How to Recognise Imposter Syndrome 

“You’re not an imposter, you’re a perfect imperfect human, just like everyone else.”  

That was the message Penny Wood, Business Leadership Success Coach, left with attendees at HR Recruit’s latest Virtual Boardroom session, How to Recognise Imposter Syndrome. 

The session drew a mixed audience of managers, senior leaders and first-time people managers, all keen to understand why even the most capable professionals can feel like a fraud in their own career. Over the course of 45 minutes, Penny walked the group through the origins of imposter syndrome, the five behavioural types that drive it and a set of practical tools attendees could apply immediately. 

Where imposter syndrome comes from 

Imposter syndrome was first identified in 1978 by psychologists Dr Pauline Rose Clance and Dr Suzanne Imes, who studied a group of high-achieving women with doctorates. Despite external praise and clear evidence of competence, many of these women privately believed their success came down to luck rather than ability.  

Penny called that gap between outside recognition and inner belief the core of what we now call imposter syndrome. She made clear that imposter syndrome no longer confines itself to any one gender or profession. It shows up across industries, seniority levels and career stages, often triggered by a new role, a promotion or an unfamiliar project. 

Rather than being fixed personality traits, imposter syndrome behaviours are learned. They stem from past experiences, comparisons and unhelpful beliefs picked up over time, which is why Penny stressed that awareness is the starting point for change, not the personality itself. 

The five types of imposter syndrome 

Drawing on research by Dr Valerie Young, co-founder of the Imposter Syndrome Institute, Penny outlined five distinct patterns of behaviour. Attendees were encouraged to note which ones felt familiar. 

• The Perfectionist: Sets impossibly high standards and treats anything less than flawless as failure, often leading to procrastination and over-preparation. 

• The Superhero: Tries to excel in every area of life at once, work, home and beyond, pushing themselves to exhaustion to prove their worth. 

• The Soloist: Insists on doing everything alone, viewing any request for help as a sign of weakness rather than good practice. 

• The Expert: Chases endless qualifications and certifications, never quite feeling knowledgeable enough to be taken seriously. 

• The Natural Genius: Measures ability by how quickly and easily something comes and interprets any struggle as proof they don’t belong. 

Penny noted that these types often overlap, and warned that all five share the same danger: those affected constantly fear that others will expose them, even when the evidence of their competence is right there.

From awareness to action 

The session’s second half focused on practical strategies. Penny shared the story of a client, referred to as Sarah, a talented project manager who had stopped applying for senior roles despite being more than qualified. Through coaching, Sarah learned to separate feelings from facts, recognise her achievements as evidence rather than luck and build new habits rooted in authenticity rather than coping mechanisms. 

“Recognise these patterns in yourself, that’s the first step. You’ve got to acknowledge them before you address them,”  

Penny told the group, reinforcing that change begins with honest self-reflection rather than quick fixes. 

Penny also introduced the group to a coaching case study involving a senior leader who had been holding herself back from a promotion despite years of strong performance. Within three months of working through her triggers and building new visibility within her organisation, she secured the leadership role she had wanted for years, later telling Penny simply,  

“I’ve discovered my worth.” 

Turning insight into lasting change 

Penny closed the session by reminding attendees that overcoming imposter syndrome takes consistent practice rather than a single conversation. Building self-awareness, challenging negative self-talk, gathering evidence of success and surrounding yourself with a genuinely supportive network are all steps that compound over time. 

For those who attended, the session offered more than theory. It gave a language for something many had quietly carried for years, along with a clear starting point for doing something about it.