of Imposter Syndrome may ring true for many women, for Black women and women of Colour, this term erases or, at the very least, minimises the impact of systemic racism and the many obstacles it presents them with in the workplace. It makes systemic issues the fault of each individual woman, forcing her to endure and try to resolve them each and every day that she shows up to work. The hope is that the information discussed today will help to inform how we look at the experiences of Black women and women of Colour in the corporate world and how the White-centric focus of academia, which influences the terminology we use in the workplace and wider world, can further marginalise those who exist outside of that focus.- The February 2021 Harvard Business Review article entitled "Stop Telling Women They Have Imposter Syndrome" by Ruchika Tulshyan and Jodi-Ann Burey informed this episode - please read it! - Please check out our "Feminism 101" suggested reading list here if you're at a loose end for a great read from a Feminist author.- Find out more about the amazing artists, Nubefy, behind the graphics we use here.

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.

Imposter syndrome is characterized by doubting your abilities and feeling like a fraud. It disproportionately affects high-achieving people, who don't believe they're deserving of recognition and promotions. Psychologists Pauline Rose Clance and Suzanne Imes developed the concept, originally termed “imposter phenomenon,” in a 1978 study which focused on high-achieving women. They found that “despite outstanding academic and professional accomplishments, women who experience the imposter phenomenon persist in believing that they are really not bright and have fooled anyone who thinks otherwise.” Viola Davis, Sheryl Sandberg, Michelle Obama and Supreme Court Justice Sonia Sotomayor having all confessed to experiencing it. Join Sarah, Vanessa and Kedren to close out Women's History Month for an exploration about what Imposter Phenomenon is, who experiences it, the role of organizational culture in perpetuating it, and how to begin to own your accomplishments and realistically integrate your successes into your identity.  You can follow Work Wisdom on LinkedIn and Instagram, at @workwisdom, and learn more at our website at https://www.workwisdomllc.com

LINKS IN THIS EPISODETake my free workshop on Communication SuperSkills to change your career - https://www.greatspeech.co/workshop/Connect with me on LinkedIn - https://www.linkedin.com/in/kolarelesonaike/Ready to start working on your communication skills? Book in for a free Strategy Session with me to discuss what you are struggling with and how I can help - https://www.greatspeech.co/get-started/Meetfox.com ‘greatspeech' for a 40% discount of Pro PlanWorkshopWant to start working on your public speaking? Enrol in the ‘Nail My Speech' programme: 12 modules: 42 lessons on everything you need to be able to give a great speech or presentation - https://www.nailmyspeech.com/IMPOSTER SYNDROMEFirst identified by psychologists Pauline Rose Clance and Suzanne Imes in their 1978 study, imposter syndrome is characterised by a feeling that you are a fraud; that you are going to be found out because you don't really deserve the successes (accolades, positions, qualifications etc) that you actually have.In this episode we will be examining what exactly is imposter syndrome? why does it matter? And how can we all overcome it?We'll work through 5 key strategies that will help you overcome your self-doubt so that you can go on to thrive and achieve all the things that your abilities deserve.Remember to subscribe to the episode and do a review so I can give you a shout out on the next episode.

Menschen mit dem "Impostor Syndrom" schreiben ihren Erfolg nicht dem eigenen Können, sondern dem Glück  zu. So leben sie im Glauben, nicht so kompetent zu sein, wie Andere sie wahrnehmen – und in der ständigen Angst, dass irgendwann als Blender enttarnt werden. Die klinischen Psychologinnen Pauline Clance und Suzanne Imes erforschten schon in den 1970er-Jahren die extremen Selbstzweifel bei erfolgreichen Frauen. Damals ging man davon aus, dass nur hochbegabte, erfolgreichen Frauen davon betroffen wären. Tatsächlich scheinen Frauen in höheren Positionen besonders häufig betroffen zu sein -  laut Dr. Sonja Rohrmann, Prof. für Persönlichkeitspsychologie und Psychol. Diagnostik an der Goethe-Universität Frankfurt jedoch, „Etwa die Hälfte erfolgreicher Personen – egal welchen Geschlechts, Ethnizität, Alters und Berufs – kennt Impostor-Gedanken und -Gefühle“.  Bei Workaholics kann das Impostor-Syndrom helfen, sich von Ihren Selbstzweifeln abzulenken: indem sie sich und der Welt ständig etwas beweisen. Heute kommen einige Inputs, dieses Selbstkonzept (das Impostor- oder Hochstapler-Syndrom) umzuwandeln.  Mit Harald Russegger, Dipl. Psychologe und Coach. Hast Du Fragen? Rückmeldungen? Wünschst du dir, dass wir über ein bestimmtes Thema sprechen, liegt dir etwas besonders am Herzen? Ich freue mich auf deine Nachricht, hier unten, oder auf www.sanalucia.de/anfrage Motto: Die Selbsterkenntnis gibt dem Menschen das meiste Gute, die Selbsttäuschung aber das meiste Übel. Sokrates  Musik: Musicfox.com

Dr. Baucum is a professor who teaches marketing-focused courses to undergraduates and Master of Business Administration (MBA) students. She specializes in working with businesses and organizations that either are owned by black, Indigenous and People of Color (BIPOC) and/or serve BIPOC. Dr. Baucum conducts quantitative research focused on understanding how brand symbols influence the consumption behaviors and habits of BIPOC.   The pursuit of PhD excellence begins the moment you choose to apply to your program and continues until you walk across the stage at your graduation ceremony, and beyond! In this episode, we speak with Dr. Natalie Baucum about her experience obtaining her doctorate and how she uses this experience to support BIPOC students who are making the same journey in their own lives.   Being a woman in STEM and getting over imposter syndrome (IS) Impostor syndrome is a term coined by two American psychologists, Pauline Rose Clance and Suzanne Imes. In 1978 they were the first to study the phenomenon in high-achieving women. As such, it is also known as the impostor phenomenon (IP). Women affected by IP experience persistent feelings of intellectual fraudulence. This feeling can affect their academic or professional careers, their self-perception, and their interactions with others (for example students). They have an intense fear that if other people know about their true level of ability, that they will no longer be seen as successful. It has been suggested that the frequency at which impostorism affects women makes it both a significant and understudied problem for girls' achievement. Although the majority of research into the topic has focused on women, IS does not appear to be gender-specific; prevalence amongst men has been reported too. Additionally, the concept is increasingly being used to describe a broader range of experiences than originally defined by Clance and Imes. Studies indicate that between 70% and 95% of all people have experienced the impostor phenomenon sometime during their lives. It has been found to impact school performance, work productivity, interpersonal relationships, job satisfaction and mental health.   Getting involved in social justice issues while pursuing your PhD We often feel that our PhD work is a solitary enterprise, but it doesn't have to be. In fact, your academic work can inspire others. It can make a difference in the lives of your peers and colleagues in the university community as well as people outside of it.   However, getting involved isn't something you do on the side; social justice issues are very much intertwined with the process of being a scholar. Getting involved isn't just an extra-curricular activity—it's integral to who we are as academics and members of society.   Dealing with being Black in academia and facing racism in your department/thesis committee Being a person of color in academia is an experience unlike any other. In fact, it can be summed up in one word: racism. This experience varies greatly from individual to individual, yet all POC share some similar struggles when entering a predominantly white academic environment. One of the most difficult aspects is dealing with racism as an integral part of your university experience. Oftentimes, issues pertaining to race are never discussed or acknowledged for fear that people would think less of you for being Black/Latino/Asian/Gay/Transgender (insert identity here). However, how do we address problems in our communities if they aren't acknowledged? If you are pursuing a PhD in the Sciences or Engineering, chances are your department or thesis committee is predominantly white. How then do you deal with being black in academia and facing racism in your department/thesis committee? Here is my personal approach based on my own experiences and observations as a black woman who has been involved in higher education for over a decade. It may not work for everyone, but perhaps sharing these insights might help others deal with their unique situation.    At SouthernSoulLiveStream.com - Show & Music Hangout we cover a variety of topics, this week we're hosting an episode for scholars, researchers, students, academics, and lifelong learners.   Connect with Dr. Natalie Baucum Website: https://www.linkedin.com/in/thepolymathicprofessor/ Instagram: https://www.instagram.com/thepolymathicprofessor/   Connect with Southern Soul Live Stream: Website: www.SoulLiveStream.com Facebook: https://www.facebook.com/SouthernSoulLiveStream/ Instagram: https://www.instagram.com/southern_soul_livestream/ Twitter: https://twitter.com/soul_livestream

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

Do you ever feel like a fraud? Do you worry that you will be “exposed” at any moment? Have trouble accepting praise? You may be suffering from Imposter Syndrome. According to Psychology Today, people who struggle with imposter syndrome have an underlying belief that they are undeserving of their achievements. They feel that they aren't as competent or intelligent or creative as others might think—and that soon enough, people will discover the truth. It It often disproportionately affects high-achievers, who find it difficult to accept their accomplishments. Originally referred to as “Imposter Phenomenon” the concept was first brought to public attention by Psychologists Pauline Rose Clance and Suzanne Imes in a 1978 Study, which focused on high-achieving women. They say “Despite outstanding academic and professional accomplishments, women who experience the imposter phenomenon persist in believing that they are really not bright and have fooled anyone who thinks otherwise.”  If you experience this feeling of being an imposter - You are not alone. Turns out 70% of us experience impostor syndrome at some point in our lives.  You may have found yourself asking yourself the same questions over and over. Who am I to start a blog, youtube channel, or podcast? Who am I to write a book, become a coach, or create an online course? Who am I to be a CEO or a Founder or an Influencer? Who am I to charge for my work? Who will listen? Who will watch? Who will care? What will people think of me? The truth is you have a mission and a message to share with the world. With the news and media bombarding us with negativity, why wouldn't we as artists and creatives and visionaries and entrepreneurs want to be bombarding the world with our gifts, our passions, our creativity? Marianne Williamson says, “Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. It is our light, not our darkness that most frightens us. We ask ourselves, 'Who am I to be brilliant, gorgeous, talented, fabulous?' Actually, who are you not to be?” Why can't you start the next cutting edge podcast, blog or write that book? Why can't you be the CEo of a fortune 500 company? Why shouldn't you be the next YouTube or Spotify sensation?  The good news about imposter syndrome is that you wouldn't feel these feelings if you weren't on the precipice of greatness. If you weren't a high achiever. If you weren't following your dreams. So congratulations! You're about to step into who you are truly meant to be! In this episode we deep dive into identifying the role the Imposter Syndrome plays in our lives and how to overcome it and gain the confidence we need to pursue our dreams. If you are ready to follow your dreams and create more impact, influence, and income in 2021, join us in The Food Heals University: where wellness entrepreneurs build wellness empires. Check it out at FoodHealsU.com.

  "Irgendwann werden sie bemerken, dass ich gar keine Ahnung habe!" oder "Irgendwann wird auffallen, dass ich gar nicht so gut bin!", "Bin ich ein Hochtapler?" Kennst du diese Gedanken? Oder fällt es dir schwer, Komplimente anzunehmen? Selbstzweifel und fehlendes Selbstbewusstsein kennen viele. Doch was ist das Impostor Phänomen bzw. Das Hochstapler Syndrom?   Das Impostor Phänomen wird seit 1978 von Pauline Clanse und Suzanne Imes erforscht und wird erklärt durch: "Der fundamentale Zweifel an deiner eigenen Fähigkeit". Betroffen sind vor allem sehr gut ausgebildete und besonders kompetente Personen.   Ein gewisses Maß an Selbstzweifel und gesunder Fähigkeit die eigene Fähigkeiten zu reflektieren sind ganz normal und hilfreich für die Weiterentwicklung. Doch so viele wunderbare Frauen sind von dieser Art von Selbstzweifeln betroffen und immer mehr bekannte Persönlichkeiten bekennen sich dazu, an dem Impostor Phänomen zu leiden.   In der heutigen Episode hörst du:   wie es kommt, dass vor allem Frauen am Impostor Phänomen leiden, woran du erkennst, ob du auch betroffen bist, warum hauptsächlich gut ausgebildete Frauen betroffen sind, wann das Impostor Syndrom häufig auftritt, welche 5 Impulse helfen dir sofort, an deinem Selbstvertrauen zu arbeiten.   Aus dieser Folge lernst du, wie du deine Selbstzweifel aus dem Weg räumst und wie du deine Erfolge und Fähigkeiten feiern kannst.    Viel Freude dabei, deine Janina   LINKS ZU DIESER EPISODE   KURZE FRAGE – KNACKIGE ANTWORT Stelle mir gerne deine konkrete Frage oder berichte von deiner konkreten Herausforderung. In regelmäßigen Abständen wähle ich Fragen aus und beantworte sie ganz individuell in einer Podcast Episode. 

