Imposter Syndrome as a Superpower
This week’s article is inspired by Caroline Flanagan’s new book ‘Be the First’ and her recent thought-provoking webinar around this concept of transforming imposter syndrome faced by people of colour into a superpower when you happen to be … the first.
Being the First
Being the first is often given as a badge of honour in an organisation. Congratulations go out to the first ethnic minority managing director, the first woman to reach Partner or the first man to take Shared Parental Leave. But how does this person feel? Being the first has the potential to feel isolating and lonely. Although you know you’re a part of the progress that needs to happen (being a role model for future generations), for now; there’s no one else like you at that table.
Beating Imposter Syndrome
A February 2021 Harvard Business Review article suggests we should ‘Stop Telling Women They Have Imposter Syndrome’ because it puts the blame on the individual rather than on the failure of the system or structural bias which is at its root. It’s a point well-made and we should absolutely work to tackle the issue at a systemic level. Nevertheless, it remains a concept that many minority groups still suffer from. Indeed, I experience it myself on a regular basis, often needing to self-coach myself to re-build my confidence before a client meeting or facilitating a workshop. I also, all too often, spot my coachee’s narratives are embedded in a feeling of being a fraud. In her book, Caroline emphasises the need to rebel against the feeling of powerlessness that this can bring and suggests ways to positively reframe imposter syndrome. So - rather than feeling isolated and alone when you are the first, she suggests you own it.
“Use your imposter syndrome to your advantage so that instead of being the barrier that holds you back – it becomes the engine that propels you forward” – Caroline Flanagan
A World Built on Expectations & Stereotypes
In his book, ‘How to be an Antiracist’, Ibram X. Kendi, gives an example of society’s expectation and belief that Black people will be naturally good at jazz, rap and basketball and White people are naturally good at classical music, chess, and astronomy. So, for a Black person to ‘be the first’ they must venture across the invisible barrier of expectation, to the other side; where they would be the first Black world class chess player for example. But doesn’t the same apply the other way? Doesn’t that invisible barrier create issues for a White person to ‘be the first’ award-winning jazz artist?
My point here isn’t to diminish the struggle of people of colour in a white world, but simply to point out that the issue of ‘othering’ i.e., ‘you’re different to me and don’t belong here’ applies both ways. We see it, for example, when attending a parent and baby group and the only father gets stared at as if he has two heads! Typically, men are seen as the dominant, majority group and yet in this context, he has crossed the barrier of expectation…. he is the ‘first’.
Create ‘We’
At Avenir, we work with organisations to break down these barriers of expectation and challenge the bias and stereotypes that put people into boxes and exacerbate imposter syndrome for those in the minority group.
Our ‘Privilege, Bias or Merit?’ workshop raises people’s self-awareness of their own biases, which is the foundation to embracing difference. And our ‘Interacting Positively with Difference’ workshop takes it a step further to demonstrate that despite differences, we always share some commonality, which is vital to achieving a connected organisation. Raising everyone’s awareness and empathy for those who are different to us is key here – not just fixing those in the majority to better understand minority groups. The ownership and accountability rests on all so that when anyone crosses the invisible barrier of expectation, they are respected, admired and supported. Through this work at a deeper, cultural level, we are confident that there will be more ‘firsts’ in organisations.
The ultimate goal = people from minority groups will no longer question whether they will be ‘found out’ for getting a job they don’t deserve or question whether others are wondering why they got the job. Imposter syndrome will no longer be a something they struggle with.
Special thanks to Caroline for starting this ‘be the first’ movement and inspiring people of colour to own their imposter syndrome. You can purchase her book here to read more.