That familiar 3am spiral of self-doubt – when you wonder how you really sounded in the meeting.
The inner voice whispering that you don't belong here... your success has been pure luck... any moment now everyone will discover you're a fraud.
Sounds familiar?
You're not alone.
The origins of not belonging
Imposter Syndrome was first identified in 1978 by researchers Pauline Rose Clance and Suzanne Ament Imes. Their study focused on 150 successful women who, despite clear evidence of their achievements, couldn't shake the belief that they'd fooled everyone about their capabilities.
The researchers explored various reasons for this syndrome, and wondered whether these feelings weren't random self-doubt. Perhaps, they were partly rooted in a natural response to a deeply sexist society that told women they didn't belong in positions of power. When society consistently signals that you're an outsider, it makes perfect sense that you'd internalize that message.
Nearly five decades later, women and minorities still carry this burden. In our work with women leaders, we see the relief that washes over faces when we name this secret dread of being "found out."
The problem with the "solution"
But here's where things get complicated. As leadership consultant Lauren Currie puts it:
"We're tired of people talking about women having impostor syndrome rather than talking about biases in hiring, promotion, leadership, and compensation."
When we focus solely on individual experiences, we miss the bigger picture. We end up trying to fix the person instead of fixing the system that made them feel like an imposter in the first place.
Think about it: if a woman of colour, or neurodiverse employee feels they're going to be "found out," is that really their “inner work” to overcome? Or is it a sign that their workplace isn't truly inclusive?
As Global Warrior Emma Taylor explains,
In our equine-guided leadership work, we often hear participants say things like:
“I feel like I’m faking it.”
“I’m not sure I belong here.”
“Any minute now, they’ll realise I’m not good enough.”
These thoughts are deeply familiar, but they are just that: thoughts.
Not evidence. Not truth. Not a flaw in who you are.
That’s why our Equine team has started calling it Impostor Thinking.
Because naming it as a pattern, not a syndrome, gives us power over it, and more crucially, the ability to change and shift our way of being.
It reminds us that these beliefs are often shaped by the systems around us, not something broken within us.
With the horses, there’s no judgment. No titles. No pressure to prove.
Just presence. Just being. Just truth.
And when you experience that, something starts to shift.
You begin to see those thoughts for what they are, and remember who you really are underneath them.
Let’s stop pathologising self-doubt, and instead notice the pattern so we can lead from the place that knows we’ve always been enough.
What signals are we sending?
Our organisational cultures are constantly broadcasting who belongs and who doesn't. These signals can be subtle but powerful:
- After-hours social events that exclude caregivers
- Team traditions centered around alcohol
- Icebreakers about international travel experiences
- Meetings that begin with emotional sharing as connection
Each sends a message about the "ideal" employee—and highlights who falls short of that impossible standard.
Take a moment to consider:
- Who in your team might feel like an "imposter"?
- What signals is your organisation unconsciously sending about belonging?
- Where are people inadvertently excluded or "othered"?
Building Authentic Cultures
The antidote to imposter syndrome isn't teaching people to feel more confident—it's creating workplaces where everyone's authentic self is welcomed.
This means actively cultivating cultures where:
- Vulnerability is modelled at every level, from the C-suite down
- Mistakes are discussed openly as learning opportunities
- Different perspectives are genuinely valued, not just tolerated
- No-knowing is acceptable—nobody has to pretend they have all the answers
When we normalise talking about our doubts, fears, and failures without seeing them as weaknesses, we demonstrate what true inclusion looks like.
Who gets to lead?
Another powerful approach is deliberately expanding our definition of leadership. This might mean creating women's leadership programs that make female leadership the norm rather than the exception.
Research shows society expects different things from men and women: warmth and nurturing from women, assertiveness and independence from men. These expectations get reinforced through countless daily interactions, becoming part of how we see ourselves.
Understanding these different pathways to leadership—and creating safe spaces for people to explore their unique strengths and challenges—is essential for building truly inclusive organizations.
The Path Forward
If you've identified imposter syndrome as a concern in your organization, maybe it's time to ask different questions:
Instead of "How do we help people feel more confident?" try "How do we create systems where everyone genuinely belongs?"
Instead of "What's wrong with this person's mindset?" ask "What's wrong with our culture that makes people feel like imposters?"
The goal isn't to eliminate all self-doubt—some questioning can fuel growth and excellence. The goal is to ensure that capable, talented people aren't held back by systems that were never designed to include them in the first place.
Creating Space for Women to Thrive
Many organisations struggle to develop and retain talented women leaders. We're passionate about creating transformational spaces where women can learn, grow, share their stories, and build empowering networks together.
Our women's leadership programs provide safe, confidential environments to address challenges unique to women in the workplace—from gender bias and work-life balance to career advancement barriers. We empower participants to step into more significant roles and contribute more effectively to their organisations.
Ready to transform your organisation's approach to women's leadership? Get in touch.