  "Irgendwann werden sie bemerken, dass ich gar keine Ahnung habe!" oder "Irgendwann wird auffallen, dass ich gar nicht so gut bin!", "Bin ich ein Hochtapler?" Kennst du diese Gedanken? Oder fällt es dir schwer, Komplimente anzunehmen? Selbstzweifel und fehlendes Selbstbewusstsein kennen viele. Doch was ist das Impostor Phänomen bzw. Das Hochstapler Syndrom?   Das Impostor Phänomen wird seit 1978 von Pauline Clanse und Suzanne Imes erforscht und wird erklärt durch: "Der fundamentale Zweifel an deiner eigenen Fähigkeit". Betroffen sind vor allem sehr gut ausgebildete und besonders kompetente Personen.   Ein gewisses Maß an Selbstzweifel und gesunder Fähigkeit die eigene Fähigkeiten zu reflektieren sind ganz normal und hilfreich für die Weiterentwicklung. Doch so viele wunderbare Frauen sind von dieser Art von Selbstzweifeln betroffen und immer mehr bekannte Persönlichkeiten bekennen sich dazu, an dem Impostor Phänomen zu leiden.   In der heutigen Episode hörst du:   wie es kommt, dass vor allem Frauen am Impostor Phänomen leiden, woran du erkennst, ob du auch betroffen bist, warum hauptsächlich gut ausgebildete Frauen betroffen sind, wann das Impostor Syndrom häufig auftritt, welche 5 Impulse helfen dir sofort, an deinem Selbstvertrauen zu arbeiten.   Aus dieser Folge lernst du, wie du deine Selbstzweifel aus dem Weg räumst und wie du deine Erfolge und Fähigkeiten feiern kannst.    Viel Freude dabei, deine Janina   LINKS ZU DIESER EPISODE   KURZE FRAGE – KNACKIGE ANTWORT Stelle mir gerne deine konkrete Frage oder berichte von deiner konkreten Herausforderung. In regelmäßigen Abständen wähle ich Fragen aus und beantworte sie ganz individuell in einer Podcast Episode. 

  "Irgendwann werden sie bemerken, dass ich gar keine Ahnung habe!" oder "Irgendwann wird auffallen, dass ich gar nicht so gut bin!", "Bin ich ein Hochtapler?" Kennst du diese Gedanken? Oder fällt es dir schwer, Komplimente anzunehmen? Selbstzweifel und fehlendes Selbstbewusstsein kennen viele. Doch was ist das Impostor Phänomen bzw. Das Hochstapler Syndrom?   Das Impostor Phänomen wird seit 1978 von Pauline Clanse und Suzanne Imes erforscht und wird erklärt durch: "Der fundamentale Zweifel an deiner eigenen Fähigkeit". Betroffen sind vor allem sehr gut ausgebildete und besonders kompetente Personen.   Ein gewisses Maß an Selbstzweifel und gesunder Fähigkeit die eigene Fähigkeiten zu reflektieren sind ganz normal und hilfreich für die Weiterentwicklung. Doch so viele wunderbare Frauen sind von dieser Art von Selbstzweifeln betroffen und immer mehr bekannte Persönlichkeiten bekennen sich dazu, an dem Impostor Phänomen zu leiden.   In der heutigen Episode hörst du:   wie es kommt, dass vor allem Frauen am Impostor Phänomen leiden, woran du erkennst, ob du auch betroffen bist, warum hauptsächlich gut ausgebildete Frauen betroffen sind, wann das Impostor Syndrom häufig auftritt, welche 5 Impulse helfen dir sofort, an deinem Selbstvertrauen zu arbeiten.   Aus dieser Folge lernst du, wie du deine Selbstzweifel aus dem Weg räumst und wie du deine Erfolge und Fähigkeiten feiern kannst.    Viel Freude dabei, deine Janina   LINKS ZU DIESER EPISODE   KURZE FRAGE – KNACKIGE ANTWORT Stelle mir gerne deine konkrete Frage oder berichte von deiner konkreten Herausforderung. In regelmäßigen Abständen wähle ich Fragen aus und beantworte sie ganz individuell in einer Podcast Episode. 

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

Solo episode and a two part episode with 2 completely different topics that have been on my mind and I'm dealing with. Dealing with Imposter syndrome and dealing with the dark side of yoga or the judgmental side. What is Imposter Syndrome? Impostor syndrome—the idea that you've only succeeded due to luck, and not because of your talent or qualifications—was first identified in 1978 by psychologists Pauline Rose Clance and Suzanne Imes. In their paper, they theorized that women were uniquely affected by impostor syndrome. I talk about having it and dealing with it and ways to help move past it. The Dark Side Of Yoga. This is in all areas of the fitness industry I think. I want to first say I have not experienced this in any yoga studios I have taught at, went to, or any teachers in my area. For the most part I think the Cleveland area has a very supportive yoga and fitness community. I am talking about social media, Facebook groups, and Instagram accounts. Yoga we are taught to have compassion and non-judgment so I have had to take a step back and unfollow a lot of the Facebook Groups I was in. Yoga has become very popular and I think a lot of teacher, myself included are trying to teach it and bring it to everyone in a way that everyone feels comfortable practicing it. Traditional Yogis do not like this and think it is not real yoga. I talk about how I teach and practice. I believe in bringing yoga and fitness to everyone and making it all inclusive and I will continue to teach that way. This world needs more love and compassion and less judgment. In this episode: 5:40 - If you experience these characteristics you may have Imposter Syndrome. 6:35 - Why someone has Imposter Syndrome 8:02 - Ways to move past Imposter Syndrome 9:13 - Stop comparing yourself to others 12:12 - Why I unfollowed yoga Facebook Groups and what I mean about the Dark Side Of Yoga. There seems to be a lot of judgment in a practice that is supposed to live by non-judgement. 18:00 - Embrace everyone, have compassion for all. Follow me on Instagram: www.instagram.com/fitfunandfrazzled www.instagram.com/nikkilanigan.yogaandwellness

What is Impostor Syndrome?It's the idea that you've only succeeded due to luck, and not because of your talent or qualifications.  It was first identified in 1978 by psychologists Pauline Rose Clance and Suzanne Imes.Where does it originate?Some experts believe it has to do with personality traits—like anxiety or neuroticism—while others focus on family or behavioural causes,Some childhood memories, such as feeling that your grades were never good enough for your parents, or that your siblings outshone you in certain areas, can leave a lasting impact and make you feel like you're not enough. institutionalized discrimination, can also play a major role in spurring impostor feelings. The feeling of alienation, not seeing others that look like you in successful spaces, being told that you have to work twice as hard as the rest to show your worth, keeps you feeling like you're  never good enough…that you have to outperform everyone else to be worthy.Perfectionists who set high expectations of themselves can feel like a failure if they don't meet 100% of the requirements.  Any small mistakes can leave them questioning their competent.Taking on the “Super woman” role can also leave us feeling stressed and  exhausted from the need to attain unrealistic expectation  in all areas of their lives What are the Symptoms?Feeling like and imposter can happen to anyone; The Imposter syndrome doesn't equate with low self-esteem or a lack of self-confidence. High achieving, highly successful people often suffer from imposter syndromeThe ultimate reason why we suffer from imposter syndrome is to protect our ego.  We take on roles and anything that can damage that image becomes a threatening.We don't feel at a deeper level that we are worthy! We have the need to proof  to others our sense of worthiness.You may feel that you're not good enough! That you  have not achieved enough! That you have so much to do before you can claim any success.“I must not fail” – the pressure not fail which leads to an inability to seek success and to enjoy success when we get it.“I feel like a fake” - Imposters believe they do not deserve success or professional accolades and feel that somehow others have been deceived into thinking otherwise, they have deep feelings that they lack.“Success is no big deal” - The tendency to downplay their abilities or success and discount their value … they may say things like" I had a lot of help" or "It's easier than it looks".Is there a Cure?Unfortunately here's no cure.  Most people experience moments of doubt, and that's normal and part of everyday emotions. The important part is not to let that doubt control your actions.One of the first steps to overcoming impostor feelings is to acknowledge the thoughts and put them in perspective. The goal is not to never feel like an impostor, the goal for is to have the tools and knowledge to deal with the imposter feeling or thought when it comes up.  Some helpful tips to keep to help you avoid the imposter syndrome taking over your life:Have fun! Don't take yourself too seriouslyUnderstand that you don't have all the answers and that you still have more to learn and that's an opportunity for growthValue your current position and know that there's great benefit in what you have to offerConnect to your WHY.  Know that you are not doing this to impress people or to get their approval.  It's not about you … it's about the service you are providing.Excited to hear from you! Please share you takeaways and comments :) 

Welcome to the Bright N Fit podcast! Today is episode #6 I will discuss this very interesting topic Imposter (or Impostor) Syndrome -IS, which is an incredible yet not very popular topic. "Impostor syndrome (IS) refers to an internal experience of believing that you are not as competent as others perceive you to be. While this definition is usually narrowly applied to intelligence and achievement, it has links to perfectionism and the social context. To put it simply, imposter syndrome is the experience of feeling like a phony—you feel as though at any moment you are going to be found out as a fraud—like you don't belong where you are, and you only got there through dumb luck. It can affect anyone no matter their social status, work background, skill level, or degree of expertise."-Quote from verywellmind.com "Psychologists Pauline Rose Clance and Suzanne Imes developed the concept, originally termed “imposter phenomenon,” in their 1978 founding study, which focused on high-achieving women. They posited that “despite outstanding academic and professional accomplishments, women who experience the imposter phenomenon persist in believing that they are really not bright and have fooled anyone who thinks otherwise.” Their findings spurred decades of thought leadership, programs, and initiatives to address imposter syndrome in women. Even famous women — from Hollywood superstars such as Charlize Theron and Viola Davis to business leaders such as Sheryl Sandberg and even former First Lady Michelle Obama and Supreme Court Justice Sonia Sotomayor — have confessed to experiencing it. A Google search yields more than 5 million results and shows solutions ranging from attending conferences to reading books to reciting one's accomplishments in front of a mirror. What's less explored is why imposter syndrome exists in the first place and what role workplace systems play in fostering and exacerbating it in women. We think there's room to question imposter syndrome as the reason women may be inclined to distrust their success.-" From https://hbr.org/2021/02/stop-telling-women-they-have-imposter-syndrome. Don't forget to subscribe, share and send your topic ideas and questions to brightnfit1@gmail.com Follow me on Facebook: @brightnfitbytatiana Follow me on Instagram: @brightnfit1 --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/bright-n-fit-by-tatiana/support

