The 5 Types Of Impostor Syndrome And How They Sabotage Leadership

After years of hard work, you’ve finally reached a milestone: your first leadership role. To those who’ve seen your path, the promotion feels well-earned, even inevitable. But for you, it might come with an unexpected companion: doubt. A quiet voice asking, Do I really belong here? That inner uncertainty, even in the face of clear accomplishments, is what’s known as impostor syndrome. 

Impostor syndrome is a psychological pattern that affects many leaders, regardless of industry or seniority. In fact, “up to 82% of people experience impostor feelings” (Bravata et al., 2020). Often invisible to others, impostor syndrome manifests as a fear of being exposed as a fraud, unworthy of the role you’ve rightfully earned.

If you’re stepping into a new leadership role, understanding impostor syndrome isn’t just about taking care of yourself—it can make a real difference in how you show up and lead over time. In the sections ahead, we’ll look at what impostor syndrome looks like in leadership and walk through six practical strategies to help you confidently manage it.

What Is Impostor Syndrome in Leadership?

At its core, impostor syndrome is the persistent belief that your success is unearned— attributed to luck, timing, or others’ misjudgment. These feelings often conflict with objective achievements, making you question your capabilities and fear exposure as an impostor.

Leadership can make impostor syndrome feel even louder. The pressure to perform, appear confident, and deliver results often pushes new leaders to believe they must have all the answers—no missteps allowed. That kind of pressure can quietly feed self-doubt, even as responsibilities (and expectations) keep growing.

And the impact isn’t just internal. When impostor syndrome goes unchecked, it can lead to burnout, anxiety, and a serious hit to your well-being. Over time, it can also affect how you make decisions, how you show up for your team, and how your team performs as a whole. A study published in the Journal of General Internal Medicine found that impostor syndrome is associated with poor mental health outcomes and reduced professional performance, even among high-achieving professionals (Bravata et al., 2020). That’s why being honest about what you’re feeling—and learning how to deal with it—isn’t just helpful. It’s essential for lasting, healthy leadership.

The Many Faces of Doubt: Common Signs of Impostor Syndrome

While impostor syndrome is deeply personal, many leaders report shared experiences:

– Relentless self-criticism

– Setting unrealistically high standards

– Overpreparation or perfectionism

– Avoiding help or collaboration

– Minimizing success and attributing it to luck

– Fear of failure—and sometimes fear of success

– Discomfort with praise or recognition

– Social comparison and feelings of inadequacy

Dr. Valerie Young, a leading authority on impostor syndrome, identifies five common “impostor types” that often show up in leadership:

– The Perfectionist – Sets unreasonably high standards and equates small mistakes with failure.

– The Expert – Feels inadequate unless they know everything; fears being exposed as uninformed.

– The Natural Genius – Believes competence should be effortless; struggles if something takes time to learn.

– The Soloist – Equates asking for help with weakness; prefers to work alone to “prove” capability.

– The Superhuman – Measures worth by productivity; believes they must constantly overachieve to be legitimate.

Unchecked, these mindsets can limit growth, reduce resilience, and erode the joy and confidence that should accompany leadership. The good news: impostor syndrome can be addressed—and even transformed into a catalyst for growth.

Six Strategies to Confront Self-Doubt and Build Leadership Confidence

1. Name It to Tame It

To overcome impostor syndrome, you need to recognize it first. Reflect on which patterns resonate with you. Journaling or discussing these insights with a trusted peer can help you better understand how self-doubt is showing up in your leadership. Awareness is the beginning of change.

2. Reframe the Inner Critic

Your internal dialogue has power. When you catch yourself in negative self-talk (“I don’t belong here”), challenge it: What evidence contradicts this thought? What would I say to a friend in this situation? Over time, this practice helps diminish the critic’s voice and elevates the voice of reason.

3. Keep a Record of What You’ve Done

When self-doubt creeps in, it helps to have something concrete to look back on. Try writing down the projects you’ve finished, the problems you’ve solved, and the positive feedback you’ve received. It doesn’t have to be fancy—just real examples you can return to when you need a reminder that you’ve earned your spot.

4. Talk to Someone Who Gets It

You don’t have to go it alone. Find someone you trust—a colleague, mentor, or coach—and open up about what you’re feeling. You might be surprised how many people, even those who seem totally self-assured, have wrestled with the same doubts. A real conversation can offer clarity, encouragement, and the simple but powerful reminder that you’re not the only one.

5. Don’t Skip the Wins

It’s easy to move from one thing to the next without stopping to acknowledge what went well, but those moments matter. Finished a big project? Navigated a tricky conversation? Pause and give yourself credit. And when someone offers a compliment, resist the urge to deflect—say thank you and let it sink in. Over time, recognizing your own progress builds the kind of confidence that sticks.

6. Keep Learning, Always

You don’t have to know everything—and no great leader does. What matters is staying open to growth. Take courses, ask for feedback, and challenge yourself to keep evolving. Leadership is a journey, and staying curious is one of the best ways to build both skill and confidence along the way. Confidence doesn’t come from perfection—it comes from progress and purpose.

Leadership isn’t about being flawless—it’s about showing up fully, learning constantly, and leading with authenticity. Impostor syndrome may never disappear entirely, but it can be understood, managed, and even transformed. The more you engage with it thoughtfully, the more empowered and resilient you’ll become—not in spite of your doubts, but because you chose to lead anyway.

Bravata, D. M., et al. (2020). Prevalence, predictors, and treatment of impostor syndrome: A systematic review. Journal of General Internal Medicine, 35(4), 1252–1275. 

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Viviane Lopuch, EdD has dedicated her career to developing leaders. She is the Executive Director of Seattle University’s Center for Leadership Formation which drives two programs: the Executive Leadership Certificate Program and the Leadership Executive MBA. The latter was ranked #20 in the nation by U.S. News and World Report.