Imposter Syndrome During a Job Transition

Aashi Arora 05 Jun 2025

Key Issues Discussed in this Article

Key Points	Leadership Insight
1. Imposter Syndrome Often Emerges at the Edge of Growth	Even accomplished leaders can feel like imposters when stepping into new roles. These doubts don’t indicate a lack of ability, but rather the presence of meaningful change.
2. Self-Doubt Can Be Reframed Through Strengths and Purpose	By reflecting on past successes, values, and core strengths, leaders can shift their internal narrative and re-anchor their identity beyond a job title.
3. Coaching Provides a Safe Space for Rebuilding Confidence	Working with an executive coach helps leaders explore these internal challenges, replace limiting beliefs, and build the confidence to thrive in the new environment.

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In 2022, about 60 million people, or close to 1/3 of the American workforce, changed jobs. Statistics like this haven’t been seen since the 1970s. This movement has brought tremendous change in many sectors, as well as in leadership at many levels. With change can come great degrees of uncertainty, doubt, and anxiety.

It should not be a surprise, then, that many leaders transitioning into new roles are dealing with Imposter Syndrome.

For example, one client of mine, a practicing physician for over 10 years at a major academic medical center, had previously taken on many leadership roles in her tenure. Most notably, she had mentored numerous medical students, directed various hospital projects, and held several academic society positions. But when she was asked to take on the role of chief of her division, where her peers would be reporting to her, strong feelings of self-doubt started to take over her internal dialogue. She questioned why she had been chosen for the role over others, especially since the division included older, seemingly more experienced physicians. She wondered how her superiors found her to even be qualified for the role. Most of all, she doubted her ability to succeed in leading the division to its next phase of growth and development.

What is Imposter Syndrome?

Imposter Syndrome, or Imposter Phenomenon, as first defined by Drs. Clance and Imes in 1978, is a condition where an individual believes that they are a fake, a phony, or an “imposter,” and they are in constant fear of being “discovered” as such. Often these feelings are not based in reality and do not match others’ perceptions of the person’s accomplishments and achievements. That negative self-talk of not being good enough or worthy of accolades can lead to barriers in advancement for many professionals and, worse, can create cycles of self-sabotage.

Why Imposter Syndrome Occurs During a Job Transition

When you’re beginning a new job, taking on more advanced leadership responsibilities, or transitioning with a new boss, your brain signals that a major change is occurring, and natural defenses arise. Most professionals do not naturally adjust to change quickly. Change can be scary. Many fears are associated with the unknown and the unfamiliar. We want to go back to what we know, what’s familiar, and what’s comfortable.

That’s when what I call the “Imposter Monster” can take over. The Imposter Monster is an imaginary character that sits on your shoulder and gives negative commentary. In an effort to protect you from potential unknown dangers, it can actually hold you back from taking positive risks and diving into change.

Any change in the work setting signals the Imposter Monster to go into overdrive and prevent action. Its goal is to take you back to the pre-transition state.

What Can You Do to Overcome Imposter Syndrome

When I work with clients where Imposter Syndrome strikes strongly during a job transition, I encourage them to employ the “iCAN” method to better embrace the new change and perform at their best:

“iCAN” Method

Letter	Meaning	Action & Reflection
i	Individual	Acknowledge that you are capable of doing great things and excelling in your new role. Trust in your potential and presence.
C	Change the Narrative	Write down your internal dialogue. Identify the negative voice and challenge it by recalling your journey, qualifications, and the vision for your new role.
A	Affirm Your Achievements	List your career accomplishments. Ask trusted peers for input to validate your growth and remind yourself that success came from skill—not luck.
N	Notate Your Why, What, and How	Reflect on your purpose, motivation, and strengths. Why does this role matter to you? What drives you? How will you succeed by using your unique abilities?

If you or someone you know is struggling with Imposter Syndrome, especially during a time of transition, reach out to a coach. Connecting with a professional to work through the cycle of a negative mindset can be transformational and provide positive, long-lasting results.

To learn more, connect with me at iRISE Executive Coaching.