Anne Ghesquière reçoit dans Métamorphose la journaliste Élisabeth Cadoche et la psychothérapeute Anne de Montarlot, auteures du livre le «Syndrome d’imposture» . Peur de l'échec, dévalorisation, mise en doute de leur compétence, sensation d'être illégitime… le déficit de confiance en soi habite de très nombreuses personnes et particulièrement les femmes. Dans la vie professionnelle comme personnelle, certaines sont même rattrapées par sa forme la plus extrême : le syndrome d'imposture. Avec mes invitées, nous allons explorer ses origines, ses manifestations mais aussi et surtout comment il peut devenir un moteur pour inverser la tendance et apprendre à croire en soi ! - Épisode #185Dans cet épisode avec Élisabeth Cadoche & Anne de Montarlot, j'aborderai les thèmes suivants :Pauline Rose Clance et Suzanne Imes, deux psychologues américaines, ont identifié ce syndrome dans les années 1970 ?Qu’est-ce qui vous a conduit à vous intéresser à ce sujet ?Dans votre livre, vous étudiez principalement le manque de confiance en soi du point de vue des femmes. Les femmes se dévalorisent-elles plus que les hommes ?Pourquoi les femmes manquent-elles à ce point de confiance en elles ? Vous mentionnez trois origines : historique, sociétale et familialeQu’est-ce que le manque de confiance soi versus le syndrome d’imposture ? En quoi change-t-il notre manière d’aborder l’existence ? Et vous parlez à ce sujet du sentiment d’auto-efficacité ?Et comment agit et se manifeste le mécanisme de cette «expérience d’imposture» au quotidien ?Vous dressez, avec Valérie Young, cinq typologies de femmes. La «perfectionniste» est la catégorie la plus fréquente tellement sa corrélation avec le sentiment d’imposture est importante.Pouvez-vous nous en dire plus sur la « théorie de l’attribution » ?Cela entraine aussi un rapport à la parole plus compliqué ?Quel rôle joue le rapport au corps dans tout ça ?En matière de confiance en soi, l’âge est-il un atout pour les femmes ?Vous dites que la confiance en soi n’est pas monolithique et peut ne toucher que certains domaines… C’est une bonne nouvelle !Quelle est la part d’inné et d’acquis dans ce syndrome ?Y a-t-il des antidotes au sentiment d’imposture ? Quels sont vos conseils pour retrouver le cercle vertueux de l’estime et de confiance en soi : amour, jugement...?Votre livre est ponctué de conseils libérateurs, pouvez-vous partager vos favoris avec les auditeurs ?Le syndrome d’imposture est-il accentué par notre société ultra-compétitive ? Et les réseaux sociaux ?Comment défier son manque de confiance et en faire un moteur ?Vous évoquez la tyrannie de la comparaison et la misogynie féminine ?Le sentiment d’imposture ne se limite pas au contexte professionnel et peut envahir la sphère privée… Comment se débarrasser des croyances toxiques et renforcer la confiance en soi dans le couple ?Peut-on briser éduquer dans la confiance nos filles et nos garçons ?Votre dernier chapitre est consacré aux «role models», comment s’inspirer d’autres femmes?Qui sont mes invitées de la semaine, Élisabeth Cadoche & Anne de Montarlot ?Élisabeth Cadoche est journaliste et scénariste et Anne de Montarlot est psychothérapeute, installée à Londres. Leur livre «Le Syndrome d’imposture. Pourquoi les femmes manquent tant de confiance en elles?» est paru aux éditions Les Arènes.Quelques citations du podcast avec Élisabeth Cadoche & Anne de Montarlot :Élisabeth: "On voulait comprendre pourquoi ce syndrome touche plus les femmes que les hommes"Anne: "La charge mentale, très liée aux injonctions historiques et sociétales et la charge émotionnelle du foyer incitent les femmes à... See acast.com/privacy for privacy and opt-out information.

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.

Is self-doubt preventing you from following your dreams? Are you a high-achiever who struggles with feelings of inadequacy? In the 1970s, two researchers, Dr. Suzanne Imes and Dr. Pauline Rose Clance, embarked on researching the characteristics of high-achieving women. What they found was that despite all of these women’s accomplishments, all of their achievements, there was this level of self-doubt. This became known as Imposter Syndrome, which affects 70% of all people. Following in their footsteps, Dr. Valerie Young, expanded on their research and introduced 5 Archetypes of Imposter Syndrome and how they present. In this episode, we'll share how you can discover your imposter syndrome archetype, what you must do to boost your confidence, and why imposter syndrome can be a career killer. Subscribe to get new episodes every Monday, Wednesday and Friday.  Visit https://www.iambeyondbarriers.com where you'll find show notes and links, including the best way to connect with our guests.   Highlights: [00:41] Beyond Barriers Mission [01:17] About Monica Marquez [03:28] About Nikki Barua [06:21] What is imposter syndrome [09:42] What the research has taught us [12:22] 5 archetypes of imposter syndrome [24:18] Mindset affects propensity to experience imposter syndrome [25:33] Strategies for each archetype [27:27] Tools for overcoming imposter syndrome   Quotes: “Be aware that by simply change your physical stance and changing your state, you actually show up more confident even if you're not feeling it in that moment.” – Nikki Barua “If someone pays you a compliment, write it down and add it to an ongoing list over time.” – Nikki Barua “In this digital age of technology, realize that you're not going to know everything and be committed to constantly evolving and always learning.” – Monica Marquez “When you find yourself procrastinating, pause, and take a moment to ask yourself, are you pushing something out that you don’t want to deal with?” – Nikki Barua   About Nikki Barua: Nikki Barua is a digital innovator, serial entrepreneur, author & speaker. Website: https://www.nikkibarua.com/ Facebook: https://www.facebook.com/thenikkibarua/ Instagram: https://www.instagram.com/thenikkibarua/ LinkedIn: https://www.linkedin.com/in/thenikkibarua/ Twitter: https://twitter.com/NikkiBarua   About Monica Marquez: Monica Marquez is a senior corporate leader, ex-Googler, and diversity expert. Website: https://themonicamarquez.com/ Facebook: https://www.facebook.com/TheMonicaMarquez/ Instagram: https://www.instagram.com/themonicamarquez/ LinkedIn: https://www.linkedin.com/in/themonicamarquez/ Twitter: https://twitter.com/themmarquez  

„Hoffentlich merkt keiner, dass ich das gar nicht kann.“ Kennst Du diesen Gedanken? Das sog. Impostor-Syndrom bezeichnet erfolgreiche Menschen, die daran zweifeln, gut zu sein. Sie haben Angst, zu versagen und am Ende als Betrüger oder Hochstapler entlarvt zu werden, obwohl sie es nicht sind. Es ist ein weit verbreitetes Phänomen – mit zum Teil gravierenden Folgen. Prominenten Beispiele sind Michelle Obama, aber auch Albert Einstein und Jodie Foster. Sie alle leiden oder litten unter Selbstzweifeln. Entdeckt wurde das Phänomen 1978 von den amerikanischen Psychologinnen Pauline Clarence und Suzanne Imes. Sie hielten es damals für ein vorwiegend weibliches Problem. Das ist mittlerweile widerlegt. Sonja Rohrmann, Dekanin und Professorin für Psychologie an der Goethe-Universität Frankfurt am Main hat hierzu Studien durchgeführt und ein Buch geschrieben: „Wenn große Leistungen zu großen Selbstzweifeln führen können“. Laut einer Studie von Sonja Rohrmann hat jede zweite Führungskraft Erfahrungen mit dem Impostor-Syndrom. Das gilt für alle Berufsfelder und Kulturen, auch wenn es in leistungs- und wettbewerbsorientierten Gesellschaften und Branchen stärker ausgeprägt ist. Menschen, die von ständigen Selbstzweifeln bestimmt sind, tendieren u.a. zu Perfektionismus, Prokrastination, blinden Aktionismus und Mikromanagement. In dieser Folge schauen wir gemeinsam auf die Fragen: 1. Was passiert da eigentlich? 2. Wie können wir damit umgehen? 3. Wofür kann es auch nutzen? Eine aktuelle Studie von Asana, San Fransisco zeigt auf, dass in 2020 62 % der Befragten Arbeitnehmer vom Imposter-Syndrom betroffen waren (hier bei AP Deutschland https://apnews.com/article/42a343f4a2d2446bb25da809a0fb4e4f ) Buchempfehlungen zu dem Thema Mentale Selbstsabotage: • Timothy Gallwey, u.a. “Tennis, das innere Spiel” • Dr. Petra Bock, „Mindfuck, Job“ • Zur Vertiefung höre auch Folge 4 (Von der Fremdbestimmung in mehr Selbstbestimmung) und Folge 5 (Die innere Haltung zählt, Interview mit Hede Kimme).

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

Do you ever look around a room of intelligent, charismatic and interesting people and feel that you don't belong?  Do you sometimes find yourself focusing on everything you've failed to accomplish in your life or career, rather than what you've done well?  Do you ever catch yourself thinking, "Pretty soon, everyone is going to figure out that I don't deserve to be here!"In Episode 7 of The Infinite Capacity Podcast, Andrea Morton of Think To Thrive Coaching explains the sense often experienced (but rarely discussed) by high achieving people that they are phonies... perhaps not deserving of their education, career or even relationship.  This uncomfortable feeling is called Imposter Syndrome or Imposter Phenomenon, and it can cause even the most outwardly successful people in the world to doubt themselves and their innate value.Digging into research pioneered in the 1970s by Dr. Pauline Rose Clance and R. Suzanne Imes, we will explore what Imposter Syndrome is, why it happens, how it varies between women and men, why it matters AND a few useful strategies you can implement right away to cope with imposterism if it is affecting you or your confidence and ability to move ahead toward your dreams!

What is impostor syndrome? Thanks for asking!Impostor syndrome is a psychological phenomenon which causes many high achievers to feel like frauds who haven’t really earned their success. Those affected think their accomplishments are simply down to luck, or other factors out of their control. Up to 70% of people are affected by impostor syndrome at some point in their life, according to the Journal of Behavioural Science. In the worst cases, it can be a crippling barrier which prevents us from achieving our potential.How did we get to know about impostor syndrome? The term was coined in 1978 by American psychologists Pauline Rose Clance and Suzanne Imes. They first looked at impostor syndrome in female college students, but further research has shown that men also experience such feelings. Clance later created a multiple choice survey, scored out of 100, which helps individuals evaluate the extent to which they have impostor phenomenon characteristics.Another impostor syndrome expert is Dr. Valerie Young, author of The Secret Thoughts of Successful Women. Young categorised impostors into five subgroups: perfectionists, superwomen or men, natural geniuses, soloists and experts.Even some of the human race’s highest achievers can experience feelings of fraudulence. Award-winning author Maya Angelou is one example, as is Albert Einstein, who described himself as an “involuntary swindler”. It’s important to underline that impostor syndrome isn’t necessarily a permanent state, rather a reaction to several factors which cause us to doubt ourselves. Where does this need to put ourselves down come from? How can we effectively deal with impostor syndrome? In under 3 minutes, we answer your questions!To listen the last episodes, you can click here: What are minks?What is a mixtape?What is the circular economy?A podcast written and realised by Joseph Chance. See acast.com/privacy for privacy and opt-out information.

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

Imposter syndrome was first identified in 1978 by psychologists Pauline Rose Clance and Suzanne Imes. In their paper, they theorized that women were uniquely affected by imposter syndrome. Since then, research has shown that both men and women experience imposter feelings, and Clance published a later paper acknowledging that impostor syndrome is not limited to women. On this episode, Rita Clifton, author of "Love Your Imposter: Be Your Best Self, Flaws and All" will tackle the myth that you need to 'fake it until you make it', arguing that being yourself is your greatest weapon and why workplaces need authenticity more than employees do.

Exclusively Elevate Podcast Series from Elevate BC Episode 7 This podcast is from the Exclusively Elevate Series of webinars created by Marian Evans, founder of Elevate. In this seventh podcast (the second of a two-parter) in Season 1, Marian Evans was joined by Marian Evans was joined by Rhod Gilbert (TV Presenter, Producer, Writer and Comedian) where they resumed their discussion on the topic of 'Impostor Syndrome (Its not all bad)' . Impostor syndrome - the idea that you've only succeeded due to luck, and not because of your talent or qualifications—was first identified in 1978 by psychologists Pauline Rose Clance and Suzanne Imes. Impostor syndrome can apply to anyone “who isn't able to internalise and own their successes,” says psychologist Audrey Ervin. ABOUT ELEVATE BC Elevate BC is a business consultancy which offers executive coaching, mentoring, facilitation, leadership training and development. The team works with individuals and businesses to maximise potential and return on investment. The team at Elevate BC have years of business experience and are also highly qualified and accredited, with expertise in executive coaching and leadership. We pride ourselves on establishing strong and lasting relationships with our clients. Whether they have sought our support for business advice, strategic consultation, executive Coaching, executive mentoring, leadership development or board and meeting facilitation. You can find out more about Elevate BC, our services and register for webinars at www.elevatebc.co.uk Our approach Our aim is to support, challenge and inspire you, your team and board of executives. The feedback we provide is always honest and open with the intention to help you positively shape your future and the sustainability of your business. Where are we located? The Elevate BC team work with individuals and businesses across the UK and internationally. Consultants work remotely or have face to face meetings with our clients. Our founder can generally be found working from Llansteffan Carmarthenshire. The Elevate BC office is a stone throw away from Llansteffan Castle which is privately owned by Marian and Rob Evans. Our location has the most spectacular seaside views and lends itself perfectly for outdoor walking coaching. Podcasts and webinar support & development by defy marketing www.letsdefy.com

Exclusively Elevate Podcast Series from Elevate BC Episode 6 This podcast is from the Exclusively Elevate Series of webinars created by Marian Evans, founder of Elevate. In this sixth podcast (the first of a two-parter) in Season 1, Marian was joined by Rhod Gilbert (TV Presenter, Producer, Writer and Comedian) discussing the topic of 'Impostor Syndrome (Its not all bad)' . Impostor syndrome - the idea that you've only succeeded due to luck, and not because of your talent or qualifications—was first identified in 1978 by psychologists Pauline Rose Clance and Suzanne Imes. Impostor syndrome can apply to anyone “who isn't able to internalise and own their successes,” says psychologist Audrey Ervin. ABOUT ELEVATE BC Elevate BC is a business consultancy which offers executive coaching, mentoring, facilitation, leadership training and development. The team works with individuals and businesses to maximise potential and return on investment. The team at Elevate BC have years of business experience and are also highly qualified and accredited, with expertise in executive coaching and leadership. We pride ourselves on establishing strong and lasting relationships with our clients. Whether they have sought our support for business advice, strategic consultation, executive Coaching, executive mentoring, leadership development or board and meeting facilitation. You can find out more about Elevate BC, our services and register for webinars at www.elevatebc.co.uk Our approach Our aim is to support, challenge and inspire you, your team and board of executives. The feedback we provide is always honest and open with the intention to help you positively shape your future and the sustainability of your business. Where are we located? The Elevate BC team work with individuals and businesses across the UK and internationally. Consultants work remotely or have face to face meetings with our clients. Our founder can generally be found working from Llansteffan Carmarthenshire. The Elevate BC office is a stone throw away from Llansteffan Castle which is privately owned by Marian and Rob Evans. Our location has the most spectacular seaside views and lends itself perfectly for outdoor walking coaching. Podcasts and webinar support & development by defy marketing www.letsdefy.com

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.

