I just can’t do it today! Maria sat at her desk, head in her hands looking absolutely miserable. She was supposed to be in a meeting with her boss providing an update on her current project. Despite working over 70 hours a week for the past two months and consistently exceeding project milestones, she was filled with dread about her impending meeting. Her anxiety was in overdrive with thoughts like What if it's still not good enough? and Why did I ever think I could do this?
This project represented more than a routine assignment; it symbolized Maria’s struggle for validation in a company rife with unrealistic expectations and excessive competition. In such a setting, every meeting felt like the slightest misstep could spell disaster. Was it her imposter syndrome taking hold or a toxic workplace culture driving her fear and insecurity? Could it be both?
The above scenario may sound familiar to some people, for some people a little too familiar, maybe. I do find it interesting to consider the root cause of any limiting belief; does it reside in the person or the organization? Or both? Are we unfairly labeling feelings of inadequacy, fraud, and self-doubt as imposter syndrome when it is really the function of a workplace that consistently sets people up for failure? As we continue to understand how to best support people and teams at work, it is an important question to ask.
To begin, let’s take a look at a quick definition of these terms.
Imposter syndrome is a psychological phenomenon where individuals, despite evident success and competence, doubt their accomplishments and may fear being exposed as a fraud. It is a common phenomenon notable among high achievers or when an individual is the sole representative of their race or gender to reach a certain level within an organization. In such cases, they may not only contend with a prejudiced infrastructure but also do so in the absence of mentorship from those who grasp the nuances of their distinct circumstances.
A toxic work culture refers to the overall experience at the workplace and is characterized by an environment that negatively impacts the well-being and productivity of its employees. It is often marked by a combination of poor leadership, lack of support for employees, unhealthy competition, high levels of stress, and a general disregard for the personal and professional growth of the team. Toxic cultures manifest through various behaviors and practices, including but not limited to bullying, discrimination, unrealistic work demands, and a lack of communication and respect among team members.
Imposter Syndrome or Toxic Workplace?
Several perspectives have recently emerged wondering if imposter syndrome is a personal issue, or if it is a problem caused by toxic organizations. Some go further, stating to label someone as having imposter syndrome is to blame them for circumstances beyond their control and identifying people in this way may be symptomatic of broader issues rooted in challenging workplaces. In environments rife with perfectionism, unrealistic expectations, shifting objectives, and intense competition, insecurity will naturally thrive.
Toxic workplaces contribute to the erosion of self-confidence and may reinforce a false belief that one's success is undeserved or a result of luck. The relentless pressure to perform, coupled with a culture that undervalues individual contributions, sets a fertile ground for imposter syndrome to flourish, leading highly capable professionals to question their worth and value. This perspective argues that attributing feelings of inadequacy to imposter syndrome unfairly shifts the focus to the individual, overlooking the significant role the workplace culture plays in fostering these feelings.
So, Just How Prevalent are Toxic Workplaces?
APA’s 2023 Work in America Survey conducted The Harris Poll, which provided details on toxic workplaces. Their finding included the following:
More than 1 in 5 workers (22%) said they had experienced harm to their mental health at work.
22% of workers said they experienced harassment at work in the past 12 months (Up from 14% in 2022).
A survey by FlexJobs indicated the following:
42% of professionals are actively thinking about quitting their jobs, while another 20% have recently quit.
27% of respondents indicated a toxic company culture was a major cause of the desire to leave.
Repetitive stress from abuse in the workplace was shown to lead to physical health issues like heart disease and cancer.
Data published in DDI's Frontline Leader Project went a step further and noted:
57% of employees have left a job because of their manager.
Furthermore, 14% have left multiple jobs because of their managers and an additional 32% have seriously considered leaving because of their manager.
In another survey by Traliant,
The survey found top contributors to workplace stress were burnout and toxic management practices.
86% of the respondents either strongly or somewhat strongly agreed that employers need to do more to address mental health needs in the workplace.
Additional research shows a strong correlation between toxic workplace environments and the prevalence of imposter syndrome. The International Journal of Behavioral Science found environments that undervalue the contributions of women and maintain high levels of competitiveness without support may significantly increase feelings of inadequacy. This is further supported by findings suggesting that imposter syndrome may be particularly acute in settings that lack diversity and inclusivity. In short, a pervasive and detrimental workplace culture may have a significant impact on one’s feelings of competence.
A New Perspective
In February of 2021, Tulshyan and Burey observed in their landmark Harvard Business Review article, that the initial formulation of imposter syndrome in 1978 did not take into consideration how a biased work environment impacts the individual. They hypothesized this oversight has led to an emphasis on trying to fix individuals experiencing imposter syndrome, rather than addressing the environment that is causing it.
