According to Research, it has been found that people harboring impostor-type concerns tend to compensate for their perceived shortcomings by being good team players with strong social skills and are often recognized as productive workers by their employers.
What’s your say in such a situation?
An article in the “Journal of Applied Psychology” stated that these worries are often incorrect and that people with impostor syndrome tend to struggle with, but are not necessarily doomed by, mental health issues such as depression. The article also cautions against labeling those with impostor syndrome as psychologically fragile or intellectually inadequate. The authors state that there are certain situations where individuals should be more cautious, such as when seeking a promotion or accepting a challenging new position. But for most situations, an individual’s propensity for anxiety is unrelated to their competence or intelligence. Some research suggests that people with impulsive personalities are generally more anxious, but the authors argue that “most individuals do not take risks because of their anxiety.” In other words, most people who feel nervous about a challenging task ultimately decide to undertake it. The authors write that “a broader explanation for why some people have a tendency to feel more anxiety than others is because they are willing to take on more risk than other people.” This could be due to an individual’s beliefs about how harmful certain activities can be or just how they approach challenges in general. “Most individuals do not take risks because of their anxiety.”
Yes, you’re right @TinaGreist, research has shown that individuals with impostor syndrome tend to have a strong drive to succeed and often have good social skills, which helps them compensate for their perceived shortcomings. They may also be highly motivated to be productive and contribute to their team, which can lead to recognition from their employers. However, this can also lead to burnout and mental health issues if not properly addressed.
I couldn’t help but think of my Product Manager fellows when reading this post. It certainly does affect a lot of us, but perhaps it gives us a slight edge?
Impostor syndrome can certainly affect many people in a variety of fields, including product management. It is common for individuals with impostor syndrome to have a strong drive to succeed and to work hard to overcome their perceived shortcomings. This can result in them being highly productive and valuable team members. However, it is important to note that while impostor syndrome can give individuals an edge in terms of motivation and productivity, it can also lead to burnout and negative impact on mental health if not properly addressed. It’s important to find a balance and have a good self-care practice.
I don’t think having good social skills and being a team player give us more credit, but few people have Imposter Syndrome as much as female PMs. 
Research has shown that impostor syndrome affects women and people from underrepresented groups at a higher rate than men, and this is particularly true in fields such as product management, where women are underrepresented. It is not uncommon for women in these fields to feel like they have to work harder than their male colleagues to prove their worth and overcome the stereotype that they are less competent.
While being a good team player and having strong social skills can be valuable assets in any job, it’s not necessarily true that they earn extra credit for women in product management, as the problem of imposter syndrome is more complex and deep-rooted. It’s important to address the underlying issues that contribute to imposter syndrome, such as unconscious bias and lack of diversity, rather than expecting individuals to solely rely on their own efforts to compensate for it.
Yes, being a female, I always expect harsh criticism and reprimands during performance reviews, so when I receive praise or gratitude for making an extra effort, it always surprises me. I’m just having trouble following along here, you know.
It’s not uncommon for individuals with imposter syndrome to have a negative self-perception and to expect severe criticism or reprimands, even when they have done well. This can make it difficult for them to fully accept praise or recognition for their efforts, and they may brush it off as undeserved or not genuine.
It’s important to remember that imposter syndrome is a psychological phenomenon and it can affect one’s thoughts and beliefs. It’s important to be aware of these negative thoughts and try to challenge them by reminding yourself of your accomplishments and the effort you put in. It can be helpful to seek out feedback from colleagues and supervisors, and to try to focus on the positive feedback you receive. Additionally, it’s important to be kind to yourself and not to expect perfection from yourself all the time. Recognize that everyone makes mistakes, and it’s okay to not always feel confident in your abilities.
Imposter syndrome, when you think about it, is anxiety. Without anxiety, you’d be less ready and more inclined to enforce your prejudicial viewpoint in every situation. These are persons that we are all familiar with.
It would be better for us to only lessen the most of the weekend issues we’d like to fix with ourselves (think imposter syndrome or anxiousness as examples). since they contribute to our help. For instance, we categorically do not wish to have 0% anxiety. That is what makes it easier for you to be ready as an example.
And yes, doubters are not necessarily the worst employees in general.
They do. Think of it this way, without them unfortunately most women will get labeled “bitch”
It’s all unfortunate. Our office returned hybrid this past week. I was the only PM to show. I earned my credit but it was turned to extra credit I’m sure, just by being there. I mean, I’m happy, but it’s dumb.
Most PM interviews I’ve been through skew heavily toward technical over people or leadership skills. Come to think of it, maybe that’s a catalyst for all this workplace anxiety?
Product management is a field that requires a balance of technical, people and leadership skills, but it’s not uncommon for the focus of interviews to be heavily skewed towards technical skills. This can be a challenge for individuals who have strong people and leadership skills but may not have as much experience or expertise in the technical aspects of the job. This can also be a catalyst for anxiety and imposter syndrome in the workplace, as individuals may feel like they are not fully qualified for the job or that they have to constantly prove their worth to their colleagues and supervisors.
It’s important for both the interviewer and the interviewee to be aware of this bias and to make sure that the interview process is balanced and fair. This can be achieved by including a variety of questions that test technical, people and leadership skills, and by providing clear expectations for the role. Additionally, it’s important to create a supportive work environment that values diversity and recognizes the different strengths and skills that individuals bring to the team.
Ha, don’t show this to my boss, it might give me away.
I do all of the executive communication and handling of important customers in our team because (he told me this just yesterday) “I have the strongest social skills and ability to read a room”.
It sounds like your boss recognizes the value of your social skills and ability to read a room, and that you are well-suited for the role of handling important customers and executive communication. It’s important to remember that everyone has different strengths and skills, and that it is valuable to have a diverse team with individuals who bring different perspectives and abilities.
It’s important to remember that imposter syndrome is a common phenomenon, and it’s not uncommon for individuals to feel like they are not fully qualified for their job or that they have to constantly prove their worth to their colleagues and supervisors. It’s important to challenge these negative thoughts and to remind yourself of your accomplishments and the effort you put in.
It’s also important to have a healthy work-life balance and take care of your mental health. If you find yourself feeling overwhelmed or that the pressure is too much, it’s important to talk to a trusted colleague, supervisor or a therapist.