Est-ce qu'il t'arrive de te sentir petit par rapport à l'autre ?  As-tu cette peur toi aussi d'être démasqué par l'autre dans différents aspects de ta vie ? Ça m'arrive encore.  Et fut une époque où c'était tellement fréquent que je passais mon temps à me cacher au lieu de chercher à m'exposer. Le syndrome de l'imposteur, appelé au départ expérience d'imposture par les psychologues Pauline Rose Clance et Suzanne Imes, fait référence aussi à un syndrome de l'autodidacte qui tourne essentiellement autour de la peur d'être démasqué.  Comme si nous n'étions pas assez, comme si nous avions tellement à prouver, et comme si il nous était impossible d'être considéré pour nos talents. Expérimenter l'imposture, c'est mettre l'emphase sur ce qui manque, sur ce que je n'ai pas, sur ce qui serait susceptible d'expliquer pourquoi je suis si petit dans le regard de l'autre.  C'est l'impression évidement.  Ce n'est pas la réalité.  Expérimenter l'imposture c'est comparer le plus petit en soi au plus grand de l'autre.  C'est de se donner aucune chance de pouvoir bien paraître étant donné que les comparaisons sont inégales dès le départ.  En fait, la comparaison fait justement partie du problème ! Dans cette épisode, je partage des moments où j'ai vécu ce fameux syndrome de l'imposteur.  J'invite même mon amoureuse Josée à nous en parler aussi.  Josée nous raconte même cette peur qu'elle a eu au tout début de notre relation qui lui donnait l'impression de ne pas être assez.  Qui lui faisait se dire : "Il va bien se rendre compte que je ne suis pas 'assez' pour lui". Nous partageons aussi quelques trucs afin de t'aider à marcher avec nous sur le chemin de la guérison aux regards de l'autre.  Des petits éléments tout simples qui font une grande différence. bon écoute ! Dans ce podcast : Ce qu'est le syndrome de l'imposteur aussi appelé syndrome de l'autodidacte; Les deux psychologues qui en ont fait la découverte; Des situations bien concrètes où Josée et moi avons vécu des expériences d'imposture; et finalement quelques trucs pour te permettre de progresser vers l'affranchissement de ce syndrome. Les liens : wikipedia : https://fr.wikipedia.org/wiki/Syndrome_de_l%27imposteur Passeportsante.net : https://www.passeportsante.net/fr/psychologie/Fiche.aspx?doc=syndrome-imposteur TEST : Souffrez-vous du syndrome de l'imposteur ? : http://courageusementhumain.com/imposteur Pour rejoindre Olivier et Maurice : Site Web : GoPyrates.com Podcast : Go Pyrates le Podcast Notre Facebook : Courageusement Humain Notre Youtube : Courageusement Humain

Est-ce qu'il t'arrive de te sentir petit par rapport à l'autre ?  As-tu cette peur toi aussi d'être démasqué par l'autre dans différents aspects de ta vie ? Ça m'arrive encore.  Et fut une époque où c'était tellement fréquent que je passais mon temps à me cacher au lieu de chercher à m'exposer. Le syndrome de l'imposteur, appelé au départ expérience d'imposture par les psychologues Pauline Rose Clance et Suzanne Imes, fait référence aussi à un syndrome de l'autodidacte qui tourne essentiellement autour de la peur d'être démasqué.  Comme si nous n'étions pas assez, comme si nous avions tellement à prouver, et comme si il nous était impossible d'être considéré pour nos talents. Expérimenter l'imposture, c'est mettre l'emphase sur ce qui manque, sur ce que je n'ai pas, sur ce qui serait susceptible d'expliquer pourquoi je suis si petit dans le regard de l'autre.  C'est l'impression évidement.  Ce n'est pas la réalité.  Expérimenter l'imposture c'est comparer le plus petit en soi au plus grand de l'autre.  C'est de se donner aucune chance de pouvoir bien paraître étant donné que les comparaisons sont inégales dès le départ.  En fait, la comparaison fait justement partie du problème ! Dans cette épisode, je partage des moments où j'ai vécu ce fameux syndrome de l'imposteur.  J'invite même mon amoureuse Josée à nous en parler aussi.  Josée nous raconte même cette peur qu'elle a eu au tout début de notre relation qui lui donnait l'impression de ne pas être assez.  Qui lui faisait se dire : "Il va bien se rendre compte que je ne suis pas 'assez' pour lui". Nous partageons aussi quelques trucs afin de t'aider à marcher avec nous sur le chemin de la guérison aux regards de l'autre.  Des petits éléments tout simples qui font une grande différence. bon écoute ! Dans ce podcast : Ce qu'est le syndrome de l'imposteur aussi appelé syndrome de l'autodidacte; Les deux psychologues qui en ont fait la découverte; Des situations bien concrètes où Josée et moi avons vécu des expériences d'imposture; et finalement quelques trucs pour te permettre de progresser vers l'affranchissement de ce syndrome. Les liens : wikipedia : https://fr.wikipedia.org/wiki/Syndrome_de_l%27imposteur Passeportsante.net : https://www.passeportsante.net/fr/psychologie/Fiche.aspx?doc=syndrome-imposteur TEST : Souffrez-vous du syndrome de l'imposteur ? : https://www.courageusementhumain.com/imposteur Pour rejoindre Olivier et Maurice : Site Web : GoPyrates.com Podcast : Go Pyrates le Podcast Notre Facebook : Courageusement Humain Notre Youtube : Courageusement Humain

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

This week, Adrienne discusses the history of imposter syndrome (impostor phenomenon) and her experiences with it. She shares some insights from Pauline Rose Clance and Suzanne Imes, the female psychologists who discovered the phenomenon while conducting research in the 1970s.Plus, you'll hear about several famous females who have experienced imposter syndrome. There is a clip from Ashley Flowers and an excerpt from Harry Potter and the Half-Blood Prince.Stay tuned to the end of the episode so you can hear Lexi Todd speak about her experiences with imposter syndrome as a student, a musician, and an attorney.Adrienne has launched a new episode format: Mindset. Every other week, she will be sharing different topics centered around our thoughts, attitudes, and behaviors. The purpose of this new segment is to empower listeners to develop a healthy personal and professional mindset through education and self-development practices.Fempower Media Podcast ConsultingFempower Media WebsiteFempower Media InstagramIt Takes 3 Network WebsiteIt Takes 3 Network InstagramLexi Todd WebsiteLexi Todd InstagramLexi Todd SpotifyLexi Todd YouTube

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

70% of people experience impostor feelings at some point in their lives. Impostor syndrome affects all kinds of people from all parts of life: women, men, entrepreneurs, actors and executives. In this episide you will learn how to beat Imposter Syndrome and never allow it to control you again.Impostor syndrome—the idea that you’ve only succeeded due to luck, and not because of your talent or qualifications—was first identified in 1978 by psychologists Pauline Rose Clance and Suzanne Imes. Men and women both experience Imposter Syndrome and basically it boils down to someone who isn’t able to internalize and own their successes.Free resource on my website…I’ve created a flow chart…What to do when you have feelings of Imposter Syndrome creep up!What to do about Imposter Syndrome?1. Put your feelings in perspective. Simply observing that thought as opposed to engaging it. I want you to let go and more critically question those thoughts. I encourage you to ask ‘Does that thought help or hinder me?’”2. Flip your thoughts…Instead of saying “Who am I to start a business at my age?” say instead “Why not start a business at my age?”3. Comparison can actually be a great tool! I’m going to teach you a very helpful visual…THE UNICORN CHALLENGEWe all know unicorns aren’t real, right? They are a fantasy, they are these magical creatures that consists of glitter, rainbows, a shiny horn and they are always dreamy. Anytime you start comparing yourself to someone else and you think to yourself, “I could never be like her” “She is so brave and has so much determination” “Everything she touches turns to gold” As soon as these thoughts creep into your beautiful brain I want you to tell yourself, “SHE’S NOT A UNICORN! SHE IS JUST LIKE ME, WE BREATH THE SAME AIR, PUT OUR PANTS ON ONE LEG AT A TIME AND WE ALL HAVE STRUGGLES, EVEN HER!”In conclusion, we all have doubts, but do not ever allow that doubt to control your actions. We will all have imposter moments, but the goal is for it not to control us…remember, there are no Unicorns!Free resource at www.JenniferDollander.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

Das Syndrom wurde 1978 von den Psychologinnen Pauline Clance und Suzanne Imes identifiziert. Sie glaubten, dass es nur Frauen betrifft, aber nachfolgende Untersuchungen haben gezeigt, dass auch Männer darunter leiden.

"Du weißt doch gar nicht, was du da tust.“„Jeden Moment kann rauskommen, dass du eine Fehlbesetzung bist.“„Den Job hast du doch nur bekommen, weil man in Not war und niemand sonst bereit war.“„Du bist eine Versagerin. Früher oder später werden das alle mitkriegen.“Solche grausamen Gedanken finden sich in den Köpfen derjenigen, die unter einem schmerzhaften und lähmenden Phänomen leiden, dem sogenannten Hochstapler-Syndrom. Es ist eine Mischung aus Angst und der anhaltenden Unfähigkeit, den eigenen Erfolg zu erkennen und anzuerkennen. Diese Überzeugung kann den ganzen Menschen lähmen, kann die Karriere und das Leben der Betroffenen zerstören.Das Syndrom wurde 1978 von den Psychologinnen Pauline Clance und Suzanne Imes identifiziert. Sie glaubten, dass es nur Frauen betrifft, aber nachfolgende Untersuchungen haben gezeigt, dass auch Männer darunter leiden. Allerdings sollen Frauen tendenziell anfälliger dafür sein. Das Problem ist ziemlich verbreitet. In einer Studie unter Führungskräften, die von Prof. Dr. Rohrmann geleitet wurde, berichteten fast 50 % der Führungskräfte, diese Gefühle zu kennen.Von außen betrachtet sind es vor allem Menschen, die wie sehr selbstsichere Erfolgsmenschen scheinen. So wie meine Klientin im 3-h-Coaching. Clara W., 33 Jahre, Personalchefin eines größeren Unternehmens.Hören Sie mehr dazu auf diesem Podcast.Diesen Beitrag können Sie auf meinem Persönlichkeits-Blog nachlesen.Diese Podcastfolge wird gesponsert von Blinkist.Blinkist ist eine App, mit der Sie mehr als 3.000 Sachbücher in jeweils nur 15 Minuten lesen und anhören können. Ganz einfach auf Ihrem Smartphone.Auf Blinkist gibt es Ratgeber, zeitlose Klassiker oder viel diskutierte Bestseller aus mehr als 25 Kategorien wie z.B. Produktivität, Psychologie, Wissenschaft und Persönliche Entwicklung. Und zwar auf Deutsch und Englisch.Mit Blinkist sind Sie immer gut informiert, denn jeden Monat kommen ca. vierzig fünzehnminütige Titel hinzu.Hört sich das interessant für Sie an?Im Moment gibt es eine Aktion exklusiv für die Hörer meines Podcasts.Auf blinkist.de/roland erhalten Sie 25% Rabatt auf das Jahresabo Blinkist Premium. Natürlich können Sie vorher alles ausgiebig 7 Tage lang kostenlos testen.Noch mehr Persönlichkeits-Tipps bekommen Sie mit meinem sonntäglichen Newsletter

