You're struggling with imposter syndrome at work. How can you effectively give feedback to your team?
Feeling like a fraud at work is more common than you might think. Imposter syndrome, the persistent belief that you're not as competent as others perceive you to be, can be a significant hurdle. It often leads to self-doubt and can hinder your ability to lead effectively, especially when it comes to giving feedback to your team. But overcoming this challenge is crucial for personal development and creating a positive work environment. By acknowledging your feelings and applying practical strategies, you can provide constructive feedback that fosters growth and confidence, both in yourself and your team.
Recognizing that imposter syndrome is influencing your perspective is the first step in overcoming it. Understand that these feelings don't reflect your true abilities or accomplishments. When preparing to give feedback, remind yourself of your qualifications and the experiences that have led you to your current role. This self-affirmation can provide a more stable foundation from which to communicate effectively with your team.
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Frederick C. Sanders, Ph.D., MCC
🏆 Award-winning, international master-certified divinity and self-mastery coach | Partner with me to design your winning blueprint for becoming the greatest version of the grandest vision of YOU!
I've learned in my experience and exploration that what we often call "feelings" are really narratives we attach to physical sensations in our bodies. The key is to detach the sensations from the narratives and challenge them. In doing so, you may determine the narratives of the imposter syndrome are completely untrue. You can then extract any factual data fueling the narrative and leverage it to empower you. Make the imposter syndrome work for you, not against you.
To counteract feelings of inadequacy, thorough preparation before delivering feedback can be incredibly helpful. Gather concrete examples and facts that support your points. This approach not only bolsters your confidence but also ensures that the feedback you provide is specific, actionable, and less likely to be perceived as personal criticism. It's about focusing on the work and the outcomes, not the individual.
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Grace Olivia Parry
High-Performance Coach | Business Growth + Career Consultant | Writer + Author of Getting It All | The Goals Girl | All things self-development + inner work for women who want it all ✨
When you're dealing with thoughts that make you doubt your abilities, nothing beats proving them wrong! One of the easiest ways to do that is by making sure you're prepared. By going over the facts, you'll feel more confident in your role - after all, the feedback you're giving is based on performance, results, and specific scenarios. It's not subjective to your opinion. When you're prepared, you'll feel 'the part'. Now that you're equipped with your feedback to provide, you're stepping into the shoes of your role (which you are more than prepared to carry out). If you are concerned about the personal side of things, working on your communication skills and researching your knowledge in this area will help you to deliver things well too.
Start with positive feedback before discussing areas for improvement. This technique, known as the "sandwich method," can make your team more receptive to criticism. By framing feedback positively, you're not only highlighting what's working well but also setting a constructive tone for the conversation. It's about balance; ensure that your positive comments are sincere and that your constructive criticism is clear and focused on growth.
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Frederick C. Sanders, Ph.D., MCC
🏆 Award-winning, international master-certified divinity and self-mastery coach | Partner with me to design your winning blueprint for becoming the greatest version of the grandest vision of YOU!
I would say neutralize the feedback. The sandwich method is one way to accomplish that. Most people automatically interpret through a binary lens: good or bad, positive or negative, right or wrong. Be mindful of the worldview of those you're offering feedback to. Feedback is an assessment, not a judgment. For instance, a performance review is an assessment of one's performance. However, many interpret assessments of their performance as a judgment of their person. Drive home the objective of the information. Ask yourself: can this information be neutralized a bit before I deliver it?
Empathy is a powerful tool when giving feedback, especially when grappling with imposter syndrome. Try to understand your team members' perspectives and acknowledge their efforts. This approach builds trust and shows that you value their contributions. It also helps you communicate feedback in a way that's supportive and motivating, rather than authoritative or dismissive.
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Frederick C. Sanders, Ph.D., MCC
🏆 Award-winning, international master-certified divinity and self-mastery coach | Partner with me to design your winning blueprint for becoming the greatest version of the grandest vision of YOU!
As with most things, I believe empathy is a spectrum. It can be interpreted differently from person to person. I agree that it is paramount to learn where individual team members fall on that spectrum. Being authoritative or dismissive is rarely effective. At the same time, some personalities actually prefer a more direct approach. The key is to build enough rapport and trust to learn the best approach for that individual.
