Impostor Syndrome and Individual Competence
summary
Conference notes state specific claims and evidence: a 1978 IMS and Clance study lists four effects including feelings of inadequacy, avoid displaying skills, plus compensations like charm and work harder longer hours; a small audience sample reports roughly three quarters affected; Vera Vasquez and Corona (2006) flag higher rates in high‑achieving women of color; a Dunning Krueger study of a little over 2,000 people shows the least skilled overestimate themselves. Practical fixes: don’t label others, give actionable praise, use third‑party assessment and track symptoms.
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chapters (9)
- 0:00Start
- 8:16Who is impacted by impostor syndrome?
- 8:37High achieving women often
- 12:02Internalizing Discrimination
- 12:54What is technology doing to impostor syndrome?
- 14:56Making it better for others
- 15:22Do not: tell someone else they have impostor syndrome
- 16:22Do: Give positive, meaningful and actionable feedback
- 17:41Fixing it for yourself
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