Imposter syndrome is one of those quiet, persistent forces that shapes how many people experience their working lives, especially in business services roles, where workloads are high, visibility can be uneven, and expectations often feel relentless. In a recent webinar hosted by the emerging IP Business Services Professionals community, speakers Darren Smyth and Jodie Bates shared deeply honest reflections on their own experiences and offered practical strategies for breaking the cycle of self‑doubt.
Their insights were thoughtful, relatable, and highly actionable. Here are the key takeaways.
1. Understand What Imposter Syndrome Really Is
Darren describes imposter syndrome as “the feeling that you’re not good enough… often leading to anxiety that you’re a fraud and you’re going to be found out.”
But he also emphasises that the term itself is just a model. If “imposter syndrome” doesn’t resonate, think more broadly: stage fright, writer’s block, the “inner saboteur,” the “bad idea bears”; all different names for the same cluster of mental health challenges that arise in demanding professions.
The important part is recognising the pattern, not the label.
2. Break the Procrastination–Perfectionism Cycle
One of the most damaging patterns Darren highlights is the loop between procrastination and perfectionism:
“We put off something because it feels too difficult… then the task remains, but now it’s late, so your negative ideation gets worse.”
This cycle escalates quickly. The longer you avoid a task, the heavier it weighs on your subconscious, feeding anxiety and eroding confidence.
How to break it:
- Do the task as soon as you feel anxious about it. Darren shared that he sent his webinar notes “weeks ago… because I didn’t want it weighing down on me.”
- Define “good enough.” Check your work once, maybe twice, then stop. Perfectionism is a trap.
- Create a personal rule: once you’ve done your final check, you’re not allowed to revisit it.
These small behavioural shifts can dramatically reduce mental load.
3. Change Your Internal Dialogue
Jodie spoke powerfully about the language we use with ourselves. Early in her career, she worried that trainees wouldn’t listen because she was younger. Later, she feared she wasn’t “educated enough” compared to colleagues with university degrees.
Her turning point came from reframing her self-talk: Instead of “I don’t know enough to be here,” she now says, “I’m still learning, and that’s normal.” Instead of “I suffer with anxiety,” she says, “I get anxious in certain situations.” This subtle shift stops the feeling from defining her.
Try these reframes:
- “Everyone else knows what they’re doing” → “Everyone has strengths and areas they’re developing.”
- “I’m just the IT trainer / billing executive / secretary” → Remove “just.”
- As Jodie says: “There’s no ‘just’ about it.”
Language shapes mindset. Mindset shapes confidence.
4. Build an Achievement Folder
One of Jodie’s most practical techniques is beautifully simple: keep a folder of positive feedback.
“Any little bit of feedback… Teams messages, Outlook comments… when I’m feeling low, I go back and read it.”
This isn’t self‑indulgent—it’s evidence. When your inner critic gets loud, you have a curated archive of proof that you are capable, valued, and effective.
5. Ask for Help Early—Not Late
Both speakers emphasised that mental health is a personal responsibility, but not a solo journey.
Darren shared that during a difficult period, his manager reviewed every piece of his work for weeks until he regained confidence. That support was transformative.
“Help and support is available, but at the very least, as a first step, you have to ask.”
Asking early is not a burden; it’s a gift to yourself and your colleagues. Problems are easier to solve before they become crises.
6. Watch for Avoidance Behaviours
Avoidance is a coping mechanism, but not a sustainable one.
Darren listed common red flags:
- Watching TV you don’t even enjoy
- Comfort eating
- Abandoning hobbies
- Social withdrawal
- Feeling disconnected from friends
“These are early warning signs that maybe you could save yourself more pain by acting now.”
If you notice these patterns in yourself, or in colleagues, reach out.
7. Be Honest With Trusted People
Jodie’s approach to imposter syndrome is grounded in openness:
“I’m normally quite honest about when I’m feeling uncomfortable… I talk to colleagues before chairing meetings.”
She even sought a mentor specifically for her advisory board role because she wanted to build confidence in a space where she felt out of place.
Honesty builds connection. Connection builds confidence.
8. Create Inclusive Cultures That Reduce Imposter Syndrome
Both speakers touched on the structural side of the issue, especially the “just a support role” perception.
Practical steps organisations can take:
- Use inclusive language in policies and communications.
- Schedule events at times accessible to part‑time staff.
- Challenge belittling comments.
- Encourage feedback that isn’t only about problems.
Imposter syndrome thrives in environments where people feel undervalued. Inclusion is a powerful antidote.
9. Use Feedback to Build Confidence Not Fear
Feedback shouldn’t be something people dread. Jodie highlighted that feedback must be delivered with care and intention. Darren added: “If a piece of work is good, you say it’s good—you don’t say nothing.” Normalising positive feedback helps people understand their strengths and reduces the fear that silence equals failure.
Look out for our upcoming workshop, Feedback Skills for Inclusive Teams.
10. Remember: Talent and Doubt Often Coexist
One of Darren’s most striking observations:
“Talented people are ravaged by doubt”
If you feel doubt, it’s not a sign you’re failing. It’s often a sign you care deeply about your work.
Final Thought: You’re Not Alone, and You’re Not “Just” Anything
Imposter syndrome is common, human, and absolutely conquerable. Through reframing, early action, honest conversations, and supportive environments, we can all build healthier relationships with our work, and with ourselves.
As Darren put it:
“Your self-esteem needs to come from yourself. Don’t give other people that power.”
And as Jodie reminds us:
“Everyone’s been in the same boat at some point.”
You belong. You contribute. You matter.