"Du weißt doch gar nicht, was du da tust.“ „Jeden Moment kann rauskommen, dass du eine Fehlbesetzung bist.“ „Den Job hast du doch nur bekommen, weil man in Not war und niemand sonst bereit war.“ „Du bist eine Versagerin. Früher oder später werden das alle mitkriegen.“ Solche grausamen Gedanken finden sich in den Köpfen derjenigen, die unter einem schmerzhaften und lähmenden Phänomen leiden, dem sogenannten Hochstapler-Syndrom. Es ist eine Mischung aus Angst und der anhaltenden Unfähigkeit, den eigenen Erfolg zu erkennen und anzuerkennen. Diese Überzeugung kann den ganzen Menschen lähmen, kann die Karriere und das Leben der Betroffenen zerstören. Das Syndrom wurde 1978 von den Psychologinnen Pauline Clance und Suzanne Imes identifiziert. Sie glaubten, dass es nur Frauen betrifft, aber nachfolgende Untersuchungen haben gezeigt, dass auch Männer darunter leiden. Allerdings sollen Frauen tendenziell anfälliger dafür sein. Wie kann man Menschen in ihren Entscheidungen gezielt beeinflusst, ohne ihre Entscheidungsfreiheit einzuschränken? Das Problem ist ziemlich verbreitet. In einer Studie unter Führungskräften, die von Prof. Dr. Rohrmann geleitet wurde, berichteten fast 50 % der Führungskräfte, diese Gefühle zu kennen. Von außen betrachtet sind es vor allem Menschen, die wie sehr selbstsichere Erfolgsmenschen scheinen. So wie meine Klientin im 3-h-Coaching. Clara W., 33 Jahre, Personalchefin eines größeren Unternehmens. Hören Sie mehr dazu auf diesem Podcast. Diesen Beitrag können Sie auf meinem

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

“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  

This month’s coaching conversation explores that insidious feeling of being an impostor. Research tells us that the vast majority us experience this to some degree at one time or another. Here are ways to combat impostor syndrome. The two psychology professors mentioned in the episode were Pauline Rose Clance and Suzanne Imes at Georgia State University. The TED Talk is: https://www.youtube.com/watch?v=whyUPLJZljE Related Categories in the podcast archive: For Women Managing Yourself Perception – How You Perceive Yourself Self-Talk Related episodes are: Act “As If” Acting on the Corporate Stage Inhabiting Executive Presence Self-Awareness & Self-Management The Many Parts of You Browse the archive at: https://essentialcomm.com/podcast/

Show Notes for Genuine Driven Women Episode #14 Don’t Tell Anyone, but I’m in Over my Head! Welcome to the “Genuine Driven Women” podcast, the show where we guide women to reveal their strengths so they believe and can achieve their desired greatness!  Today’s episode is called, Don’t Tell Anyone, but I’m in Over my Head.  We discuss Impostor Syndrome and how to deal with it. MAIN TOPIC To start, I’d like to read a poem, titled Our Deepest Fear, by Marianne Williamson.  Really focus on the words, and if you need to listen again, as I did the first time I heard it – this episode will always be here for you.     Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. It is our light, not our darkness that most frightens us. We ask ourselves, Who am I to be brilliant, gorgeous, talented, fabulous? Actually, who are you not to be? You are a child of God. Your playing small does not serve the world. There is nothing enlightened about shrinking so that other people won't feel insecure around you. We are all meant to shine, as children do. We were born to make manifest the glory of God that is within us. It's not just in some of us; it's in everyone. And as we let our own light shine, we unconsciously give other people permission to do the same. As we are liberated from our own fear, our presence automatically liberates others. _____________ Have you heard of “Impostor Syndrome”? It is that feeling, that fear, that someone is going to figure out that you are not as smart or as capable as they first thought, even though you have proven to be very successful and capable to this point.   This is VERY common, up to 70% of all women and men deal with it. Today, we give you concrete steps to DEAL WITH IT. You may even have the grades, the awards, the salary, and a long list of accomplishments to back yourself up, but still – that nagging belief that you shouldn’t be where you are, continues to haunt you.   In fact, Impostor syndrome really only occurs in High Achievers.  It is not a problem for Low Achievers. So, if you have been feeling like a fraud, it probably only means you have high standards for yourself. As Marianne Williamson’s poem inferred, you should have high standards for yourself, for you were created to let your own brilliance shine. One of the earliest references to this phenomenon was in 1978, in a Georgia State University research paper titled, The Impostor Phenomenon in High Achieving Women: Dynamics and Therapeutic Intervention, written by Pauline Rose Clance and Suzanne Imes.   In the book, The Confidence Code, written by Katty Kay and Claire Shipman (TV News journalists), They said, “We should star in our own production. Often, women just seem to have the spotlight thing backward. We want to shine a bright light on our faults, insecurities, and the outlandish reasons we will surely fail, but when it comes to taking credit or enjoying our triumphs, we step into the shadows, looking at our accomplishments as though we’ve never seen them before.”     Time Machine:   In this segment each week we will give a few points about women that have accomplished a lot! We also will discuss a bit about what was happening to women during the time periods. Someone we think you would like to know more about is: Malala Yousafzai   Inspirational Quote of the Week: “Try to be a rainbow in someone’s cloud.” -Maya Angelou I really enjoyed this quote when I read it because in many people’s day to day lives we see people that may be sad or they just look like they need a little boost and we can give those people what they need. When I am feeling blue just one nice gesture brightens my mood, even if it is just a “Hi, how are you?”. So I challenge you all this week to be a rainbow to one person who is looking a bit cloudy! Book Review: Genuine driven women read lots of books!  We’ll make sure to recommend a book each week that will inspire you or help you on your journey to success! This week’s book is: The Invisible Leader By Zach Mercurio If you’d like to buy this book in any format, including the audiobook version for less than $10.00, click this link:  https://amzn.to/2DZ4sqD This book discusses why we should leverage the fundamental human search for purpose and meaning, and how that purpose - rather than any one person, is what truly leads and motivates people to do their best.  This book will help today’s leaders, educators, and parents discover, clarify, and deliver their reason for existence―their authentic purpose, and to help those they lead find it for themselves. "The Invisible Leader" is a unique and compelling combination of practical tools, storytelling, research, and case studies which form the basis of a powerful new approach to leadership. Click the link to buy the book (available in several formats):    https://amzn.to/2DZ4sqD We genuinely Want to know!  Are you driven to succeed? Email genuinedrivenwomen@gmail.com or call us at (724) DRIVEN-2 or  (724) 374-8362 and leave a voice message. Ask questions, leave comments, or give us feedback!  We’ll use your voicemails on a future podcast! SUBSCRIBE:   Please subscribe to this show via iTunes and Stitcher to receive ongoing weekly motivation to turn those dreams into goals and to reach YOUR version of success!   We’d love for you to take a couple minutes to write a review on iTunes, which will help us to reach our goal to connect with girls, young ladies, and women who need just this kind of inspiration each week.  You can also follow us on Facebook at Facebook.com/genuinedrivenwomen/ to join the conversation, get to know us better, and to find about all the new things we will be announcing in the months to come. References:   Malala Yousafzai: https://www.biography.com/people/malala-yousafzai-21362253 https://en.unesco.org/gem-report/sites/gem-report/files/EDUCATION_IN_PAKISTAN__A_FACT_SHEET.pdf  

