Authentic Success

My team and I had just launched a high-profile, worldwide marketing campaign, which was my baby, from start to finish. I was working like a maniac. My boss was our larger-than-life, demanding and, at times, explosive, COO. I was the first female manager in this storied engineering-based organization among 13 other male managers…a boy’s club.

In my personal life, my 5-yr old had just been diagnosed with autism, and my daughter had just turned one. My husband wasn’t much help, and the autism piece was ‘mine to sort out.’

I think you get the picture.

I realize now that for many obvious reasons – I was suffering from Imposter Syndrome. I was working in an environment that bred self-doubt; I was the only woman in management; I had risen up the ranks quickly – and I had ample childhood experience to support my beliefs that I didn’t deserve my success, and I wasn’t smart enough.

On the day in question, my boss called me into his office, sat me down and asked about the results of the campaign. I reminded him of our timeline, and said it was too soon. To my horror, he slammed his fist on his desk three times, as he bellowed out the words, “I… WANT… LEADS!”

Needless to say, I was horrified. How could I bring my best self to my work after this attack? How could I prevent this from impacting my already shaky self-confidence? How could I not hide out and avoid taking risks?

I got over it eventually, but it wasn’t easy or fast. Imposter Syndrome continued to plague me for years, until I discovered what it was, and how it shows up. Luckily, I’m a “driver”, and equipped with a hefty dose of resilience, which I called upon each and every day I worked there. Until I left to save my sanity, that is.

Lessons learned (or should I say reinforced)? A leader’s self and style awareness, employee/team happiness, and organizational success are so interwoven that they can’t be teased apart. Research has proven it. If my boss had known how deadly his blind spots were, and if my company had the slightest idea of how attacking people impacted their productivity, they might have been able to turn things around. Shit runs downhill, but so does happiness! What a waste.

As for me, I’ve done my work, and I’m still doing it, as no one’s ever “done”. I’m happy to say that while no one’s immune from self-doubt (sociopaths excluded), Imposter Syndrome doesn’t live here anymore. I know I’m talented. I know my worth. And now, I don’t take things personally.

Statistically speaking, 70% of the people in your organization suffer Imposter Syndrome symptoms.  That means that they spend a portion of their energy, wearing a protective mask designed to prevent the world around them from seeing their vulnerabilities.  It means that you aren’t getting the best of them.

Project Management for me has always equally been about managing the people on your team, as it is about the process you follow.  These folks have talents, struggles, personal lives and the ability to make or break your project.  By learning about, and applying the knowledge of Imposter Syndrome to your team, you will:

• Create a depth of understanding about work styles, behaviour, motivation and communication techniques;
• Be able to support your team to take off the mask while working with you so that they can focus all of their energy on creating amazing outcomes; and
• Become the kind of leader and manager that inspires, motivates and builds lasting, meaningful peer relationships.

It’s not a soft skill – it’s a necessary one.  It is as complex as any technical aspect of your project, and just as worthy of your attention and commitment.

This blog will deliver content, examples, strategies and research on Imposter Syndrome because it has become my company’s entire focus of attention and commitment. I hope you enjoy it, learn from it, are challenged by it, and engage about it whenever you can! For more information at any time, visit:

www.lovingwarriorwomencoaching.com