There’s a lot of talk about impostor syndrome. At first, I felt out of step with the conversation because, in my mind, impostor syndrome was a specific clinical diagnosis—something officially recognized in psychological literature. I wondered if those who truly experience it might feel frustrated by how widespread the term was being used.
Recently, though, I’ve noticed the term is coming up in my client coaching conversations. It gives me pause. But even as it becomes common place in leadership discussions, I keep coming back to the question: What’s really at the heart of claiming this identity?
Reframing Imposter Syndrome as Growth Mindset
Imposture Syndrome is a label attached to individuals when they feel any doubt, insecurity, questioning or fear. This label feels weighted to me and limiting.
Then I came across a word that resonated deeply, thanks to Dr. Carol Dweck in her book, Mindset— and that word is inadequacy.
Inadequacy is the belief or feeling that we’re not enough—whether in skills, knowledge, or personal qualities—compared to what a situation demands. It’s that creeping self-doubt that makes us question our capability. And when we take a closer look, we see that it can show up in different ways:
- Emotional Inadequacy – Feeling like we can’t handle relationships or emotional connections.
- Social Inadequacy – Feeling like we don’t quite fit in or measure up to social norms.
- Professional Inadequacy – Feeling like we’re not skilled or competent enough in our work.
When I read that word—inadequacy—I felt a sense of relief. Now this is something I, as a leadership coach, can help clients navigate. It felt like something tangible, something we can work through. Impostor syndrome, on the other hand, always felt like a label people were adopting, a fixed identity rather than a temporary experience.
The truth is, we all feel inadequate at times, and rightly so — especially when stepping into something new. A freshly promoted CEO feels the weight of responsibility. A first-time manager grapples with leading a team. A new hire wonders if they can meet expectations. It’s completely natural and understandable.
It seems Imposture Syndrome can be more of a block.
The Competence Model
We can move beyond the block by remembering the old but powerful framework—the Competence Model, which outlines how we progress through learning and growth:
- Unconscious Incompetence – “I don’t know what I don’t know.”
- Conscious Incompetence – “Now I do know what I don’t know—and it’s overwhelming!”
- Conscious Competence – “I know how to do it, but I have to focus and work at it.”
- Unconscious Competence – “I’ve got this! I can do it effortlessly.”
That first big realization—I don’t know what I don’t know—can be unsettling. It’s often when feelings of inadequacy creep in. And if we’re not careful, we can misinterpret that discomfort as failure, rather than recognizing it as the beginning of growth. This supports the idea that we can feel insecure without labeling it as imposture syndrome.
One of the biggest challenges for professionals—especially high achievers—is the pressure to prove themselves immediately. When you’re promoted, you might assume you need to be great at everything right away. In reality, every step is a journey of learning.
And that’s where a Growth Mindset comes in.
When we embrace curiosity and persistence, we shift our focus from trying to be perfect to committing to learning.
Dweck’s research suggests that women, in particular, struggle with a aiming for perfection because they’re often conditioned to internalize feedback from a young age—whereas men, through friendly competition and teasing, often learn to brush off criticism. This conditioning can lead women to develop a fixed mindset, making them more likely to label themselves as impostors when they feel inadequate.
Both men and women label themselves as impostures. What’s key here is that everyone experiences inadequacy.
How do we navigate feeling inadequate?
These moments feel awkward and at ARTiculate Real&Clear, we say: Own the Awkward®! When we can own what we’re feeling, we’re empowered to move forward with a plan.
If we reframe inadequacy as a natural part of the learning process, we can shift our perspective. Instead of feeling like we’re “faking it,” we can recognize that we’re simply in a phase of growth.
How freeing is that?!
I experience the Imposture Syndrome label as more often a reaction to a perceived external opinion. Inadequacy is a response to an internal assessment and that you can shift and grow. Rest assured, your boss or company wouldn’t have promoted you or given you more responsibility if they expected you to fail. They know you don’t have all the answers in your new role. They also know that you can learn—and will.
When we see challenges as opportunities rather than proof of our shortcomings, we move into self-discovery. And that’s where real confidence comes from—not from worrying that we will be found out, but from knowing we can figure it out.
Self-reflection may sometimes feel like stepping into inadequacy, but it’s an opportunity for growth. Remember, you’re not an imposter. With a growth mindset, you’re fully capable and equipped to navigate challenges, learn from failure, and evolve into your best self.
Dr. Robin Miller, PCC is our Executive and Leadership Communication Coach. She specializes in team interpersonal communication and executive communication using the Advanced 360LiC Assessment. Contact ARTiculate: Real & Clear today to learn more.