Feedback should be a two-way conversation. Encourage your team to share their thoughts and feelings about the feedback. This dialogue can provide you with insights into their motivations and challenges, which can help tailor your leadership approach. Moreover, it demonstrates that you see them as partners in the process of improvement, which can alleviate some of the pressure you might feel from imposter syndrome.
Finally, view feedback as an opportunity for personal growth. Reflect on the process and what you've learned about yourself and your team. This reflection can reinforce your role as a leader and help you develop strategies to combat imposter syndrome in the future. Remember, leadership is a journey, and every interaction is a chance to improve and build confidence in your abilities.
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Francisco Quartin de Macedo
Co-founder @ STAGE | Crypto Hedge Fund Manager @ ReFi Growth Fund | Formerly Lead Trader @ Blockchain.com ($300M AUM) | PhD in Data Science @ EPFL + IST | Mental Wellness Advocate | Impact Business Angel
1. Focus on Facts and Observations: - Be Objective: Base your feedback on specific, observable behaviors and outcomes rather than personal judgments. This helps maintain objectivity and reduces the influence of your imposter syndrome on the feedback process. 2. Adopt a Collaborative Approach: - Encourage Dialogue: Frame feedback as a two-way conversation where team members can share their perspectives and contribute to finding solutions. This collaborative approach can make feedback feel more constructive and less confrontational. 3. Highlight Strengths and Areas for Growth: - Balance Positive and Constructive Feedback: Acknowledge the strengths and achievements of your team members while also identifying specific areas for improvement.
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Stephane Broutin
➤ Coach | Enseignant-superviseur en coaching 😍| Stress | Épuisement professionnel | Retrouver un sens | Passage d'évaluation | Progression de carrière | Spécialiste des consultants en stratégie depuis 2006 💥
Un moyen très efficace de se débarrasser du syndrome de l’imposteur est de s’oublier. Lorsque l’on parvient à se focaliser à 100% sur le bien que l’on peut apporter à l’autre, les doutes sur ses capacités propres fondent comme neige au soleil
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Shermain Melton
I Am The Expert Coach for Highly Successful, Quiet, Introverted Leaders Who are Ready to Overthink Less and Be in Action More
I've found that the most impactful feedback and action taken as a result come when the receiver becomes self-aware. When they can come to that aha moment, they are more energized to make changes and take new action. Before you give feedback, always ask questions to help the receiver build their awareness. Here are a few: - How do you think that went? - What would you do differently if you could do it again? - What did you learn from that? Chances are they'll mention some of the items you planned to discuss. If that happens, move on. Don't re-hash the things they've already said. Instead, focus on ensuring that they have the tools and desire to make the required changes.
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Marc Llopart
Voces para el Cambio: Desarrollo Personal y Profesional | MBA | Máster en Lean Startup y Digital Business | Liderazgo Inclusivo y Gestión de Equipos
Lo que tenemos que tener en cuenta es que luchar contra el síndrome del impostor no debe impedirte dar feedback eficaz a tu equipo. Primero, reconoce tus logros y habilidades. Recuerda que estás en tu posición por una razón. Enfócate en hechos y comportamientos específicos cuando des feedback, evitando generalizaciones. Usa un enfoque equilibrado: combina críticas constructivas con elogios sinceros. Sé honesto y claro en tu comunicación. La transparencia construye confianza. Fomenta una cultura de feedback bidireccional, donde también recibas comentarios de tu equipo. Confía en tu capacidad para ayudar a otros a crecer, incluso si a veces dudas de ti mismo.
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Kathryn D.
Worried you don't stand out from the crowd? Get your FREE LinkedIn Review NOW 📝 Full LinkedIn Profile Refresh📝LinkedIn Strategy 📝 How to Work with Corporates
One thing that’s helpful is at the end of the week note down what has gone well, good feedback, comments and reviews you have had so that when you feel you don’t deserve this, you’re in the wrong place you can remind yourself of why that is not true. I would also recommend a couple of sessions with a cognitive behavioural hypnotherapist to work on developing confidence, and practice dealing with difficult situations using visualisation and desensitisation to the situation so you can approach it without anxiety or feeling overwhelmed.
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