Overcoming "Impostor Syndrome"

During the last 8 years of my educational career, I transitioned from the role of a teacher working with students full time to an instructional coaching and an AD role where I spent most of my time working with adults. As most of you know, my post retirement life has involved spending a lot of time working and communicating with new sports coaches as the mentoring chair for the IGCA as well as working on my second book, which is an introduction to coaching book. One of the struggles when working with adults is making sure you do not come across as a “know it all” with all of the answers but still giving the people you are working with the support they need. I have found there is a fine line when trying to do this and is constantly something I struggle with.

In the education field, this dilemma is actually called “impostor syndrome”. It is when you start working with new people in possibly a new field who have no idea what you have to offer which makes you unsure on how everything will go and how to best communicate with those you are working with. I actually have an example of this coming up this week as I am doing my first keynote presentation to a construction company on championship mindset and no one in their right mind would want me to construct something!

I’m betting all of you have had imposter syndrome come up at some point in your career. How do we overcome this? George Couros, leadership expert and author of The Innovator’s Mindset, says the best way to overcome it is to see ourselves and communicate to others that we are learners and not experts. Working together to learn and grow is a great mindset for letting your audience know that it is not just about you but about what you can learn together.

Another key to overcoming imposter syndrome is to remember that experts tend to give answers, while learners seek understanding. By asking thoughtful questions, you signal to others that you value their insights and perspectives. In a coaching or mentorship setting, this means asking, “What has worked for you?” or “What challenges are you facing?” rather than assuming you already know what they need. This approach not only fosters engagement but also relieves the pressure to have all the answers. People can see right through you if you claim to have all of the answers!

Another good strategy is to share a part of the learning journey that you have had. People respect leaders who are honest about their own growth process. When working with new coaches or teachers, I try to share stories of times when I’ve struggled, made mistakes, and learned valuable lessons. Another good technique is to reference a time when you had to shift your approach or seek guidance from someone else. This can make your message more relatable and powerful as showing vulnerability builds credibility with whoever you are working with.

Finally, imposter syndrome often comes from feeling like you have to prove your worth. Shifting your focus to serving others instead of proving your expertise changes this dynamic. Something I try to remember when mentoring a coach, supporting a teacher, or delivering a presentation to a new group is, “How can I add value?” rather than “How can I show I belong here?” The more you focus on helping others grow, the less you’ll worry about whether you measure up.

So the next time you are in a new position or face leading a new group or working with a new colleague, don’t feel like you have to be the smartest in the room or the expert on everything. By embracing a learner’s mindset, you free yourself from the pressure of perfection and create more meaningful connections with those you serve and work with. Growth, after all, is a lifelong process—for both you and those you lead and work with. Have a great week!

Coach K