The combination of a toxic work culture exacerbates imposter syndrome and may lead to detrimental outcomes, including decreased job satisfaction, lower performance levels, and even mental health issues. Professional women may find themselves in a vicious cycle, where the toxic environment increases symptoms of imposter syndrome, which in turn, hinders their ability to seek out or accept opportunities for advancement, thus reinforcing the feelings of inadequacy.
How Do We Fix It?
So it appears there is a direct link between the work environment and how people feel about themselves and their abilities. If this is the case, what can we do? Creating an environment that is conducive to thriving employees is a must and it requires a two-prong approach. First, it is important to carefully examine the workplace culture and determine if there are factors that increase the likelihood of people developing imposter syndrome. Secondly, we must also provide support to individuals and teams to help them with strategies for understanding their value and what they can do to reclaim their worthiness.
What Leaders Can Do
Acknowledge the Issue: Recognize and accept there is a problem within the environment. Speak about the concerns with your team and gain a clear understanding of where you see opportunities to shift the culture. Try not to get defensive and listen to understand their perspectives.
Ensure Open Lines of Communication: Encourage open, honest dialogue between management and employees. Implement regular check-ins and feedback sessions to keep communication channels active.
Clear Expectations and Values: Define and communicate clear expectations regarding behavior, respect, and professionalism in the workplace. Establish core values that prioritize inclusivity, respect, and teamwork.
Provide Training and Development: Offer sessions focused on diversity, equity, inclusion, and conflict resolution. Promote leadership development programs to better prepare managers with effective people management skills. (One of the BEST programs I could recommend would be Crucial Conversations! Can’t afford the training? Get the book HERE.)
Implement and Enforce Existing Policies: Develop and enforce policies that address discrimination, harassment, and bullying. Ensure there are clear, confidential processes for reporting and addressing grievances.
Promote Transparency and Accountability: Make organizational decisions transparently, explaining the rationale behind significant changes or policies. Hold all employees, regardless of their position, accountable for their actions and behaviors.
Celebrate Your Team: Regularly acknowledge and reward employees for their contributions and achievements. Celebrate team successes and encourage peer recognition.
Support Work-Life Harmony: Introduce flexible working arrangements to support a better balance between professional and personal lives. Encourage employees to take their full leave/vacation/PTO and respect boundaries between work and home time.
Model the Behavior You Want to See: If you do not stay home when you are sick, send emails at all hours of the night, and arrive at work hours before everyone else, you are sending a clear message about expectations. As a leader, you set the tone by how you show up and how you manage yourself.
What Individuals Can Do
Set Boundaries: Learn to set and enforce healthy work-life boundaries. This includes saying no to unrealistic expectations and understanding it is okay to prioritize your well-being. If you can do only one thing, make it this one!
Seek Out Supportive Networks: Find allies within or outside your workplace. Mentorship and peer support networks can provide valuable advice, perspective, and emotional support. Networking groups specifically for professional women can be particularly beneficial. If there are no supports at your current company, that may be a cue to consider other options.
Celebrate Your Achievements: Keep a record of your accomplishments, feedback, and moments of success. (I like to keep a box of thank you notes and other tokens of appreciation that I can look at when I am feeling down.) Reviewing this record can boost your confidence and combat feelings of imposter syndrome.
Advocate for a Positive Work Culture: Be a force for change in your workplace. Advocate for policies and practices that promote diversity, equity, and inclusion. A supportive work environment benefits everyone and can help mitigate the effects of both a toxic culture and imposter syndrome.
Professional Development: Invest in your professional development through workshops, courses, and reading. Enhancing your skills not only boosts your confidence but also provides tangible evidence against imposter syndrome.
Know When to Walk Away: If you realize it is unlikely that your workplace will be able to change, you may need an exit plan. It is important to remember that finding a job that is a good fit is a good decision for you personally as well as for the organization.
Great Workplace; Still Feeling Inadequate?
It is important to understand that imposter syndrome can occur even if the workplace supports a strong, positive culture. If you love where you work but still struggle with feeling like you are not good enough this does not mean there is something wrong with you. There are many reasons why you may feel this way. For more information, check out my blog HERE. On or after March 22nd you can check out a conversation with Adrianne McDonald and me on her Source Code Podcast HERE.
In facing these challenges, the key is to remember that you are not alone. Many people experience similar feelings and situations. By sharing experiences, strategies, and support, we can work towards a professional environment where everyone can thrive without the shadow of imposter syndrome.
Do you or your team need help with a toxic work culture, feeling stuck in a rut, or support with your own limiting beliefs? Check out my website for more insights and opportunities to connect.
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