Imposter Syndrome: The 5 Profile Types, Part II

Last week, we discussed the prevalence of managers dealing with imposter syndrome. You can get caught up by reading “Managers and Imposter Syndrome: The 5 Profile Types,” but to briefly summarize:

First described as the Imposter Phenomenon in the 70s by Drs. Suzanne Imes and Pauline Rose, the working definition is ‘the mental self-torment of someone who struggles to internalize their accomplishments, leading to feelings of inadequacy, self-doubt, or fraud.’

Research estimates that 70% of people experience imposter syndrome at some point in their lives, often impacting us at school, work, and social functions. New managers are particularly prone because the anxiety of taking up the mantle can quickly dampen optimism and excitement.”

We also explored two of the five profile types: The Perfectionist and The Superman/Woman. Today, we’ll look at the final three: The Expert, The Soloist, and The Natural Genius. 

The Expert

Being called out for knowing too little about a topic, project, or task is The Expert’s worst fear. The thought of being seen as inexperienced or unknowledgeable is unbearable, making them constantly seek out new learning opportunities, certifications, and licensure. 

While lifelong learning is a beautiful thing, it can damage your mental health when you pursue it for the wrong reasons. Attempting to constantly improve skills that aren’t even necessary for your day-to-day life in addition to rigorous routine leads to burnout, frustration, and bitterness. It can often exaggerate the symptoms of imposter syndrome, especially if The Expert begins to fail in other areas due to their constant need for validation through further, formalized learning. 

Those who lie in The Expert profile type should consider taking a break from enhancing unnecessary skills and focusing on real-time learning. Don’t worry about checking off arbitrary competencies unless your roles and responsibilities change. Instead, try sharing your expertise with others, offering mentorship to help your employees improve in their own positions. Doing so will be a more worthwhile investment to the overall health of your team than you constantly pursuing and hoarding new knowledge. 

The Soloist

The Soloist profile type approaches life as an independent task. The idea of allowing someone to help them with any task or project sends them into a panic, quickly searching for ways to do it all themselves, even at the expense of their own time and mental well-being. 

Soloists think that needing help is a sign of weakness. They believe that with enough organization and management skills, anything can be a one-person job. They will often say yes to requests without thinking about the rest of their schedule or their workload. 

Behind those behaviors is the idea that asking for help is a sign of weakness or appearing needy, worthless, or incompetent if they can’t do things independently. To fight back against these thoughts, Soloists should consider how they think of others who need help. Often, they don’t cast the same harsh light on their colleagues as they do on themselves. If the idea of anyone else asking for help is acceptable, then it is fair and very expected for you sometimes to seek outside assistance. 

The Natural Genius

Like The Perfectionist, the Natural Genius sets unreachable standards for themselves, with the added complication of feeling intense shame or disappointment if they can’t “do it right” the first time. This profile type often abandons projects, skills, or hobbies that seem to take more effort or time than other things they tend to excel at. 

The Natural Genius is used to things coming to them very quickly. They like the idea of seeming competent in everything they do. They often received praise as a child that revolved around them being the “smartest person in a room.”

As such, challenges make them uncomfortable. When they fail at something, it can profoundly affect their confidence and self-esteem. 

The Natural Genius could help combat their specific profile type by looking at challenges as a chance to grow even more, instead of looking at them as a test of their abilities. Having an all-or-nothing attitude about your intelligence and skills leaves little room for reflection or growth. 

Imposter syndrome can rob you of your pride and happiness. You deserve to feel good about the things you have accomplished, and working with a professional business coach can help you get there. Contact Catalyst Group ECR to learn more about our services in executive coaching, employee management, and personal accountability. 

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