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Behaviorbusiness coachingEmotional Intelligence 2.0Uncategorized

Steps to Overcome Imposter Syndrome

Can you tell who is the smartest person in the photo?

Of course not. However, when you use your Emotional Intelligence Spidey Sense, there are clues you can spot. In a Galaxy Far, Far Away . . . people used to say, Fake it ’til you make it” as a mantra. This bravado approach works to a point as long as it stands upon a level of truth. 

Imposter Syndrome can be normal for people in new circumstances, like a recently promoted associate to a management position.

• My advice is to step back and observe the team, the task, or new situation before jumping in and taking over.
• Actively listen to whomever is involved with the outcome of the project and engage them.
• Allow their contribution to count.
• Ask questions about what has been accomplished and what is the original vision for the outcome.
* Consider who assigned the task or project and what is that person’s stake in the outcome?
* Vigorously read about your industry and study how your company is positioned there.
* Attend webinars on aligning topics to broaden your perspective.Ask to be included in planning sessions. Your request demonstrates initiative and can make you more visible.

A proven power tool is to assess and raise the team’s and your Emotional Intelligence. Ask me how.

Access this useful tool here: A Letter of Authority

Consider these clues:

  1. Consider the language the person uses. Do they overuse “big” words to look important. For example, do they “utilize” rather than “use”?
  2. How does the person appear in posture?
  3. How do others react to this person?
  4. What is your take away when you interact with this person?

These are only starter mental notes. Start your own listing.

Communicationemotional intelligence


As a credentialed business coach and analyst, one of my primary functions is to work with individuals and company managers to clarify where they are presently, where they would like to advance, and what tools they have and need to achieve their desired outcome.

I use a variety of tools to assess perceptions including Platinum Rule instruments, my experience and training in assessing behavior. My preferred tool is the EQ-i®, emotional intelligence inventory. I have specialized training on the EQ-i® and DISC Inventories and access to multiple other sources including a company culture index. I prefer the EQ-i® because it is the least judgmental instrument I have found. It focuses on strengths and areas of development related to the goals set by the individual. For example, people are more likely to apply the EQ-i®’s information rather than label themselves by the Myers-Briggs categories.

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