Imposter syndrome refers to a mental condition in which people feel inadequate even when all logical evidence indicates just the opposite. People with imposter syndrome feel that their success is the result of luck or a mistake, rather than something they earned through their abilities and hard work. Even the highest levels of success and recognition do not raise self-confidence for those suffering from imposter syndrome. Convinced that they are truly a fraud, these people often fear being "caught" or "found out."
While not an officially recognized psychological disorder, imposter syndrome has been studied by many educators and mental health professionals and is the subject of numerous books and articles. Imposter syndrome may also be referred to as "fraud syndrome" or "imposter phenomenon."
Imposter syndrome was first recognized in 1978 when psychology professor Pauline Rose Clance and psychotherapist Suzanne Imes published their research on a group of very successful women who secretly felt like they were not as capable as others perceived them to be. They described this condition as "imposter phenomenon." Since that time, imposter syndrome has been documented in men and women from adolescence to old age.
Feelings associated with imposter syndrome can be divided into three main categories:
Imposter syndrome occurs most often in people who are highly successful in professional and academic areas. While the original imposter phenomenon research involved a study on women, more recent studies show that this condition occurs in both men and women. People likely to suffer from imposter syndrome include:
While people in any profession can have imposter phenomena, and this condition is particularly common in academia, affecting both professors and students at all levels. Factors that may contribute to imposter phenomenon include:
The atmosphere of academia itself may also lead to imposter phenomena. At York University, Dr. Diane Zorn has been researching imposter phenomenon for many years. She states, "Scholarly isolation, aggressive competitiveness, disciplinary nationalism, a lack of mentoring and the valuation of product over process are rooted in the university culture." The combination of these factors, according to Zorn, provides the ideal breeding ground for imposter syndrome.
While imposter syndrome is a challenging experience for those with the condition, research has shown it can have some surprisingly positive effects for the individual sufferer. Dr. Shamala Kumar and Carolyn M. Jagacinski of Purdue University conducted a study that found that woman who scored high in imposter feelings also showed a strong desire to succeed.
This made the women in the study both try harder, and be more competitive. According to Dr. Mark Leary, the lead author of another imposter phenomenon study, some of the behaviors associated with this condition "lower others' expectations - and they get credit for being humble."
Luckily, many of the symptoms of imposter syndrome seem to decrease over time when the affected person remains in a particular position and gains confidence in that role. For persistent symptoms, possible treatment strategies include:
Developing a willingness to accept compliments and positive feedback from others can also be very helpful in gaining a more realistic self-assessment. In her 1978 article, Clance suggested keeping track of complements, rather than discounting them. Over time, imposter syndrome patients will begin to recognize that all the people who see something positive in their work cannot be wrong.
Getting support for imposter phenomena requires that sufferers identify imposter feelings, correct automatic thoughts and understand the difference between feelings and reality.