Good Morning Onward Nation...I’m Stephen Woessner and welcome to today’s solocast. As part of my role as host of Onward Nation...and as CEO of Predictive ROI...I am blessed with this amazing opportunity to meet, talk with, and really get to know business owners as well as the critical skills and strategies they have applied to be successful and the lessons they learned along the way. But these owners have also been kind enough to take me behind the green curtain and share their fears, their insecurities, and the constraints to success that they face each and every day. And the constraints can vary from business owner to business owner...and from industry to industry. But there is one constraint that is universal. There is one constraint that affects all of us. There is one constraint – that no matter who you are – you have faced and have been impacted by it. So for today’s solocast...I am going to take you on a deep dive into this constraint, and more importantly, how to conquer it and give you a couple of key ingredients so you can push it aside when it begins to impact you and your business. And the constraint that I am talking about is the Imposter Syndrome. The Imposter Syndrome isn’t some mystic dark magic voodoo. No, it’s the little voice you hear – a whisper – a question – that asks... “Who do you think you are to attempt something so grand...a goal so big. Who would ever pay for that? What makes you think you can deliver that type of project? Why would that company choose you to work with when they could hire anyone they want?” And the list of bad questions that we ask ourselves each and every day can go on and on. These questions that we pose to ourselves can cause us to question our competency. The questions might give us pause. The questions – and the ensuing internal dialogue – may cause you to show up to a meeting with an important client in a less confident way. Your employees may wonder if you have what it takes to be the inspiring leader they were hoping for when they joined your team. And then all of that negative self-talk results in a self-fulfilling prophecy, which is then followed by another round of doubt from the syndrome. “See, aren’t you glad you didn’t get your hopes up? It’s better this way...then there is no disappointment.” And here too...the list can go on and on. So, the Imposter Syndrome is real. It is unrelenting. It doesn’t get tired. It knows all of your weaknesses and how best to mask your strengths. The Imposter Syndrome will cheat you out of your destiny. It will cheat you out of the application of your God-given talents. And it will cheat you out of being the owner of the thriving, wonderful, game-changing business you want to lead. So buckle in Onward Nation. We’re going for a deep dive into the Imposter Syndrome and how you can conquer it...once and for all. I will share some definitions and some context for when the Imposter Syndrome was discovered, how you can avoid it, as well as several examples of the syndrome hard at work so that you can spot it when it tries to sneak up on you. My hope is that this discussion will be helpful to you recognizing how the seemingly innocent thoughts, or a minor procrastination, can change the course of your destiny without you even realizing it. Why? Because your thoughts become your actions -- and your actions -- become your destiny. So here we go, Onward Nation! First, the Imposter Syndrome is something we all face. Everyone on Earth faces it -- no matter who they are. It is just that some people have deliberately conditioned themselves to be better than most at pushing themselves past it the fear created by the syndrome. If you are hearing the term “Imposter Syndrome” for the first time -- let’s start us off with some context and background. The term Imposter Syndrome was first coined in 1978 by clinical psychologists Dr. Pauline R. Clance and Suzanne Imes and was used when referring to high-achieving individuals marked by an inability to internalize their accomplishments and a persistent fear of being exposed as a “fraud.” Despite external evidence of their competence, those exhibiting the syndrome remain convinced they are frauds and do not deserve the success they have achieved. In fact, they take their proof of success and pass it off as luck, timing, or as a result of deceiving others into thinking they are more intelligent and competent than they believe themselves to be. Some studies suggest the impostor syndrome is particularly common among high-achieving women while other studies indicate that men and women are equally affected. However, based on my experience over the last 20+ years in business, and having interviewed close to 700 of today’s top business owners -- some of the most ambitious super achievers in business today -- I can confidently say -- that the Imposter Syndrome does not have any such gender bias. It attacks both men and women equally -- so nice of it to do so, right Onward Nation!?! Now let’s take that definition and break it down into its two core ingredients. Ingredient #1: the inability to internalize accomplishments and a persistent fear of being exposed as a “fraud.” Have you ever felt walking into a meeting that you weren’t worthy -- or that you didn’t belong there? Perhaps someone on the selection committee, the award committee, or board of directors had somehow made a mistake in selecting you. Heck, maybe even some of your colleagues, family members, or friends looked at you and even validated your own suspicions and asked you the seemingly innocent question of “So why did they pick you?”. I began to learn about the imposter syndrome back in 2009. My first book had been published while I was an academic staff member at the University of Wisconsin-La Crosse. My book had become popular with small business owners and several of the UW campuses around the state started asking me to teach a class at their respective campuses. Awesome. So one day I mentioned the opportunities to a family friend -- that I was headed to UW-Green Bay the next day to teach a class based on my SEO book...and my friend looked at me and said, “Well, why are they having you teach the class? Couldn’t they find someone else locally to teach the class?” My friend was not trying to be hurtful -- not in the least. But those comments hit me hard. Never mind that my SEO book was #3 in the United States, I had just been interviewed for Inc Magazine and other credibility indicators. When he asked me that question -- I actually paused and thought about it. “Yeah, why are they hiring me to teach...am I good enough...do I have what it takes...am I the best they could bring in...did I deserve to be there...was I a fraud...did I know what I was talking about?” Or, there was another instance -- with this same family friend -- when we were having dinner following a recent trip where I was in Washington DC doing what’s called a “Speaker Visit” at Leading Authorities, one of the speakers bureaus that represent me. They had just started representing me and the visit was an opportunity for me to make a brief presentation to showcase my areas of expertise, answer questions, and just help their sales team get to know me a bit better for when any of their clients might need a professional speaker with my skill set. And during the Q&A portion of the discussion, some members of the Leading Authorities sales team asked me some questions about how best to promote one of their newest clients online -- a very big name -- retired military officer -- and big headlines at the time. Awesome -- I love that kind of Q&A -- and it was really fun sharing some strategies and steps they could use to make a big impact. So when I got home -- and had dinner with my friend -- I told him about the experience at Leading Authorities and how excited it was. And after I was finished telling the story -- he said to me -- again not trying to be mean to me -- but he asked, “So why did they ask you about how to help?” A legitimate question...and my answer could have been to share aspects of my experience that were relevant to the conversation in D.C. and specifics about how I helped. Instead, I let the Imposter Syndrome rise up -- destroy my confidence -- and the end result was that I even began to question why I had been asked. It was a complete 180 in my confidence -- but -- it also proved to be a critical lesson in learning how to defeat the Imposter Syndrome -- and part of your weaponry needs to be protecting your inner circle -- who gets to be inside your circle -- and the information you share or don’t share with members outside your circle. But, there’s nothing unique or different about these stories. We have all had these experiences of the little voice in our heads whispering -- or in some cases shouting -- “Who do you think you are to do something so amazing?” That is the Imposter Syndrome, Onward Nation and it is likely holding you back -- it is rearing its ugly head in the form of fear -- and you need to push it aside so it doesn’t block your progress in moving forward. Here’s the reality...high-performers work hard to prevent people from discovering they are "impostors." This hard work often leads to more praise and success, which perpetuates the impostor feelings and fears of being "found out." The "impostor" may feel they need to work two or three times as hard, to over-prepare, tinker, and obsess over details. This can lead to burnout and sleep deprivation. I have felt that way before. With each new interview, success quote, media feature that I received from my books -- I would think -- goodness -- did I deserve to be there? YES -- but it took me a long time to believe it -- and I still wrestle with it today. Ingredient #2: the “imposter” takes the proof of success and passes it off as luck, timing, or as a result of deceiving others into thinking they are more intelligent and competent than they believe themselves to be Has your business ever gone through a growth spurt and you wondered why? Have you ever looked around your office and suddenly realized you have some amazing people working for you, looking to you for leadership, and you cannot figure out what they see in you? Have you ever felt uncomfortable heading into a presentation with a new client and you wonder why they invited you to the table? Or, in a personal situation -- have you ever felt like you married up -- that your husband or wife -- was not only your better half -- but completely out of your league? Why do we ask ourselves such losey and unfair questions? And here’s the important point that I really want you to get, Onward Nation. When you ask yourself “How on earth were we able to hire such amazing employees? Don’t they know that we don’t know what in the world we’re doing?” -- your brain does a funny thing...it gives you an answer. Your brain doesn’t want to make you out to be a liar -- so it gives you the answer to fit your story. You start hearing things like… “Yeah, boy, you really pulled the wool over their eyes on that one. Hope Becky doesn’t figure it out -- because if she leaves -- then Tom is sure to leave, too.” Or, “Why did client X invite us here? We don’t really have a shot at winning this pitch, do we?” And then answer you get back might be something like, “Nope, we have no chance of winning -- especially if they knew all about the mistakes we made just last week on Client Z’s account. We are lucky to have kept Client Z -- hope X doesn’t ask for references. Maybe we ought to back out of the process now.” What nonsense. The reality is that you were invited into the evaluation process because you have a stellar network -- perhaps stellar credentials -- and you deserve to be at the table. The voice on your shoulder -- the voice whispering in your ear -- is the imposter syndrome. And we all deal with it. It doesn’t matter who you are thinking of right now...Tim Ferriss has dealt with it...Joel Osteen has dealt with...all of the incredible business leaders that grace the covers of SUCCESS Magazine, Inc, Fast Company deal with it. Heck, I struggle with it, too… “I think to myself all the time -- I can’t invite that person to be a guest on my show -- they’ll for sure say no!” Good grief! Why do we do this ourselves, Onward Nation? Every business owner -- every political leader -- every leader throughout history has dealt with this. George Washington did not feel he was worthy to be this country’s first president. No one is immune from the Imposter Syndrome. But if you know that -- you can defeat this secret enemy. But here’s what is unique -- and what is special -- is when someone stares into the face of potential rejection -- faces their fear and they do it anyway. And to quote the rock solid awesome words of Dr. Marcie Beigel -- a three-time guest of Onward Nation...she said to me in her first encore interview in Episode 144 said to me, “Stephen...be scared, and then do it anyway!” Wow...I loved that. Because it is oftentimes fear -- which is another way of describing the imposter syndrome -- it is fear that gets in your way more than anything else. You -- you, Onward Nation...are your business’s biggest constraint. Not the market, not your lack of customers, not your pricing, not your product quality...no...it is you. You -- as the leader -- as the business owner -- you set the pace and tempo of your company -- either fast or slow -- you do. So I asked Dr. Marcie during that special encore interview to share how business owners can reach that elusive next level? She was kind enough to map it out into three simple steps. Get clear on what the next level is — how will you know when you’re there? Walk through your fear -- make a plan -- and just do it Find a mentor -- we learn best from the people who have been there And let’s look at all three of these. First...get clear on what the next level is. Well, if the imposter syndrome (aka FEAR) is making you believe that you are not even worthy of your current level of success -- how could you possibly believe that you are worthy of more? So how could you define what the next level looks like? Great question, right? Instead, perhaps you need to spend some time in gratitude being thankful for what you have already accomplished -- consciously acknowledging that what you have achieved was deserved because you worked hard to get there and you applied your God-given gifts and talents to get there -- and now -- to realize your full potential -- it is time to leap off your current plateau and move onward to that next level -- and you deserve to be at the next level -- because you’re an expert. But the first step is to give yourself permission to define that next level so you know when you and your business have arrived. Second...be scared about the next level...and do it anyway. Set your fear aside -- what is the worst that could happen? Prospective customers could say no. You might make a bad decision and lose some money? An employee or a group of employees may disagree in how you’re redirecting the company and could decide to leave. Okay? Are any of these life-threatening situations? Did anyone die? No. And like Mike Stromsoe taught us in episode 24 of Onward Nation -- did anyone die, no? then move on! Stopping making each decision more -- or bigger -- than it has to be. Just make a decision...then move on. It doesn’t have to be more complicated than that. So, Onward Nation, just be scared -- and then do it anyway. And lastly...find a mentor to learn from. More specifically -- find a mentor or group of mentors who are all moving at a pace and tempo that is faster than you. I know I say this a lot -- but only because it is critically important. It matters who you spend your time with -- and if you spend your time with people who are moving at your current pace -- or slower -- those people may make you feel comfortable to be around -- they may not challenge you -- they may not push you or ask you tough questions -- and it is easy to relax and unwind. But guard yourself -- if you don’t protect your time -- you will slow down as a result. Why? Because as Coach John Wooden once said, you will never outperform your circle. You won’t -- it is just human nature. So you need to make sure the mentors you select are operating at a completely different level than you are currently at -- that you reach -- that you stretch -- that you get yourself into a group of people where you don’t currently belong. And then you work like crazy to not get left behind -- and in the process -- you will expand and grow -- and leap off your current plateau onto that next rung. And as Scott McKain recently taught me, “Stephen, you cannot reach that next rung, unless you are willing to let go of the current one you are hanging on to.” Very wise words, Onward Nation. Please recognize the imposter syndrome for what it is...it is nothing more than fear. Please also know that we all deal with it...you are not different because you feel it...you are not uniquely burdened or yoked. But what can make you unique and distinctive is your ability to refuse the status quo and to push past your fear -- to shove the imposter syndrome aside and to not let yourself be your own limitation. You were meant for greatness. You are a child of the most high God. You are instilled with an infinite abundance of talent and gifts. Please don’t let something so small as fear limit all you were meant to be. So with that said... I want to say thank you for taking the time to be here with me today. It is an honor to have you here -- thank you for tuning in -- your time is sacred and I am delighted you chose this episode to be what you listen to, study, and take with you on your morning run, or maybe Onward Nation has become part of your daily commute, or in some other way has become part of your morning routine. However our daily podcast fits into your daily routine -- I want you to know how much I appreciate you sharing some of your invaluable 86,400 seconds you have in your day with me and the strategies we learn and share each day from today’s top business owners. And please continue to let me know what you think of Onward Nation...good or bad...I always want your feedback. My direct email address is stephen@onwardnation.com -- and yes -- that is my actual Inbox. No fancy filters or filing system and I read and reply to every single email. So please let me know how you think we are doing. I look forward to hearing from you. We will be back tomorrow with an interview with Ian Lamont. I think you will find Ian helpful because we explored how today’s successful companies – at their core – as part of their DNA – have became media companies and how this transformation is likely to continue. My guess is you will find our conversation thought-provoking as I did – it is well worth your time.    Until then, onward with gusto!  

