Ever had the feeling you’re not qualified for that new job and will be “found out”? You’re not alone. It’s called Imposter Syndrome (IS). IS is reasonably well researched. Interestingly, most people who experience IS would NOT say,”I feel like an impostor.” Yet, when they read or hear about the experience, they say, “How did you know exactly how I feel?”
And how do they feel? Even though they are often very successful by external standards, IS sufferers feel their successes have been due to ‘luck’ outside of their control.
Apparently we all could get it at some stage in our lives, presenting as a crisis in confidence.
As an executive coach, I come across a lot of wasted talented from people who get ‘in their own way.‘ I see the amount of lost potential as grave.
We offer tips to overcome IS, which revolve around: self acceptance, empowering thoughts, gaining perspective and designing fit for purpose solutions.
Some elements to consider i gaining the most benefit from the results of a 360 survey
Th benefits that come from being clear on our personal work-related values – which help us feel engaged and motivated when they are being honoured.
As a manager, think twice before quickly ‘throwing over the curly pass’ of interpersonal conflict to Human Resources. Handling conflict is a key and necessary part of leading. Indeed, the manager has a very influential position in managing unconstructive conflict. In this blog we call on our direct experience to share nine thoughts/techniques, for you to be able to create a much better opportunity of preventing unconstructive workplace conflict.
Why it’s important as a leader to have those difficult conversations when performance doesn’t meet expected levels.