Can we really talk about something today that is a little uncomfortable to talk about? A feeling when you are in a client meeting or hitting your deadlines or running a project and in that moment, you are thinking about how someone is going to just realise that you have no idea what you are saying or doing. Yes, that feeling!

A self doubt that carries with most people all along their lives. It is known as Imposter Syndrome. At any point of time in your life, if you have felt it, you are not broken, you are just human. What is weird is that it doesn’t show up when you are in the struggling phase, it comes to you when you are succeeding. Just after taking a promotion or when you are in the middle of the major project, it hits you suddenly. I have seen many people going through this. They are smart, high performing people and also capable but these are the people who start questioning themselves if they really deserve to have what they do have.

Let’s talk about it in detail.

What Imposter Syndrome Looks Like in a Startup Consulting Environment

So, what does it look like? It is most of the time not loud or obvious. It is very quiet and found in everyday moments. For example: You just finished a very complex salesforce implementation but rather than feeling proud, you just think that it wasn’t a big deal or you just got lucky. Imposter Syndrome is characterised by continuous self doubt and fears of  being exposed as a fraud, even when there is clear proof of success and competence. People may continuously compare themselves to others and constantly worry about their contributions that they are not being valued. At the same time they can feel success is due to luck rather than their skill. It is all related and common in high work pressure, ambitious environments and it can sometimes hold people back from being creative and willingness to seek opportunity decreases.

The Paradox of High-Performance Teams

Here is the irony: When the bar is high, there are more chances for people to feel that they are falling apart. Sometimes the team is capable and the individuals internally second guess their own place in it.

This happens when they are surrounded by excellence, they naturally raise their own expectations. This in a way is good but it can become toxic too. This should not happen. Growth should not turn into anxiety. Collab should not turn into quiet competition. Being great should never feel like never being enough.

Where It Starts: Subtle Signals

Imposter Syndrome almost never announces itself. It shows up in very small and unspoken ways. It can be seen in some very clear actions of the person. Like over prepping for client meetings, staying silent in strategy sessions because one feels there are far more knowledgeable people and they know better. The biggest of all, it is continuously comparing oneself from behind the scenes to someone else’s highlight reels. In consulting, where confidence often sells and speed is currency, these signals get missed or even worse they are dismissed.

Let’s Be Real: What We Can Do About It

The syndrome is not just about the personal mindset but it is also shaped by the environment we create. Let’s dive into a few pointers as to how we can tackle it.

Creating Psychological Safety: A culture should be fostered where it is always safe to ask questions even when the question is dumb enough for the person who is asking it. The environment should be open enough for people to admit mistakes and challenge the ideas without the fear of judgement.

Redefining What “High Performance” Actually Means: The perspective of always on and always perfect should shift to accountable, adaptable and learning focus. It is about being human and it actually is a strength in client relationships and team dynamics.

Supporting Growth Without Perfection: With coaching, mentorship and learning from peers, we are letting people know that growth is messy. And it is completely okay. Maybe one cannot know right now but that doesn’t mean they cannot become excellent at it later.

Talking About It Openly: This is again a part of the culture to bring conversations of such things out on open. Either go with it in a team meeting or may be in 1:1 sessions. As soon as people hear that they are not alone, the mindset shifts.

Let’s Keep It Human

MIDCAI people joined hands to build something meaningful and not just scalable solutions. Hence, we are building a culture where people feel seen, valued and supported. This involves talking about the hard stuff too.

So, here is your Monday reminder to know that you are allowed to feel unsure. You are allowed to take up the space before you feel you are completely ready. This is not weakness but it is real and this means growth. Let us normalise a kind of confidence which exists with doubt and still keeps showing up anyway.

“Believe in yourself and all that you are. Know that there is something inside you that is greater than any obstacle.”