Worcester, United Kingdom, Tuesday 10 October 2023: On World Mental Health Day 2023 the Co-Founders of International Imposter Syndrome Awareness Day are issuing a “call to arms” to highlight how debilitating imposter syndrome can be, and to raise much more awareness of it in the tech and cyber security industries. They also want to encourage unmasking and normalising conversations around imposter syndrome and mental health challenges, and that acknowledging vulnerability is not a sign of weakness, but a courageous step towards healing.
World Mental Health Day this year serves as a poignant reminder that many individuals grapple with internal battles beneath the surface of daily interactions, one of the most pervasive being Imposter Syndrome. This phenomenon, characterised by persistent self-doubt and the fear of being exposed as a fraud despite evident accomplishments, takes a toll on mental well-being.
According to a survey in 2018 from Blind, of the 10,400 cyber professionals questioned, over 58 percent admit to suffering from imposter syndrome despite working for major global companies like Facebook, Google and Amazon. It is clear that imposter syndrome is a huge problem in cyber security and tech, with it having a huge impact on mental health. Those who suffer from imposter syndrome are more likely to suffer from mental health issues such as depression, anxiety and social anxiety.
The cyber security and tech industries are also much more prone to individuals suffering from burnout and stress in their jobs. Burnout is a state of mental, physical, and emotional exhaustion caused by excessive and prolonged exposure to the stresses of working in the cyber security field. It can lead to feelings of imposter syndrome, cynicism, detachment, and apathy.
To overcome feelings of imposter syndrome, the Co-Founders of International Imposter Syndrome Awareness Day have released some helpful tips:
1. Acknowledge Your Achievements: Create a record of your successes, big and small. Reflect on the skills and effort that contributed to these accomplishments.
2. Talk About It: Share your feelings with trusted friends, family, or colleagues. More often than not, they’ve experienced similar doubts and can offer valuable perspectives.
3. Challenge Negative Thoughts: Develop self-awareness and challenge negative self-talk. Replace destructive thoughts with affirmations and positive reframing.
4. Embrace Failure: Understand that setbacks are part of the journey. Instead of viewing them as confirmation of inadequacy, see them as opportunities for growth.
5. Set Realistic Expectations: Perfection is an unattainable standard. Set realistic goals and celebrate progress rather than fixating on perceived shortcomings.
6. Cultivating Authenticity: Overcoming Imposter Syndrome is a journey toward authenticity. Embrace your uniqueness, acknowledge your worth, and remember that everyone, even the most accomplished individuals, faces moments of doubt.
Lisa Ventura MBE, Nat Schooler and Kim Adele, Co-Founders of International Imposter Syndrome Awareness Day, said: “Having feelings of imposter syndrome can be extremely debilitating, so on World Mental Health Day we are opening up the conversation around the link between imposter syndrome and mental health, and are encouraging people to talk about their experiences of imposter syndrome to bring it out into the open.Imposter Syndrome thrives on secrecy and silence. Many individuals wear a mask, projecting confidence while concealing their internal struggles. On World Mental Health Day, let’s unmask and normalise conversations around mental health challenges.”
To find out more about International Imposter Syndrome Awareness Day and how you can get involved in the 2024 awareness day on 13 April, visit www.iisad.org.
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Press Contact
Lisa Ventura MBE
Co-Founder, International Imposter Syndrome Awareness Day and Founder, Cyber Security Unity Limited
Tel: 0800 772 0155, Email: lisa@csu.org.uk
Notes for Editors
1. About International Imposter Syndrome Awareness Day
International Imposter Syndrome Awareness Day” is the brainchild of Lisa Ventura MBE, Founder of Cyber Security Unity Limited, Nat Schooler, the creator of the “Influential Visions” podcast series and Kim Adele Randall, Board/C-Suite Leadership Coach. It launched on Tuesday 13th April 2021 with the aim of highlighting the phenomenon of imposter syndrome and to provide help and resources to business leaders and those who are suffering from it. It has grown into a global event that aims to open up the conversation around imposter syndrome.
2. Lisa Ventura MBE, Nat Schooler, and Kim Adele Randall are available for interviews or commentary upon request. Please email Lisa Ventura MBE via lisa@csu.org.uk for more information.
3. Photography and other imagery is also available upon request.
To me, one of the most obvious obstacles to the current job environment in getting over imposter sydrome seems to be individuals that perform a job adequately, and sometimes do it very well or expertly, but historically their former employer(s) ‘ provide them the standard industry tools to do their job and they innovated to get the job done. When these folks apply for other jobs in a similar capacity they have difficulty receiving offers becuase they dont use those tools. The innovation is lost in teh equation.
If applicants possess the skills, but lack experience with standard industry tools, companies can still adapt and support these individuals. Here are some adjusted considerations and strategies:
1. **Holistic Skills Assessment:** Focus on assessing the candidate’s overall skills and competencies rather than specific tools. Recognize that individuals can quickly adapt to standard industry tools if they have a strong foundation in the required skills.
2. **Training and Onboarding:** Provide training and onboarding programs to help new hires become familiar with the standard industry tools used within the organization. This can include both formal training sessions and mentorship opportunities.
3. **Transparency in Job Descriptions:** Clearly communicate the importance of skills and competencies over specific tools in job descriptions. Make it known that candidates with proficiency in similar tools will be considered.
4. **Flexible Job Requirements:** Revise job requirements to be more flexible and open to candidates who may not have experience with standard tools but possess the necessary skills and a willingness to adapt.
5. **Skill Development Programs:** Offer skill development programs that focus on transitioning employees to the standard industry tools used within the organization. This can help bridge the gap and ensure a smoother transition.
6. **Cross-Training:** Encourage cross-training within teams, allowing employees to learn about the specific tools used in the organization. This can facilitate knowledge sharing and help employees adapt more quickly.
7. **Project-Based Assessments:** Use project-based assessments during the hiring process to evaluate candidates’ abilities to adapt and learn new tools. This allows candidates to showcase their skills, even if they lack tool-specific experience.
8. **Mentorship and Support:** Provide mentorship programs to assist employees in adjusting to the organization’s tools and workflows. This can boost their confidence and help them integrate more effectively.
9. **Feedback and Recognition:** Offer constructive feedback and recognition for employees’ efforts and progress in adapting to standard industry tools. Celebrate their achievements and acknowledge their dedication to learning.
10. **Create a Growth Mindset Culture:** Foster a culture of continuous learning and adaptability, where employees are encouraged to embrace challenges and view the acquisition of new tool proficiency as an opportunity for growth.
By implementing these adjusted strategies, companies can effectively support employees who possess the skills but may lack familiarity with standard industry tools. This approach promotes a smooth transition, encourages adaptability, and ensures that valuable skills are effectively utilized within the organization.
sorry, typo…. “historically their former employer(s) didn’t provide them the standard industry tools”