How feeling like an imposter can actually have a positive impact on your business

We’ve all struggled with feeling like we’re not good enough, and it’s common for employees to end up feeling like an imposter in the workplace - but according to Mike Jones, founder of Better Happy, these feelings of insecurity can actually benefit your business.

What is Imposter Syndrome?

Imposter Syndrome is when a person believes that they are not as competent or good at their job as others perceive them to be. For example, you may get praise for doing great work on a project from a colleague - someone with Imposter Syndrome will often struggle to see this praise as genuine, believing that they ‘just got lucky,’ ‘someone else could’ve done it better,’ or ‘they’re just saying that they don’t really mean it.’

People with Imposter Syndrome struggle to recognise their actual talents and suffer from increased anxiety and self-doubt as a result, piling more pressure on themselves to be ‘perfect’.

How can it Help my Business?

Though it might seem odd, Imposter Syndrome can have a positive impact on your business - but how? By talking about it and letting your staff know that they are not alone.

Whenever I run workshops with businesses I always discuss Imposter Syndrome in detail, as studies have suggested that at least 70% of professionals suffer from these feelings - I make sure to explain and explore exactly what Imposter Syndrome is, how it comes about, how to deal with it, but most importantly - how it's perfectly natural and very common.


Be Open

I find that one of the most powerful moments we have in the group sessions I run is when I ask managers and leaders to open up and share their own personal experiences with Imposter Syndrome. 

After one person opens up and shares their story everyone does - realising that other people think and feel the exact same as you do is reassuring, reaffirming and helps to destigmatise those thoughts and feelings of ‘not being good enough.’ This means your staff are more likely to be willing to ask for help and less likely to put too much pressure on themselves. 

Doubting yourself is normal, but the voice telling you you're not good enough is irrational, so let it be there, but don't give it too much attention and don't let it hold you back from doing all you can do - apply and teach this same attitude to your staff.

Simply having a conversation around this topic and helping your staff realise that they are not alone will pay dividends in future engagement and mental health improvements leading to a happier, more productive and more open workforce.