Sie haben mit dem Hochstapler-Syndrom bei der Arbeit zu kämpfen. Wie können Sie Ihrem Team effektiv Feedback geben?

Before giving feedback to others while feeling self doubt in the form of imposter syndrome I would propose to assess what the intent of the feedback is and which place from with you it comes from. Be very clear about the desires outcome that you seek to accomplish with the feedback and avoid just “getting something off your chest” as this might be received differently than anticipated. If at all possible talk through your feelings of the imposter syndrome and the feedback you want to give with a trusted mentor, coach or colleague to ensure it will be constructive and valuable.

I've learned in my experience and exploration that what we often call "feelings" are really narratives we attach to physical sensations in our bodies. The key is to detach the sensations from the narratives and challenge them. In doing so, you may determine the narratives of the imposter syndrome are completely untrue. You can then extract any factual data fueling the narrative and leverage it to empower you. Make the imposter syndrome work for you, not against you.

Try supporting the mission. No surrender. Failing is not the objective. Teamwork is much needed to overcome. Don’t lose hope!

I would say neutralize the feedback. The sandwich method is one way to accomplish that. Most people automatically interpret through a binary lens: good or bad, positive or negative, right or wrong. Be mindful of the worldview of those you're offering feedback to. Feedback is an assessment, not a judgment. For instance, a performance review is an assessment of one's performance. However, many interpret assessments of their performance as a judgment of their person. Drive home the objective of the information. Ask yourself: can this information be neutralized a bit before I deliver it?

As with most things, I believe empathy is a spectrum. It can be interpreted differently from person to person. I agree that it is paramount to learn where individual team members fall on that spectrum. Being authoritative or dismissive is rarely effective. At the same time, some personalities actually prefer a more direct approach. The key is to build enough rapport and trust to learn the best approach for that individual.

1. Focus on Facts and Observations: - Be Objective: Base your feedback on specific, observable behaviors and outcomes rather than personal judgments. This helps maintain objectivity and reduces the influence of your imposter syndrome on the feedback process. 2. Adopt a Collaborative Approach: - Encourage Dialogue: Frame feedback as a two-way conversation where team members can share their perspectives and contribute to finding solutions. This collaborative approach can make feedback feel more constructive and less confrontational. 3. Highlight Strengths and Areas for Growth: - Balance Positive and Constructive Feedback: Acknowledge the strengths and achievements of your team members while also identifying specific areas for improvement.

I've found that the most impactful feedback and action taken as a result come when the receiver becomes self-aware. When they can come to that aha moment, they are more energized to make changes and take new action. Before you give feedback, always ask questions to help the receiver build their awareness. Here are a few: - How do you think that went? - What would you do differently if you could do it again? - What did you learn from that? Chances are they'll mention some of the items you planned to discuss. If that happens, move on. Don't re-hash the things they've already said. Instead, focus on ensuring that they have the tools and desire to make the required changes.

Un moyen très efficace de se débarrasser du syndrome de l’imposteur est de s’oublier. Lorsque l’on parvient à se focaliser à 100% sur le bien que l’on peut apporter à l’autre, les doutes sur ses capacités propres fondent comme neige au soleil

Lo que tenemos que tener en cuenta es que luchar contra el síndrome del impostor no debe impedirte dar feedback eficaz a tu equipo. Primero, reconoce tus logros y habilidades. Recuerda que estás en tu posición por una razón. Enfócate en hechos y comportamientos específicos cuando des feedback, evitando generalizaciones. Usa un enfoque equilibrado: combina críticas constructivas con elogios sinceros. Sé honesto y claro en tu comunicación. La transparencia construye confianza. Fomenta una cultura de feedback bidireccional, donde también recibas comentarios de tu equipo. Confía en tu capacidad para ayudar a otros a crecer, incluso si a veces dudas de ti mismo.

One thing that’s helpful is at the end of the week note down what has gone well, good feedback, comments and reviews you have had so that when you feel you don’t deserve this, you’re in the wrong place you can remind yourself of why that is not true. I would also recommend a couple of sessions with a cognitive behavioural hypnotherapist to work on developing confidence, and practice dealing with difficult situations using visualisation and desensitisation to the situation so you can approach it without anxiety or feeling overwhelmed.