Tackling Imposter Syndrome in Public Service 

Let’s talk about something incredibly common, often difficult to name, and potentially career-limiting if left unaddressed: Imposter Syndrome. 

You’ve probably come across the concept of imposter syndrome before—maybe even seen it broken down into types, traits, or tidy acronyms. But let’s demystify it and get to work on overcoming it—because if you’re reading this, you might already be wondering: How do I fit into this? 

So, let’s talk about you. You—who has the credentials, the experience, the dedication—and yet still feels, sometimes, like you’re just faking it. 

That’s imposter syndrome: the experience of persistent self-doubt, even in the face of real, visible accomplishments. 

Let’s explore where the term came from, why it shows up (especially in public service), and four practical strategies you can use to quiet the voice of “I don’t belong here.” 

Where Did the Term “Imposter Syndrome” Come From? 

In 1978, two psychologists—Pauline Rose Clance and Suzanne Imes—were researching high-achieving women. What they found was striking: despite their accomplishments, many of their clients felt like frauds. They described it as “an internal experience of intellectual phoniness.” 

That research coined the term “Imposter Phenomenon” (later popularized as imposter syndrome), and it’s been studied across genders, identities, and professions ever since. We now know it disproportionately affects marginalized groups—but the truth is, no one is immune. 

Even Michelle Obama, a Princeton and Harvard Law graduate, bestselling author, and former First Lady, has spoken publicly about her own imposter feelings: 

“I still have a little [bit of] imposter syndrome, it never goes away… What do I know? I share that with you because we all have doubts in our abilities.” 

Let that sink in. If Michelle Obama still feels it sometimes, maybe we can stop treating it as a sign of failure—and start seeing it as part of the human experience. 

So… What Can You Do About It? 

Let’s explore four strategies grounded in research, real-world examples, and leadership coaching that can help you navigate imposter syndrome more effectively. 

1. Find Your Flow: Match Skill to Challenge 

One of our favorite frameworks at Lancaster Leadership is from Mihaly Csikszentmihalyi’s book Flow: The Psychology of Optimal Experience. 

Flow is that magical state where your skills and the challenge in front of you are perfectly matched—you’re focused, engaged, even joyful. 

But when the challenge feels bigger than your skills, overwhelm creeps in. When your skills outpace the challenge, you get bored. And when your skills and challenge don’t seem to align at all, you may feel like a fraud. 

Imposter syndrome thrives in that mismatch. 

The good news: it’s a chance for growth. Instead of panicking, ask yourself: 

What skills do I need to develop to meet this challenge? 

What support or learning could bridge the gap? 

The goal isn’t to prove yourself—it’s to grow yourself. 

2. Name It to Tame It—and Recognize Your Wins 

Dan Siegel, neurobiologist and founder of UCLA’s Mindful Awareness Research Center, popularized the phrase “name it to tame it.” His research shows that naming our feelings reduces their intensity. 

Next time imposter syndrome hits, say it out loud: 

“I’m feeling overwhelmed right now.” 
“I’m doubting myself, even though I’ve done this before.” 

Just naming it can reduce its grip. 

Now pair that with this: recognize your accomplishments. 

Imposter syndrome skews your mental math. You could get 90% of something right, and all your brain sees is the 10% you didn’t nail. 

One client of ours started keeping a “90% Document”—a running list of successes he was minimizing. You might try the same: a notes file, a voice memo, even a sticky note with your recent wins. Get it out of your head and into the light. 

3. Connect: Be Courageous and Learn from It 

Imposter syndrome thrives in isolation. 

That’s why connection matters. Here’s a 3-part approach: 

a. Share your experience. 
Say it out loud to someone you trust. Chances are, they’ve felt it too—and saying it makes it less powerful for both of you. 

b. Ask for feedback. 
Yes, it’s scary. It might feel like inviting criticism. But feedback, especially when you ask for it in specific ways, can become a confidence booster. Try questions like: 

“Was my message clear?” 

“What’s one thing I could do better next time?” 

When drafting this article about Imposter Syndrome, I sent it out to trusted colleagues and asked, “Are the tips actionable? Do I need more context?” The feedback helped me improve it and reminded me that I’m not alone in my doubts. 

c. Learn from it. 
Don’t just survive feedback—use it. Learning transforms fear into forward motion. 

4. Support Others: Lift as You Climb 

Finally, whether you’re wrestling with imposter syndrome yourself or not, you can be someone else’s anchor. 

Encourage the new hire. Acknowledge a peer’s strengths. Celebrate the wins others might downplay. 

Culture is contagious. When we make space for others to show up as whole, imperfect humans, we get to do the same. 

Leadership isn’t just about managing others—it’s about modeling what it looks like to belong, even when you feel unsure. 

Final Thought: You’re Not Alone 

Imposter syndrome has been around for decades. It affects people across sectors, titles, and identities—including those at the highest levels of leadership. 

But it doesn’t have to hold you back. 

To recap, here are four ways to navigate imposter syndrome: 

1. Find your flow—match your skills to the challenge. 

2. Name it to tame it—and recognize what you’ve accomplished. 

3. Connect with others—share, ask for feedback, and grow. 

4. Support someone else—because all ships rise with the tide. 

You belong in the room. You’ve done the work. And even when imposter syndrome whispers otherwise, there are strategies—and a community—here to help you rise.