You can be good at your job. Experienced. Capable. Even trusted by others... and still quietly feel like you’re winging it most of the time.
It’s that moment before you hit send on an email where you reread it again and again. Or when you share an idea in a meeting and immediately second-guess yourself, or don’t speak up because you think you can add value. Or when someone praises your work and your first instinct is to brush it off.
That’s imposter syndrome.
But guess what? You’re not underqualified. You’re human.
Research suggests that around 70% of professionals experience imposter syndrome at some point in their careers, and nearly half of employees feel it in their current role.
Imposter syndrome is the internal belief that you’re not as competent as others think you are, and that at some point, you’ll be “found out.” Even when there’s clear evidence of your skills and achievements, it doesn’t quite land.
It often shows up quietly.
You might doubt your abilities despite proven results, overwork to prove your worth, struggle to accept praise, or feel like you don’t quite belong.
And interestingly, it tends to show up more when you’re growing.
When you step into something new or take on more responsibility, there’s naturally uncertainty. But instead of recognising it as growth, we often read it as a sign that we’re not good enough.
It also doesn’t help that we compare our behind-the-scenes to everyone else’s highlight reel.
You see confident, capable colleagues. What you don’t see is their doubt and their learning curve, or the mistakes they’ve made along the way.
For many people, high standards make this worse.
If your expectation is that you should already know everything, anything less feels like failure. But the most effective people are rarely the ones who know everything. They’re the ones who keep learning.
Over time, imposter syndrome starts to affect how you show up: You hold back ideas, second-guess decisions, hesitate to take on opportunities, or overwork to prove yourself.
So, how do we deal with this? The goal isn’t to get rid of imposter syndrome completely. Because it’s not really that simple and it can be difficult at first.
Instead, the secret lies in our response to it. We need to start responding differently...
Sometimes it starts with simply recognising what it is. Being able to say, “This is imposter syndrome, not fact,” creates just enough distance to stop the spiral.
It helps to keep a record of your wins.... Positive feedback, completed projects, challenges you’ve handled. Things that are easy to forget, but important to remember when doubt creeps in.
Another shift is to stop waiting until you feel ready. Confidence doesn’t come first. Action does. Most people you admire didn’t feel ready either. They just started.
As uncomfortable as it can feel, asking questions also helps. It’s often what builds real understanding and confidence over time.
And maybe one of the most helpful shifts is redefining what competence actually looks like. It’s not about knowing everything or always feeling confident. It’s about being willing to learn, taking ownership, and showing up consistently.
The reality is that a lot of people at work are figuring things out as they go.
The difference is not that some people feel confident all the time and others don’t.
The difference is how they respond to that feeling.
So please remember, if you’ve been feeling like you don’t quite belong, it might actually be a sign that you’re stepping into something new.
And that’s not something to shrink away from...
It’s something to grow into.
Staff Training is a South African soft skills training provider with more than 80 workshops on offer.
Email us at
info@StaffTraining.co.za for more info or give us a call at 0861 996 660
