Using CliftonStrengths ® to Overcome Imposter Syndrome in New Managers
Throughout my years of coaching newly promoted managers, I’ve noticed a common thread – imposter syndrome, a struggle often concealed beneath a façade of confidence. Let’s delve into this issue and look at an effective solution.
What is Imposter Syndrome?
Imposter Syndrome is a set of thoughts and behaviors based on the nagging idea that you’re underqualified for your role – an imposter among those who belong. It tends to manifest as self-doubt, anxiety, and guilt. Many young, bright, and capable managers grapple with the belief that they should already possess all the answers and talents that don’t come naturally to them. This internal struggle remains hidden from the world, as they conceal their uncertainties from others.
Freshly promoted managers adhere to a traditional and outdated view of a powerful leader and worry that they don’t fit that mold. They perceive a “good leader” as someone endowed with traits like decisiveness, conflict resolution, effortless public speaking, or exceptional social prowess. Undoubtedly, these attributes are valuable and impactful in leadership. However, it’s crucial to recognize and celebrate a spectrum of strengths that contribute to effective leadership.
How can Managers Overcome Imposter Syndrome?
One powerful tool that has proven immensely helpful in combating imposter syndrome is CliftonStrengths®, a research-based collection of 34 talents that each person might have. Consider the new managers with strengths like Intellection, Deliberative, Connectedness, Relator, and Learner. These strengths are just as powerful and instrumental in leadership as the ones that new managers idolize, albeit in a different way. Each unique strength brings its own capabilities, enabling these managers to guide their teams, and make informed decisions. Welcoming this diversity in strengths enriches the leadership landscape and fosters a culture of inclusive and effective leadership.
As a strengths coach, I guide managers in recognizing and embracing their unique strengths. During our sessions, they realize they don’t have to conform to a predefined notion of a leader. Their true power lies in their distinct abilities. In fact, having leaders with diverse strengths is essential for a well-rounded and innovative organization.
Guiding new managers to conquer imposter syndrome takes a strategic approach. I start them on their journey by prompting them to recall past triumphs they’ve achieved thanks to their innate abilities. The stories I’ve had the privilege to hear are truly inspiring.
For instance, a manager’s high Deliberative strength once averted a hasty decision that could have had detrimental consequences. Another manager, with a strong Learner trait, demonstrated a remarkable ability to grasp a novel concept that others were hesitant to explore. And a manager with a high degree of Individualization skillfully matched individuals to their ideal roles, showcasing the strength’s profound impact on talent allocation within a team. These success stores illustrate how identifying and taking advantage of one’s natural talents can lead to remarkable accomplishments and professional growth.
Need More Help?
If you’re a newly promoted manager looking to embrace and leverage your unique strengths, or if you’re part of an organization that want to empower managers to thrive, I’m here to help. Let’s work together to transform your potential into power and your strengths into success.
Request a free consultation and take the first step toward achieving your true potential.