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

Stephen is the CEO of Predictive ROI and the host of the Onward Nation podcast. He is the author of two bestselling books, speaker, trainer, and his digital marketing insights have been featured in SUCCESS, Entrepreneur, The Washington Post, Forbes, Inc. Magazine, and other media. Good Morning Onward Nation…I’m Stephen Woessner and welcome to this week’s solocast…Episode 440. If you have been listening to Onward Nation for a while — you know that I like sharing strategies along with all of their tactical step-by-step processes that help business owners create predictable, measurable, and repeatable success for themselves and their teams. Today’s solocast will be no different. We are going to dig into how hosting a podcast can be a perfect strategy for owners of business-to-business professional services firms. I am going to take you deep into a sneak peek of the pages of my latest book, entitled Profitable Podcasting. The book will not be released by my publisher until September but I want to begin sharing some of the insights now so you can begin to apply. This book is comprehensive — and it is a research-based book that shares our full blueprint or “recipe” for podcast success with you. Each and every step is presented in complete transparency. Not a single step has been be hidden from you. It’s all here, in plain sight. Within the book, I will walk you behind the green curtains of Onward Nation and Predictive ROI so you can learn our proven system. You will also have access to in-depth insights from 10 business owners just like you. Each of them decided to create a podcast to change the game – and then did it. Their impressive stories are shared in full transparency too. But why write such a comprehensive book? Because you deserve a resource that eliminates the guesswork, demystifies the process and gives you a clear and concise strategy for going from zero to launch in about 30 days. Only limited resources were available when my Predictive ROI team and I decided to create Onward Nation. Sure, there were plenty of hyperbole packed eBooks and webinars that led me into the sales funnels of information marketers, but those resources lacked depth, and candidly, they lacked business acumen. We quickly consumed the resources and were left with more questions than answers. Plus, the resources lacked full transparency. They typically provided just enough to get you interested in learning more, and then pitched a $997 online training or mastermind program. All of which drove me crazy and didn’t solve our problem. Not awesome! But there are much more important reasons I decided to go as deep as possible with the book. In my opinion, podcasting – as a medium – deserves a long-form guide, an encyclopedia of how to do it right. When I interviewed Gary Vaynerchuk before the release of his social media book Jab, Jab, Jab, Right Hook (by the way — still the best book on the market regarding social media and the business strategy behind it all), we discussed how it wasn’t just a social media book, but a business book that would elevate social media to a new level of legitimacy. My hope is that this book will raise the bar for podcasting just as Gary did for social media marketing. So on the surface, Profitable Podcasting looks like a podcasting book. But it’s actually a business book about how business owners just like you are using podcasting to grow their companies, expand their platforms, and build nations of true fans. I promise you — each chapter includes step-by-step instructions so you can create, launch, market, and monetize your own podcast. The book includes checklists, production schedules, weekly goal tracking, social media strategies with visual examples, promotional emails, guest invitations, exclusive access to private online video tutorials, and other resources including time-saving third-party tools. I am excited to share this resource because small business has been my focus for 23 years. This is my third book devoted to helping small business owners succeed. Helping small business owners is deeply rewarding for several reasons. First, having owned five small businesses, I know that in today’s economy, if one wants to have an impact (as I strive to do), then small business represents a tremendous opportunity. Small business owners are the lifeblood of our economy. Second, the 28 million small businesses operating in the United States today, according to the Small Business Administration, account for 55 percent of all jobs and 54 percent of total revenue generated. I want to help as many business owners as possible grow so they can create more jobs and improve the lives of their families, employees, and communities. Third, this book tackles the top challenge facing most business owners: According to a recent survey of 1,100 small business owners, 43 percent of respondents identified growing revenue as a top challenge facing U.S. businesses in 2016. That’s more than 12 million businesses expected to face the same challenge. Driving this number down is a worthy goal of this book. And if you know my family history — and our story — you will understand why I am so passionate about the success of small business owners. But…there are significant challenges to small business owners who want to have a podcast. It is not as simple as just turning on the microphone, recording a conversation, and distributing it out to iTunes. Sure you can do that…but it is highly unlikely that your time and effort will pay off for your business. So for today’s solocast…I am going to address the challenges that typically paralyze business owners from either getting started — or — keep them from achieving the success they aspire to achieve from their podcast. So here we go, Onward Nation. Ready for the deep dive? Rock solid awesome! First…a podcast is just a tool. It’s just a platform, Onward Nation. A platform is simply a conduit for distributing or sharing content. No platform in and of itself will help your business grow revenue. This is a very important point. Just because you have a podcast — does not mean — that prospective customers or even an audience will begin to flock to you. Not at all. In order for your podcast to be of value to your business, there needs to be purpose behind the guests you invite to be on your show. There needs to be purpose behind the questions you ask your guests. There needs to be purpose behind how you nurture and take care of your guests before their interviews and after their episodes have aired. And ultimately, you need a strategy for how your podcast will grow your business, expand your platform, and build your nation of true fans. Having interviewed nearly 500 of today’s top business owners – and having talked with, consulted with, or worked with many of them in producing and launching their own podcasts – I can say with certainty that there are typically three primary challenges or questions that well up in the mind of a business owner who is considering a podcast. Some business owners need to confront all three; others may just need to confront two. But I assure you, Onward Nation — every business owner will need to confront at least one. Question #1: How will my podcast make money and help grow my business? Question #2: How much time with this take me? Question #3: How will I get guests? (Or, the variation: What if no one accepts my invitation to be a guest on the show?) I will devote a future solocast to the revenue topic. But for this week — we will dive deep into Questions 2 and 3 because they are critically important to getting your mindset right before heading down the podcasting path. If you don’t get your mindset right, I assure you, there will be setbacks and challenges along the way. Without the correct preparation you will be tempted to quit – and you likely will…quit. Most podcasters quit after just 7 episodes. It is called “Podfading” — because a business owner launches his or her weekly show — then expects the show to set the world on fire just because it is available — and when it doesn’t — they quit after not even two months. Really sad. However, if I help you properly set expectations, when the challenges come your way, instead of being tempted to quit, you can confidently say to yourself, “Ah, Stephen said this would happen and that I’d feel this way” – and you will push forward. Don’t ever quit, Onward Nation. Let me help you AVOID THE TIME TRAP. One of the questions I am asked most often by business owners who have considered a podcast for their business is, “How much time will having a podcast take out of my schedule?” It’s a great question because we should all protect our schedules. Most business owners assume the answer is 10 hours a week – and that the solution will require them to add staff and make other investments. But here’s the reality: You can have an awesome, top-rated podcast in iTunes by investing less than four hours per month. Yes. Four hours. Would you grow revenues faster if you invested more time? Likely yes, but four hours a month is an excellent place to start. So why would business owners assume that my answer would be something like 10 hours a week? Because then it would be easy for them to justify why they hadn’t pursued it more seriously. But in fact, it isn’t the perceived time commitment that stops a small business owner from having a podcast. It is fear. Fear often rears its ugly head in an attempt to derail the entrepreneurial journey you’re on. Fear will beat you to your knees if you let it. Fear will cheat you out of success in all aspects of your business, including developing a great platform like a podcast so you can grow revenue and build a nation of true fans. Once business owners are assured that their time investment will only be about four hours per month, a second challenge typically comes to mind – this one with the subconscious goal of thwarting the podcast from gaining any additional momentum; to snuff out the fire that was building. But what will be YOUR BIGGEST MOST PAINFUL CHALLENGE on your path to use podcasting to grow your business? Well, you may be asking yourself the question right now, “Stephen, how will I get guests?” Or maybe the variation: “What if no one accepts the invitation to be on my show?” These two fear-laden questions should serve as warning signs that something sinister is lurking. If you let them, they will keep you in check and prevent you from moving forward. The truth is, we all face such challenges. It’s just that some people are better than others at pushing themselves past them. In my opinion, this challenge may be blocking your success not just with podcasting, but in other areas of your business as well. The challenge is known as the “Imposter Syndrome.” Clinical psychologists Dr. Pauline R. Clance and Suzanne Imes coined the term in 1978 to describe high-achieving individuals who are unable to internalize their accomplishments and who consequently fear being exposed as a “fraud.” Actual, objective evidence of their competence doesn’t matter to those who exhibit the syndrome. They remain convinced that they’re frauds. They feel that they don’t deserve the success they have achieved. Calling it “luck” or “good timing,” they never take credit for their accomplishments. Perhaps they believe that they’ve tricked others into thinking they are more intelligent and competent than they actually are. Now let’s take that definition and break it down into its two core ingredients. Ingredient #1: the inability to internalize accomplishments and a persistent fear of being exposed as a “fraud.” Have you ever walked into a meeting and felt that you weren’t worthy — or that you didn’t belong there? Perhaps someone on the selection committee, the award committee, or board of directors had made a mistake in selecting you. Heck, maybe even some of your colleagues, family members, or friends even validated your own suspicions and asked you the seemingly innocent question: “So why did they pick you?” I began to learn about the imposter syndrome back in 2009, around the time my first book was published. I was an academic staff member at the University of Wisconsin-La Crosse. After my book became popular with small business owners, several of the UW campuses around the state asked me to teach a class at their respective campuses. Awesome. One day I mentioned this opportunity to a family friend: I told him I headed to the University of Wisconsin-Green Bay the next day to teach a class based on my SEO book. My friend looked at me and said, “Well, why are they having you teach the class? Couldn’t they find someone in Green Bay to teach it?” My friend was not trying to be hurtful — not in the least. But those comments hit me hard. Never mind that my SEO book was #3 in the United States, or that I had just been interviewed for Inc. Magazine, or any of the other credibility indicators. When he asked me that question, I actually paused and thought about it. “Yeah, why are they hiring me to teach? Am I good enough? Do I have what it takes? Am I the best they could bring in? Do I deserve to be there? Am I a fraud? Do I even know what I’m talking about?” There is nothing unique about my story. We have all had these experiences where we begin to hear the voice in our heads whispering — or in some cases shouting — “Who do you think you are?” The imposter syndrome will work hard to hold you back. High-performers with imposter syndrome may work obsessively hard to prevent people from discovering that they’re “impostors.” And talk about a vicious cycle: The hard work leads to more praise and success, which only perpetuates the impostor feelings, leading the “imposter” to work even harder, which can lead to sleep deprivation, burnout and worse. Ingredient #2: the “Imposter” takes the proof of success and passes it off as luck, timing, or as a result of deceiving others into thinking they are more intelligent and competent than they believe. Has your business ever gone through a growth spurt that you couldn’t explain? Have you ever looked around your office and suddenly realized you have some amazing people working for you and looking to you for leadership – and yet, you cannot figure out what they see in you? Have you ever felt uncomfortable before a presentation with a new client? Did you wonder why they invited you to the table? Why do we ask ourselves such lousy and unfair questions? Here’s the important point that I really want you to get. When you ask yourself, “How on earth were we able to hire such amazing employees? Don’t they know that we don’t know what in the world we’re doing?” — your brain does a funny thing…it gives you an answer. It’s a crummy answer but it’s an answer. Your brain doesn’t want to make you out to be a liar — so it gives you the answer to fit your story. You start hearing things like, “Yeah, you really pulled the wool over their eyes on that one. Hope Becky doesn’t figure it out — because if she leaves — then Tom is sure to leave the company, too.” Or, “Why did client X invite us here? We don’t really have a shot at winning this pitch, do we?” The answer you get back might be something like, “Nope, we have no chance of winning — especially if they knew about all the mistakes we made just last week on Client Z’s account. We are lucky to have kept Client Z — hope X doesn’t ask for references. Maybe we ought to back out of the process now.” What nonsense, Onward Nation! You were invited into the evaluation process because you have a stellar network — perhaps stellar credentials — and you deserve to be at the table. The voice on your shoulder — the voice whispering in your ear — is the imposter syndrome. And we all deal with it. It doesn’t matter who you are thinking of right now. Tim Ferriss, the bestselling author of The 4-Hour Workweek, has dealt with it. Joel Osteen has dealt with it. All of the incredible business leaders that grace the cover of Entrepreneur magazine deal with it. Every business owner — every political leader — every leader throughout history has dealt with this. George Washington did not feel he was worthy to be this country’s first president. No one is immune from imposter syndrome. But what is unique — and what is special — is when someone faces the fear of potential rejection. To quote the beautiful words of educator and behavior expert Dr. Marcie Beigel — a two-time Onward Nation guest: “Stephen…be scared, and then do it anyway!” I loved that. Because it is oftentimes fear — which is another way of describing imposter syndrome — gets in your way more than anything else. You may be your own biggest constraint. Not your ability to schedule guests on your show, not your ability to sell, not the market, not your lack of customers, not your pricing, not your product quality. No, it is you. You, as the owner, set the pace and tempo of your company — either fast or slow. I asked Dr. Marcie to share how business owners can reach that elusive next level. She was kind enough to map it out into three simple steps: Get clear on what the next level is — how will you know when you’re there? Walkthrough your fear; make a plan — and just do it Find a mentor — we learn best from the people who have been there So let’s look at all three of these. First, get clear on what the next level is for you and your business. Well, if imposter syndrome (aka FEAR) is making you believe you are not even worthy of your current level of success, then how could you possibly believe you’re worthy of being the host of a top-ranked podcast? Great question, right? Instead, perhaps you need to spend some time being thankful for what you have already accomplished — consciously acknowledging that what you have achieved has been well deserved because you worked hard and you applied your God-given gifts and talents to get there. Now, to realize your full potential, it’s time to leap off your current plateau and move onward to that next level. You deserve to be at the next level. You’re an expert. The first step is to give yourself permission to define that next level so you know when you, your podcast and your business have arrived. Second…be scared about the next level…and do it anyway. Kick fear to the curb. What’s the worst that could happen? Prospective customers could say no. You might make a bad decision and lose some money. An employee or a group of employees may disagree with how you’re redirecting the company and could decide to leave. Okay. Are any of these life-threatening situations? Did anyone die? No? Then move on! Stop making each decision more than it has to be. Just make a decision. Then move on. It doesn’t have to be more complicated than that. As Dr. Marcie said, “Be scared and then do it anyway.” Finally, find a mentor to learn from as Don Yaeger recommended in the Foreword of this book. More specifically, find a mentor or group of mentors who are all moving at a pace and tempo that is faster than you. It matters who you spend your time with — and if you spend your time with people who are moving at your current pace — or slower — those people may make you feel comfortable to be around — they may not challenge you — they may not push you or ask you tough questions — and it is easy to relax and unwind. Why? Because as Coach John Wooden once said, “You will never outperform your circle.” That’s just human nature. So you need to make sure the mentors you select are operating at a completely different level than you — a level to which you can reach and stretch. You want to get into a group of people where you don’t currently belong and then work like crazy not to get left behind. In the process you’ll expand and grow. You will then be able to leap from your current plateau onto the next rung. As Onward Nation guest Scott McKain taught me, “Stephen, you cannot reach that next rung, unless you are willing to let go of the current one you are hanging on to.” Wise words. You were meant for greatness, Onward Nation. You are instilled with an infinite abundance of talent and gifts. Don’t let something so small as fear limit all you were meant to be. Don’t give up — keep pushing — and don’t ever, ever quit. If you are going to be successful at using podcasting to drive your business onward to that next level — you need to get your mindset right first. Because when you do — you will no longer be at risk of podfading — and then the next step — will be for you to bolt on a monetization strategy to your podcast so you have an opportunity to drive significant revenue into your business. I will cover monetization in a future solocast. So with that said… I want to say thank you for taking the time to be here with me today. It is an honor to have you here — thank you for tuning in — your time is sacred and I am delighted you chose this episode to be what you listen to, study, and take with you on your morning run, or maybe Onward Nation has become part of your daily commute, or in some other way has become part of your morning routine. However, our daily podcast fits into your daily routine — I want you to know how much I appreciate you sharing some of your invaluable 86,400 seconds you have in your day with me and the strategies we learn and share each day from today’s top business owners. And please continue to let me know what you think of Onward Nation…good or bad…I always want your feedback. My direct email address is stephen@predictiveroi.com — and yes — that is my actual Inbox. No fancy filters or filing system and I read and reply to every single email. So please let me know how you think we are doing. I look forward to hearing from you. We will be back tomorrow with an exceptional interview with Nick Creswell from Thomson Reuters in London — who will take us inside why he believes that today’s leaders lead with culture. Nick is off-the-charts amazing. You will not want to miss it. Until then, onward with gusto!

