The impostor syndrome (also called impostor phenomenon, impostorism, fraud syndrome and the impostor experience) is getting a lot of attention, but it’s not new. Pauline Clance and Suzanne Imes coined “impostor phenomenon” in research they published in 1978. In the more than 40 years since, it’s become an epidemic, affecting at least 70% of business leaders and managers, and its negative effect on our professional and personal lives is profound.
This series will explore fear and toxicity, first to define those terms, then to show them at work (and all the damage they do), and finally to shed some light on how to kick them to the curb.
It’s easy to ask and answer why we need to end fear and toxicity, and hard to answer how. But it can be done; it just takes an environment that recognizes these human qualities and offers a platform to work through them. And everyone has to be onboard. We need to change the fear-based workplace into the trust-based workplace, and we need to do it sooner rather than later.
My best friend yelled at me last week, a little. She spoke the truth about some of my actions; about my breakneck life pace and some of my recent decisions. I am not mad at her — I expect that from her, and I love her for it. She was angry with me and for me because she is one of the holders of my stories and secrets — a true and trusted friend.
I sit here thinking about those actions and decisions, and I’m angry (at myself).
I've been developing "The Maven Principle" for myself and others to level up life power skills. And as I like to practice what I preach, I'm acting as a guinea pig in developing this workshop. I speak a ton on inclusive workplaces, diversity, personal development, and personal brand, and there are times when my own best practices, morning rituals, and healthy habits falter. I'm human just like anyone else, and there is a myriad of reasons we slip off our paths.