What is impostor syndrome and how to overcome it in the workplace

In everyday office life, we don’t just deal with projects, objectives, and meetings—we also confront psychological realities that are rarely talked about. Chronic stress, anxiety, burnout, and depression are conditions that directly affect how we work, how we interact with our teams, and how our careers develop.

On top of those challenges is a phenomenon we know well: imposter syndrome. That persistent feeling that we’re never good enough, that our achievements are due to luck, or that at any moment someone will discover we’re not as competent as we seem. A malaise that gradually erodes confidence and restricts opportunities for growth.

We are living in a time when digital transformation and artificial intelligence are reshaping the rules of the job market. In this context, imposter syndrome finds fertile ground. That is why, at Planeta Formación y Universidades, we promote Nex·ia, our applied artificial intelligence centre in partnership with Google Cloud and Deloitte. Through it, we aim to support talent in this transition—offering AI training that not only updates skills but also reduces uncertainty and strengthens professionals’ confidence.

What is imposter syndrome?

Origin and evolution of a key concept in psychology

In the late 1970s, two American psychologists, Pauline Clance and Suzanne Imes, observed a curious phenomenon among women with outstanding academic records. Despite their grades, achievements, and recognition, these women felt like frauds. They believed their success resulted from luck or error, and they feared being "found out." They coined this pattern the “imposter phenomenon.”

Over time, research showed that this is not something that only women or the academic world experience. It also appears in professionals across all fields, men and women, especially in highly competitive sectors like medicine, law, or technology. Today, we use the term “imposter syndrome” to describe that persistent feeling of not being good enough even when evidence says otherwise. Although it is not officially listed as a clinical disorder in diagnostic manuals, its impact on professional life is undeniable.

Factors that intensify it in highly qualified profiles

Highly qualified individuals often feel a constant pressure to excel. In sectors like engineering, medicine, and research, the fear of failure becomes the soil in which imposter syndrome thrives. Recent studies show that over half of software engineers admit to having experienced it, with even higher rates among women and underrepresented minorities.

Traits such as perfectionism, comparing oneself to high-performing peers, and holding oneself to very high standards fuel the sensation. Ironically, the more training or success someone has achieved, the stronger their fear of being unworthy often becomes.

Characteristics of impostor syndrome

How to recognize if you are experiencing this syndrome

There are common signs that can help you identify it. People who suffer from imposter syndrome tend to work far more hours than necessary to “prove” their worth. They have difficulty accepting praise: they downplay it, justify it, or attribute their achievements to external factors like luck or timing.

Differences between occasional insecurity and persistent syndrome

All professionals have moments of self-doubt. A temporary insecurity might arise when facing a new challenge or an unexpected responsibility, but it usually fades with experience or support. Imposter syndrome, by contrast, is a repeating cycle: after every success comes a brief sense of relief, followed by the suspicion it was luck, or that “next time it won’t go so well.”

This constant back-and-forth sets the syndrome apart from ordinary insecurity. The former is a temporary reaction; the latter is a persistent way of seeing oneself that gradually becomes draining.

Impostor syndrome at work: causes and consequences

Main causes in the professional environment

The work context can intensify imposter syndrome. Highly competitive corporate cultures, where mistakes are heavily judged and perfection is expected, act as accelerants. A lack of role models or the underrepresentation of certain types of people in leadership positions also contributes. In these scenarios, individuals belonging to minority or underrepresented groups often feel burdened by the sense that they are representing many people, which increases pressure.

Consequences on productivity, well-being and professional development

Imposter syndrome has a direct effect on work life. It can lead to overload, as individuals try to compensate for their doubts by working more than is healthy. It causes emotional exhaustion, sometimes burnout. The inability to enjoy one’s achievements undermines motivation and reduces professional satisfaction.

At an organizational level, its impact is substantial: it stifles innovation, makes it harder for talented individuals to take on new responsibilities, and limits the pipeline to leadership. Teams where imposter syndrome is widespread lose confidence, creativity, and diversity in decision-making.

Strategies to overcome impostor syndrome in the workplace

Strengthening professional self-esteem

One approach is to actively work on how you perceive your own merit. Collect concrete evidence of your achievements, document your progress, or explicitly acknowledge goals you've reached. These actions help build an objective foundation of confidence. Tools like the Clance Imposter Phenomenon Scale enable one to assess how strong the syndrome is, and can serve as a benchmark for improvement.

The role of mentoring, positive feedback, and emotional management

There is enormous power in the shared experience. Having mentors, getting honest feedback, participating in groups where imposter syndrome is openly discussed—these things help break the sense of isolation. Such spaces normalize self-doubt and help see it as part of growth.

Emotional management is also key. Techniques for managing stress, practicing self-compassion, and getting psychological support allow us to challenge excessive self-criticism. Gradually, the story of “I’m not good enough” gives way to a more balanced narrative: “I’ve reached this point through hard work and merit.”

Conclusion

Imposter syndrome is best challenged when it's shared. Speaking openly about it, recognizing the achievements of those around us, giving honest feedback—these are gestures that lighten the burden of self-doubt. Every time someone allows themselves to celebrate their progress, they also give others permission to do the same. It’s not about eliminating self-criticism, but about balancing it with a constant reminder: no one gets here by accident, and every journey deserves recognition.

At Planeta Formación y Universidades, we believe that support is the best path to growth. That’s why we encourage you to take a simple first step: try this test—a practical tool for uncovering your strengths, spotting areas to develop, and beginning to view your own talent with more confidence. Because each individual step forward, when shared, increases its impact on the whole community.