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Visions by WIMIN: Imposter Phenomenon.

Eman Akam-Baxter1, Christine M O'Brien2, Sanhita Sinharay3

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|January 8, 2025
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Summary

High-achievers experiencing the imposter phenomenon (IP) doubt their success, feeling like frauds. Recognizing IP patterns and employing coping strategies are crucial for mitigating its negative effects on performance and well-being.

Keywords:
Imposter phenomenonMentoringUnderrepresented trainees

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Area of Science:

  • Psychology
  • Social Sciences
  • Organizational Behavior

Background:

  • The imposter phenomenon (IP) affects high-achievers, leading to self-doubt and perceived fraudulence.
  • IP is linked to underrepresentation, low self-worth, perfectionism, and anxiety.
  • These factors negatively impact job performance and perpetuate the IP cycle.

Purpose of the Study:

  • To define and describe the imposter phenomenon.
  • To explore the destructive effects of IP on individuals.
  • To provide strategies for mentors and trainees to counteract IP.

Main Methods:

  • Literature review of social science research on the imposter phenomenon.
  • Inclusion of personal experiences from authors and anonymous contributors.
  • Analysis of the psychological and performance impacts of IP.

Main Results:

  • The imposter phenomenon is characterized by a failure to internalize accomplishments.
  • IP contributes to a cycle of negative psychological states and reduced job performance.
  • Recognizing IP and implementing specific strategies can help mitigate its effects.

Conclusions:

  • Understanding the imposter phenomenon is the first step toward addressing it.
  • Mentors and trainees can actively work to counter IP.
  • Mitigation strategies are essential for improving well-being and performance in high-achievers.