Stephen is the CEO of Predictive ROI and host of the Onward Nation podcast. He is the author of two bestselling books, speaker, trainer, and his digital marketing insights have been featured in SUCCESS, Entrepreneur, The Washington Post, Forbes, Inc. Magazine, and other media. Good Morning Onward Nation...I’m Stephen Woessner. And before we jump into today’s solocast topic -- I want to wish you a very belated Happy 2016. My hope for you is that your New Year has started off with the momentum you envisioned, with the progress you wanted and desired, and that you and your team are executing on all the plans and strategies you crafted toward the end of 2015. My additional hope is that during all the Christmas and New Year celebrations, you also made time to practice Habit #7 that we learned from the wisdom of the late Dr. Stephen Covey is his groundbreaking book, The 7 Habits of Highly Effective People. We all must take time to “Sharpen the Saw” as Dr. Covey so masterfully described it. If you don’t maintain your health, maintain your sanity, take time to relax, rejuvenate, unwind, de-clutter, spend time with family and friends, and nurture relationships, your “Saw” -- or your production capability -- becomes dull and ineffective. Just like a dull blade on a saw that has been overused and becomes dull then needs to be sharpened before it can be put back into useful service. The holidays are an excellent time for sharpening -- but -- not the only time. Today is Wednesday, January 27th...and Habit #7 is partly the reason behind today’s episode being my first solocast of 2016. I have been spending time with family, friends, traveling for a couple Predictive ROI engagements, and for the last 2-weeks, I have been in Disney World to teach a workshop, attend another, as well as some family down time. It has been the perfect start to 2016 -- a fine balance in which to sharpen the saw. And it is a wonderful honor and privilege to be back here with you, Onward Nation, this morning for today’s solocast. Thank you so much for being here with me. So for our time together...I am going to focus our attention toward an obstacle we all experience -- this obstacle is something we all face. In fact everyone on Earth faces it no matter who they are -- it is just that some people are better than others at pushing themselves past it. The obstacle is known as the “Imposter syndrome.” If you are hearing the term for the first time -- I will start us off with some context and background. The term Imposter Syndrome was first coined in 1978 by clinical psychologists Dr. Pauline R. Clance and Suzanne Imes and was used when referring to high-achieving individuals marked by an inability to internalize their accomplishments and a persistent fear of being exposed as a “fraud.” Despite external evidence of their competence, those exhibiting the syndrome remain convinced they are frauds and do not deserve the success they have achieved. In fact, they take their proof of success and pass it off as luck, timing, or as a result of deceiving others into thinking they are more intelligent and competent than they believe themselves to be. Some studies suggest the impostor syndrome is particularly common among high-achieving women while other studies indicate that men and women are equally affected. Now let’s take that definition and break it down into its two core ingredients. Ingredient #1: the inability to internalize accomplishments and a persistent fear of being exposed as a “fraud.” Have you ever walked into a meeting and felt that you weren’t worthy -- or that you didn’t belong there? Perhaps someone on the selection committee, the award committee, or board of directors had somehow made a mistake in selecting you. Heck, maybe even some of your colleagues, family members, or friends looked at you and even validated your own suspicions and asked you the seemingly innocent question of “So why did they pick you?” I began to learn about the imposter syndrome back in 2009. My first book had been published while I was an academic staff member at the University of Wisconsin-La Crosse. My book had become popular with small business owners and several of the UW campuses around the state started asking me to teach a class at their respective campuses. Awesome. So one day I mentioned the opportunities to a family friend -- that I was headed to UW-Green Bay the next day to teach a class based on my SEO book...and my friend looked at me and said, “Well, why are they having you teach the class? Couldn’t they find someone else locally to teach the class?” My friend was not trying to be hurtful -- not in the least. But those comments hit me hard. Never mind that my SEO book was #3 in the United States, I had just been interviewed for Inc. Magazine, and other credibility indicators. When he asked me that question -- I actually paused and thought about it. “Yeah, why are they hiring me to teach...am I good enough...do I have what it takes...am I the best they could bring in...did I deserve to be there...was I a fraud...did I know what I was talking about?” There is nothing unique or different about my story. We have all had these experiences of the little voice in our heads whispering -- or in some cases shouting -- “Who do you think you are to do something so amazing?” That is the imposter syndrome, Onward Nation, and it is holding you back -- it is rearing its ugly head in the form of fear -- and you need to push it aside so it doesn’t block your progress in moving forward. Here’s the reality...high-performers work hard to prevent people from discovering that they are "impostors." This hard work often leads to more praise and success, which perpetuates the impostor feelings and fears of being "found out." The "impostor" may feel they need to work two or three times as hard. They over-prepare, tinker and obsess over details. This can lead to burnout and sleep deprivation. I have felt that way before. With each new interview, success quote, media feature -- I would think -- goodness -- did I deserve to be there? YES -- but it took me a long time to believe it -- and I still wrestle with it today. Ingredient #2: the “imposter” takes the proof of success and passes it off as luck, timing, or as a result of deceiving others into thinking they are more intelligent and competent than they believe themselves to be Has your business ever gone through a growth spurt and you wondered why? Have you ever looked around your office and suddenly realized you have some amazing people working for you, looking to you for leadership, and you cannot figure out what they see in you? Have you ever felt uncomfortable heading into a presentation with a new client and you wonder why they invited you to the table? Or in a personal situation -- have you ever felt like you married up -- that your husband or wife -- was not only your better half -- but completely out of your league? Why do we ask ourselves such lousy and unfair questions? And here’s the important point that I really want you to get, Onward Nation. When you ask yourself, “How on earth were we able to hire such amazing employees? Don’t they know that we don’t know what in the world we’re doing?” -- your brain does a funny thing...it gives you an answer. Your brain doesn’t want to make you out to be a liar -- so it gives you the answer to fit your story. You start hearing things like…”Yeah, boy, you really pulled the wool over their eyes on that one. Hope Becky doesn’t figure it out -- because if she leaves -- then Tom is sure to leave, too.” Or, “Why did client X invite us here? We don’t really have a shot at winning this pitch, do we?” And then answer you get back might be something like, “Nope, we have no chance of winning -- especially if they knew all about the mistakes we made just last week on Client Z’s account. We are lucky to have kept Client Z -- hope X doesn’t ask for references. Maybe we ought to back out of the process now.” What nonsense. The reality is that you were invited into the evaluation process because you have a stellar network -- perhaps stellar credentials -- and you deserve to be at the table. The voice on your shoulder -- the voice whispering in your ear -- is the imposter syndrome. And we all deal with it. It doesn’t matter who you are thinking of right now...Tim Ferriss has dealt with it...Joel Osteen has dealt with...all of the incredible business leaders that grace the cover of SUCCESS Magazine, Inc, and Fast Company deal with it...heck, I struggle with it… “I think to myself all the time -- I can’t invite that person to be a guest on Onward Nation -- they’ll for sure say no!” Good grief! Every business owner -- every political leader -- every leader throughout history has dealt with this. George Washington did not feel he was worthy to be this country’s first president. No one is immune from the imposter syndrome. But what is unique -- and what is special -- is when someone stares into the face of potential rejection -- faces their fear and they do it anyway. And to quote the beautiful words of Dr. Marcie Beigel -- a two-time guest of Onward Nation...she said to me in her recent encore interview for episode 144 said to me, “Stephen...be scared, and then do it anyway!” Wow...I loved that. Because it is oftentimes fear -- which is another way of describing the imposter syndrome -- it is fear that gets in your way more than anything else. You -- you, Onward Nation...are your business’s biggest constraint. Not the market, not your lack of customers, not your pricing, not your product quality...no...it is you. You set the pace and tempo of your company -- either fast or slow -- you do. So I asked Dr. Marcie during that special encore interview to share how business owners can reach that elusive next level? She was kind enough to map it out into three simple steps. Get clear on what the next level is — how will you know when you’re there? Walk through your fear -- make a plan -- and just do it Find a mentor -- we learn best from the people who have been there And let’s look at all three of these. First...get clear on what the next level is. Well, if the imposter syndrome (aka FEAR) is making you believe that you are not even worthy of your current level of success -- how could you possibly believe that you are worthy of more? So how could you define what the next level looks like? Great question, right? Instead, perhaps you need to spend some time in gratitude being thankful for what you have already accomplished -- consciously acknowledging that what you have achieved was deserved because you worked hard to get there and you applied your God given gifts and talents to get there -- and now -- to realize your full potential -- it is time to leap off your current plateau and move onward to that next level -- and your deserve to be at the next level -- because you’re an expert. But the first step is to give yourself permission to define that next level so you know when you and your business have arrived. Second...be scared about the next level...and do it anyway. Set your fear aside -- what is the worst that could happen? Prospective customers could say no. You might make a bad decision and lose some money. An employee or a group of employees may disagree in how you’re redirecting the company and could decide to leave. Okay? Are any of these life threatening situations? Did anyone die? No. And like Mike Stromsoe taught us in episode 24 of Onward Nation -- did anyone die? No? Then move on! Stop making each decision more than it has to be. Just make a decision...then move on. It doesn’t have to be more complicated than that. So, Onward Nation, Be Scared -- and then do it anyway. And lastly...find a mentor to learn from. More specifically -- find a mentor or group of mentors who are all moving at a pace and tempo that is faster than you. It matters who you spend your time with -- and if you spend your time with people who are moving at your current pace -- or slower -- those people may make you feel comfortable to be around -- they may not challenge you -- they may not push you or ask you tough questions -- and it is easy to relax and unwind. But guard yourself -- if you don’t protect your time -- you will slow down as a result. Why? Because as Coach John Wooden once said, you will never outperform your circle. You won’t -- it is just human nature. So you need to make sure the mentors you select are operating at a completely different level than you are currently at -- that you reach -- that you stretch -- that you get yourself into a group of people where you don’t currently belong. And then you work like crazy to not get left behind -- and in the process -- you will expand and grow -- and leap off your current plateau onto that next rung. And as Scott McKain recently taught me, “Stephen, you cannot reach that next rung, unless you are willing to let go of the current one you are hanging on to.” Very wise words, Onward Nation. Please recognize the imposter syndrome for what it is...it is nothing more than fear. Please also know that we all deal with it...you are not different because you feel it...you are not uniquely burdened or yoked. But what can make you unique and distinctive is your ability to refuse the status quo and to push past your fear -- to shove the imposter syndrome aside and to not let yourself be your own limitation. You were meant for greatness. You are a child of the most high God. You are instilled with an infinite abundance of talent and gifts. Please don’t let something so small as fear limit all you were meant to be. So with that said... I want to say thank you for taking the time to be here with me today. It is an honor to have you here -- thank you for tuning in -- your time is sacred and I am delighted you chose this episode to be what you listen to, study, and take with you on your morning run, or maybe Onward Nation has become part of your daily commute, or in some other way has become part of your morning routine. However our daily podcast fits into your daily routine -- I want you to know how much I appreciate you sharing some of your invaluable 86,400 seconds you have in your day with me and the strategies we learn and share each day from today’s top business owners. And please continue to let me know what you think of Onward Nation...good or bad...I always want your feedback. My direct email address is stephen@onwardnation.com -- and yes -- that is my actual Inbox. No fancy filters or filing system and I read and reply to every single email. So please let me know how you think we are doing. I look forward to hearing from you. We will be back tomorrow with an incredible interview with Rob Berger -- he is off the charts amazing. Don’t miss it. Until then, onward with gusto! You can also find us here: ----- OnwardNation.com -----

  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.