Imposter syndrome is a common experience for individuals in leadership positions, as we previously discussed in our article about overcoming imposter syndrome. But what happens when these feelings of self-doubt seem justified because you’ve stepped into a role that you didn’t initially secure? Perhaps you were not the first choice. In this post, we’ll explore six in-depth strategies to help you overcome imposter syndrome if you weren’t the top pick for the job.
1. Exhibit confidence
As you were not their top choice, it’s crucial to avoid appearing indecisive and unsure in your new role. Confidence is key during conversations with your manager and other key decision-makers. To help radiate self-assuredness, develop your non-verbal communication skills, including maintaining eye contact, adopting an open stance, and using a firm voice when speaking.
Also, be conscious of self-talk, as it can impact your overall confidence. Replace negative thoughts with positive affirmations, and remind yourself of your accomplishments and unique skills that landed you the job. This reminder will help instill a sense of self-assurance despite any initial setbacks.
2. Address the gaps
Despite any discomfort, the clarity of knowing you weren’t the top choice allows for complete transparency between you and your boss. Use this opportunity to gather information by initiating honest conversations with your new manager and key decision-makers from your interview process. Ask open-ended questions to gain insight into the specific areas they thought you could improve and ways you can bridge these gaps. By conducting a thorough self-assessment backed by this invaluable feedback, you can create a targeted action plan for self-improvement.
3. Implement your learnings swiftly
Once you have gathered crucial feedback, it’s time to put it into practice. Work on addressing the concerns raised during your conversations with your manager and other team members. Additionally, consider seeking external resources, such as taking relevant courses, attending workshops, or finding a mentor to help you strengthen your skills and address any perceived weaknesses. Demonstrating a willingness to learn and adapt to your new role will help dispel any lingering doubts about your leadership capabilities.
4. Encourage debate and dissent
Fostering a culture of open communication and welcoming diverse perspectives will not only help dispel any lingering doubts about your leadership capabilities but also lead to innovation and better decision-making. By creating an environment where team members feel comfortable sharing their opinions, even when they contradict your own, you open the door for engaging discussions, creative solutions and informed decision-making. Show your team members that their thoughts are valued and that you are open to considering alternative viewpoints.
5. Promote yourself among your peers
Networking plays a significant role in career progression, particularly in senior positions. Use your new role as an opportunity to build relationships with your new colleagues and strengthen existing ones. Arrange one-to-one meetings with your peers as soon as possible. As you are already acquainted with these individuals, your objective should be to reintroduce yourself in the context of your new position.
In these discussions, focus on aligning your goals and visions for the future. Share your strategic plans and priorities while ensuring you listen carefully to their insights and perspectives. Building strong connections with your peers will establish a solid support network within the organisation, which can be invaluable as you navigate your new role.
6. Establish a new dynamic with your direct reports
Assuming a new role that involves managing your former peers can be challenging. It’s vital to create and articulate a confident and clear leadership philosophy that sets mutual expectations for navigating the changed dynamic. Start by holding one-to-one meetings with each of your direct reports to acknowledge the new relationship.
Let them know you still value their expertise and previous working relationship, and that this will only enhance your ability to collaborate effectively as you move forward. Share your vision for the team’s future and discuss how their individual strengths contribute to achieving shared goals.
In Summary
Ultimately, although you may not have been the first choice for your new leadership role, you have been given the opportunity to step up and prove your worth. Embrace this chance to overcome any feelings of imposter syndrome by implementing these strategies, focusing on your ongoing growth and bolstering your confidence.
Explore how GCG UK can help your leaders excel in their new roles and enhance their leadership skills by visiting our Leadership Coaching page. Connect with our network of 4,000+ exceptional coaches to start your leaders’ journey towards confident and effective leadership today.
With GCG UK, you can take your organisation’s leaders’ development to the next level. Our coaching philosophy’s base framework revolves around feedforward, boasting measurable results and a 95% satisfaction rate for established Fortune 500 companies and start-ups alike.