Imposter Syndrome - Or Just Growth?
by Marion Hewitt | 15 February 2026
Have you ever considered that maybe feeling like an imposter isn’t a flaw to fix but simply what stretching beyond your comfort zone feels like?
I have been reflecting again on imposter syndrome, a subject I have explored in previous blogs. It is a topic that keeps resurfacing in conversations with capable, experienced professionals who are doing great work and yet quietly wondering whether they are as competent as others believe. They are living with the inner expectation of being ‘found out’.
It was something that appeared strongly in the Confidence in HR research I was recently involved in, and is the popularised version of the term imposter phenomenon first coined by Clance and Imes back in 1978 from their research and observations of high achieving women.
Although originally described as “impostor phenomenon” the language has shifted to “imposter syndrome”. This is a subtle but significant change, as phenomenon simply describes a pattern of experience, whereas syndrome implies pathology or a personal deficit.
My reflection is whether we should stop considering it as a deficit or a condition to cure but recognise it as part of being human and normalise the emotions we experience. If we are stretching ourself into new areas it is perfectly understandable that we will feel uncomfortable.
How Common is Imposter Syndrome?
A figure often quoted is that around 70% of people experience imposter syndrome at some point in their lives. That estimate originates from a review that reflected lifetime experience rather than constant struggle. More rigorous analysis found prevalence rates ranging from 9% to 82%, depending on how imposter syndrome was defined and measured.
That is a huge range.
Different studies use different scales. Some measure occasional self-doubt, whilst others measure persistent fear of being found out. Some focus on students, some on medical professionals, some on senior leaders. Women tend to report higher levels in certain contexts, particularly in male-dominated environments, though more recent research suggests men experience it too, they may simply report it differently. Early-career professionals often report higher levels, but interestingly, it does not disappear with seniority.
Many high-profile individuals have openly described experiencing imposter feelings, from Michelle Obama to Tom Hanks. Their visibility and success did not eliminate self-doubt. If anything, they said it increased it.
Context Matters
There is also evidence that context shapes the intensity of imposter feelings. In the Confidence in HR Study 2025 I was recently involved in conducting, 85% of respondents reported experiencing imposter syndrome sometimes, often or always. Only 4% described HR as “completely confident” as a function. Alongside this, 57% reported sometimes, often or always feeling low self-worth, influenced by how HR is treated within their organisation.
These findings suggest that imposter feelings are not just about our inner experience but influenced by how a role or profession is perceived and valued. When people operate in environments where their contribution is under-recognised or they are excluded from key decisions, self-doubt may intensify. Confidence does not exist in a vacuum.
Whatever your role, if your work is invisible, undervalued or constantly reactive, it becomes harder to internalise success.
The Discomfort of Growth
Adam Grant, particularly in his book Hidden Potential, offers a helpful perspective, suggesting that growth is inherently uncomfortable. Progress requires operating beyond our current level of proficiency. When we stretch ourself into new areas, confidence often lags behind capability.
This aligns with other established psychological research. Bandura’s theory of self-efficacy demonstrates that confidence develops through mastery experiences which involve challenge. Dweck’s work on growth mindset similarly shows that development lives in the space between effort and competence. If we are always entirely certain and comfortable, we are probably not learning.
From a neurological perspective, uncertainty activates threat responses because the brain prefers consistency and safety. When we try something new that response may be triggered but it isn’t saying we are a fraud, it is recognising discomfort.
What if we were to reframe the thought that “I am not sure I belong here” to “this is new and stretching”?
When Doubt Helps Performance
It is important not to swing too far in either direction and imposter feelings are not always harmful. Research into overconfidence suggests that complete certainty can impair judgement. Having a degree of questioning can encourage preparation, humility and openness to feedback.
The difficulty arises when doubt becomes identity-based rather than situational. “This presentation feels stretching” is very different from “I am a fraud.” The first can prompt learning. The second can reduce wellbeing.
Associations between imposter experiences and anxiety, depression and burnout have been found. When persistent, the unhelpful thought patterns can affect both health and career progression. Individuals may overwork to compensate, procrastinate out of fear of exposure, or avoid opportunities altogether.
The feeling itself may be common. The consequences depend on how it is interpreted and managed.
Moving From Diagnosis to Reflection
There is something powerful about shifting from diagnosis to reflection. Instead of labelling ourselves as having a syndrome, we can pause and examine the experience.
- What evidence supports the thought that I am not competent?
- What evidence contradicts it?
- What would I say to a colleague in the same position?
Small shifts in interpretation can have significant impact. The language matters. “I am an imposter” feels fixed and identity-based. “I am stretching myself in a new area” feels developmental and temporary.
If so many people experience imposter feelings at some point, then the experience itself does not limit progress and achievement, but it does make the journey less pleasant.
A Final Reflection
If you were to reposition your thinking about imposter syndrome, ask yourself:
- Where are you currently stretching?
- Is your doubt telling you something useful or something untrue?
- What would change if you treated it as information rather than identity?
#ImposterSyndrome #ConfidenceInHR #HiddenPotential #PositivePsychology #WellbeingStrategy
Call 07980 513646 or send us an email marionhewitt@proteasolutions.co.uk