In project management, imposter syndrome is more common than you might realise, because most project managers are often seen as perfectionists. Imposter syndrome is when someone feels that they are a fraud even though they have APM ChPP or other similar qualifications.

It is the responsibility of a project manager to plan, execute, manage, monitor and close projects in accordance with any specific project requirements such as timescales and budgets. If you are struggling with imposter syndrome as a project manager, then it is important to take the right steps to learn to overcome it.

What is imposter syndrome?

Imposter syndrome occurs when an individual has a feeling of inadequacy about their profession, regardless of their achievements, qualifications and abilities. Those who struggle with imposter syndrome believe themselves to be frauds even if  they are very successful. They feel their accomplishments are down to luck, and often don’t believe positive feedback is justified, instead believing the person giving the feedback is simply being kind.

When the concept of imposter syndrome was formed in 1978, it was believed that it only affected women who were high achievers. However, this idea has since been disproved.

How common is imposter syndrome in project management?

Whilst not necessarily a common issue in project management, imposter syndrome certainly exists there. It is the role of the project manager to work with and lead teams of individuals. They work together and successes are shared as a group, thus making the acceptance of individual success difficult at times. In these circumstances, professionals can feel undeserving  as success is normally shared.

How does imposter syndrome affect project managers?

There are a number of different ways in which imposter syndrome can affect a project manager:

Perfectionism – spending too much time on the project chasing perfection can be detrimental to the outcome of the project and can cause too much stress when the project isnt working out.

Fear of failure  - the constant fear that whatever you are working on will be a failure, this fear can cause individuals to avoid new challenges.

Lack of self-esteem – because they believe themselves to be imposters, some project managers do not believe in their own abilities. This can affect decision-making, a skill they will have learnt is essential during training for project managers. A lack of confidence can affect how you manage your team.

What can cause imposter syndrome?

The causes of imposter syndrome can be varied but can include some of the following:

· Personality traits – There are some traits in personality such as perfectionist tendencies and a lack of confidence that can make someone feel like they are an imposter.

· Family and childhood environment – Those who succeed with ease early on in life can develop imposter  syndrome when more complex tasks are the norm. Comparison to siblings can also affect someone in the same way.

· Comparison – comparing yourself to others can lead to feelings of inadequacy.

· New responsibilities – new opportunities and responsibilities can result in imposter  syndrome. New role opportunities can often lead to feelings of inadequacy and the belief that the person isnt worthy of the opportunity.

· Anxiety and depression -  for those who struggle with anxiety and depression imposter syndrome can be common. Self-doubt and a lack of confidence can result in a feeling of not  belonging.

How can you deal  with imposter syndrome in the workplace?

There are ways in which you can help yourself to overcome imposter syndrome. These are things you should practice often and are relatively easy to do.

· Talk about feelings – speaking up is the first step to overcoming the feelings of self-doubt. It can bring awareness and may inspire others who feel the same to speak up. Speaking up can help you let go of these feelings.

· Positive thoughts – negative self-talk is  common amongst those with imposter syndrome so challenge your inner dialogue. Replace negative thoughts with positive ones.

· Rewards – it can be hard to acknowledge successes so start celebrating your achievements.

· Overcome your perfectionism – it isnt always a bad thing but when imposter syndrome fuels perfectionism, fixating on those things that are unnecessary occurs and this can result in priorities being neglected. Try to focus on those things that are necessary.

· Regularly upskill – upskilling is a good way of trying  to break this sometimes vicious cycle. Gaining new knowledge can boost confidence.

Imposter syndrome can sometimes be a good thing

Harnessed in the right way, imposter syndrome is not a bad thing. It can be a motivator when it comes to proving negative thoughts incorrect but there are of course some downsides as well.

Imposter syndrome can show that you are challenging yourself and stepping out of the comfort zone; this it helps to encourage both personal and professional growth. It can also encourage people to upskill which means improving their knowledge and skillset and this can result in them feeling more confident in their role. CPD is always important, but it can also  help with imposter syndrome.

Imposter syndrome can also help to result in excellent work as those who struggle with it  feel  motivated to work harder on their projects in order to deliver even better results.

It is important to make sure that imposter syndrome does not take over your projects and that you make it work for you rather than against you. This is possible, but it is necessary to take the right steps in order to help make that a possibility.

There are five main types of imposter syndrome so it can be a good idea to identify the type that you have in order to look at the best approach for you. Once you understand what it is that is hampering you in your project management there is no reason why the two might not co-exist perfectly happily, harnessing the right tools means that your imposter syndrome can be used to your advantage rather than disadvantaging you within your projects. And, perhaps more importantly, it may help members of your team to open up if they are feeling the same.