Most advice around navigating imposter syndrome focuses on overcoming it. But what if that’s the wrong approach?
In this week’s episode of The New Manager Playbook podcast, I explore why imposter feelings persist even at the highest levels of leadership- and why managing them, not eliminating them, is the true skill of exceptional leaders.
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The Universal Leadership Experience
Having worked with executives at Google, Apple, and Microsoft, I can tell you with certainty: imposter syndrome doesn’t disappear with experience or title. Even the most accomplished leaders have moments of self-doubt. It’s not just common, it’s universal.
But the important difference between leaders who struggle and those who thrive isn’t the absence of these feelings, it’s their response to them.
The Focus Trap
When coaching a client recently promoted to manage her former peers, there was something in the concerns she was sharing that really stood out to me. All her concerns centered on what she didn’t want:
- “I don’t want to lose their friendship”
- “I don’t want them to think I’m arrogant”
- “I don’t want to mess this up”
This negative focus reinforced her imposter feelings. She appeared uncertain and hesitant literally because she was concentrating on fears rather than intentions. We create what we focus on.
Her breakthrough came when we shifted to a different question: “How do you want to show up as a leader?”
This simple reframe changed everything. Instead of focusing on avoiding failure, she began creating a vision of being a successful leader.
The Confidence Paradox
Here’s the paradox of leadership confidence: Your team’s confidence in you depends largely on the confidence you demonstrate in yourself. Yet internal confidence often follows external expression rather than preceding it.
Put simply, to become confident, you must first appear confident. This isn’t about “fake it till you make it” – it’s about recognizing that behavior shapes mindset as much as mindset shapes behavior. Don’t just take it from me, take it from all of the books on confidence out there: confident actions create confident feelings, you can’t wait until you feel confident to try something new, or you’ll often be waiting forever.
But it goes even further with managers. When leaders hesitate and second-guess publicly, teams naturally question their capability. As one client told me: “When my manager seems unsure, I think ‘This person will never help me get where I want to go.'”
The Three-Step Framework for Leadership Confidence
The solution isn’t to eliminate imposter feelings, but to manage them effectively while projecting the confidence your team needs. Here’s the framework that’s transformed leadership transitions for my clients:
1. Set Your Leadership Intention
Define specifically how you want to show up as a leader. If you want to be “direct, compassionate, and maintain a fun vibe,” what does that look like specifically during difficult conversations or when deadlines are missed?
This intention becomes your North Star when imposter feelings arise.
2. Recognize Your Legitimate Value
Document the specific experiences, skills and successes that qualify you for your role. This isn’t ego, it’s accurate self-assessment.
One client realized she’d been bringing in new clients, mentoring new trainers, and was the most requested trainer in her gym. She wasn’t an imposter because she was new at managing, she was the natural choice because she was already showing up as a leader.
3. Focus on Your Team’s Goals, Not Your Authority
Rather than asserting your new position, demonstrate how you’ll help each team member achieve their goals. Meet individually with direct reports to understand their ambitions and challenges.
This approach transformed a team I inherited that had experienced three managers in one year. By acknowledging their situation while demonstrating how I could help them advance, buy-in was almost immediate.
The Real-World Impact
Leaders implementing this approach report remarkable results:
- It immediately builds trust because you show up more predictably with your team
- Teams align more quickly after leadership transitions
- Difficult conversations become less confrontational
- Leaders experience less anxiety and more enjoyment of their roles
One client who felt she would need “three years to feel confident” discovered it took just “three conversations” using this framework.
🎧 Watch on YouTube // Listen on Apple // Listen on Spotify 🎧
The Leadership Opportunity
The next time imposter feelings arise, recognize them as a normal part of leadership rather than a sign of inadequacy. Then:
- Reconnect with your leadership intention
- Review your legitimate qualifications
- Refocus on how you’ll help your team succeed
Remember: Your team doesn’t need a perfect leader. They need someone who can help them achieve their goals despite occasional self-doubt.
The most respected leaders aren’t those who never experience imposter feelings. They’re those who manage these feelings effectively while maintaining focus on their team’s success.
