Imposter Syndrome: It’s Everywhere in Your Org Chart!

Across every tier of management, Imposter Syndrome sits like a quiet assassin. Hate to say it, however, it doesn’t magically disappear as you climb higher; it just gets more creative. Executive Imposter Syndrome just has better vocabulary and access to better coffee.

At entry level, it shows up as the constant need to double-check every email, apologise for having an opinion, and they end up leading defensively.

At middle-management tier, Imposter Syndrome becomes a full-blown circus. These team-members are managing up, down, sideways, diagonally—tying themselves in knots while quietly thinking, “Any minute now, someone’s going to realise I’m winging 40% of this job.” They’re the ones showing up to meetings with coffee-fuelled enthusiasm masking mid-level panic.

At the executive level it can resemble a world of big titles, bigger responsibilities, and even bigger self-doubt. They look confident because they’ve mastered the art of saying things decisively. Their Imposter Syndrome is just better dressed, shakes hands firmly, and nods at strategy documents like it understands them. But it still whispers at 3am: “Hope no one notices you Googled half the words you used today.”

The truth? Imposter Syndrome is universal. If anything, the higher people climb, the lonelier it gets—and the less safe it feels to say, “I don’t know.”

Research suggests up to 82% of people in management experience Imposter Syndrome at some stage. The trick to managing Imposter Syndrome isn’t “being more confident”—it’s calling out your brain’s negative self-talk. Start by naming it when it shows up: “Ah yes, my internal troll has logged on.” Then reality-check your thoughts—evidence beats emotion every time. Stop comparing your behind-the-scenes to everyone else’s ‘highlight reel’ and ask for help when you need it. High performers aren’t the ones who know everything; they’re the ones who stay curious, learn out loud, and keep moving anyway. Imposter Syndrome doesn’t disappear—you just get better at not letting it drive the bus. Name it, Challenge it!

However, maybe the problem isn’t that people doubt themselves. Maybe the real problem is workplaces pretending everyone shouldn’t.

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