Don Korn

FYI FYI FOR YOUR INFORMATION FYI March 1980

A majority (71 percent) of CEOs face imposter syndrome during their leadership, according to Korn Ferry. While we might not all be CEOs, most of us experience imposter syndrome at some point. The Label and the Human ConditionIt’s perfectly natural to feel like a fraud—whether it’s when facing a new job, environment, or large challenge.But there’s an interesting thing about the human mind. If we label it, in this case, imposter syndrome, it often becomes that very label we want to avoid.Moreover, labels make it seem like we are the problem.It’s worth remembering where the term came from. Doctors Pauline Rose Clance and Suzanne Imes originally referred to the “Imposter Phenomenon” in their 1978 paper: “The Imposter Phenomenon in High Achieving Women: Dynamics and Therapeutic Intervention.”Interestingly, their paper was specifically about high-achieving women, and it never used the term “syndrome.” That was later added when psychologist Carol Tavris used both phenomenon and syndrome in her 1982 Vogue article, “Your Life, Your Health—Who’s in Control?”Why do all these details matter?In short, feeling like a fraud is a perfectly normal experience of the human condition. If we don’t doubt ourselves at times, we plow on making mistakes and missing details blinded by overconfidence.Instead, self-doubt allows us to reflect, check, and improve on ourselves.Of course, some cases can and do turn into a pathological syndrome, but it’s vital to understand and face the cause rather than jump onto symptoms.To manage imposter feelings, understand the root cause:How does your environment or work culture support or hinder your confidence? What is within your control to change? We can all do our part to nurture belonging as part of our work culture, including promoting book clubs, for example. Who or where are your allies such that you both support and promote each other? Feeling like you’re the only one in the trenches can turn into an imposter phenomenon.What biases or stereotypes operate around you? Sometimes we are hired into a leadership role because we are different, and this can quickly lead to feelings of not belonging and of being a fraud.Embrace the Whole of YouWhen facing imposter feelings, many try logic and reframing or mind over matter. “While these are valid techniques, the cognitive approach can only take you so far because imposter feelings are driven by emotions that want to be heard.”Instead, the art is to embrace all our emotions, an approach that can be built on the foundations of emotional intelligence at work. In the language of Internal Family Systems, we welcome all our internal parts.Essentially, we all have a family of inner parts, and it is within our power to embrace them. As such, we mediate harmony by leveraging our inner compassionate and confident core self.Everyone can connect to that inner core and become more grounded and at peace with their parts, including the imposter ones. The power of the approach is that it targets both our logical and emotional minds.Collaborate with your imposter part:Imagine your imposter part as a separate entity with shape and color, and try to get to know it. While this might sound strange, it naturally creates a space so that the emotions become less overwhelming.Practice self-compassion both toward yourself and your imposter part. It has been trying to protect you, even if over-enthusiastically. By highlighting self-doubt, it might be telling you to change your approach, for instance.Note when the imposter feelings come up and how they influence you. Sit with the emotions to deepen your understanding, and with time, they will gradually dissipate.Embrace Your Imposter Part for Future SuccessWorking with the mind means blending both logic and emotions. Most importantly, we need to deal with the root cause of imposter feelings. So, reflect on your inner imposter voice and collaborate with it. Furthermore, review how your environment and those around you perhaps feed the imposter part within you. As you connect with your imposter part and gradually shift what is within your control to change, you’ll find yourself feeling more grounded and self-assured. 

How to Embrace Imposter Syndrome for Better Results

Do you know why project managers dread the words “Could you just?”Picture this: You’re a project manager on the verge of wrapping up the final milestone, ready to tackle a small simple change request. After all, your client wants to add just one last “thing” to the training program. This turns out to be an entirely new concept with a cascading effect on the other modules bringing the delivery to a halt.Training managers and stakeholders frequently fall into the trap of adding “just one more module” or “a quick extra skill” to the curriculum. These seemingly minor additions can accumulate rapidly, transforming a focused, efficient training program into an unwieldy behemoth.Scope creep is like a minor home improvement. It starts innocently enough—"Oh, while we’re at it, why don’t we just...”—and before you know it, you’re redoing the plumbing, installing a hot tub, and considering a helipad for the roof.Scope creep is the project equivalent of saying “I’ll just watch one more episode” at 11 p.m. Next thing you know, it’s 3 a.m., you’ve finished the entire series, and you’re contemplating learning Korean to watch the spin-off.So, remember, the next time someone says, “While we’re at it, why don’t we just...”—Keep your antenna up. The Denver International Airport (DIA) case is often cited in project management literature as a cautionary tale about the dangers of unchecked scope expansion. Despite its troubled construction, DIA has since become a successful and vital transportation hub, though the lessons from its construction remain relevant for project managers today.The Denver International Airport project, launched in 1989 to replace Stapleton Airport, was initially budgeted at $1.7 billion and set to open in October 1993. However, poor planning, design flaws, and scope creep caused delays and cost overruns, with the final cost reaching $4.8 billion and the opening delayed to February 28, 1995.This project highlights a key lesson for managers: managing scope creep is vital. Clear objectives, a defined scope, and strict change control are essential to avoid budget overruns, and delays, and ensure project success.The root causes of scope creep in training projects are multifaceted:Unclear initial objectives: Poorly defined goals leave room for interpretation and expansion.Stakeholder pressure: Influential parties may push for additional content to address their specific concerns.Fear of missing out: Anxiety about leaving out potentially valuable information can lead to overinclusion.Lack of change control processes: Without formal procedures for scope modification, changes can slip in unnoticed.The impacts of scope creep extend far beyond mere inconvenience:Diluted focus: As content broadens, the core learning objectives may become obscured.Learner fatigue: Overloaded curricula can overwhelm participants, reducing engagement and retention.Resource strain: Extended timelines and additional materials can strain budgets and personnel.Compromised quality: Hasty additions often lack the refinement of carefully planned content.Delayed implementation: Prolonged development phases can render training outdated before delivery.To combat scope creep in training projects, organizations must adopt proactive measures:Establish clear, measurable objectives at the outset.Implement rigorous change control processes.Prioritize content ruthlessly, focusing on must-have elements.Educate stakeholders on the risks of scope expansion.Consider modular design to allow for future additions without disrupting core content.In project management, scope creep is often seen as a challenge, but it can also drive innovation. Savvy managers leverage stakeholder engagement, evolving needs, and the pursuit of excellence to create value. The key is proactive management: fostering open communication, flexible change control, and a focus on core objectives to balance adaptability and discipline.Recommendations for L&D ManagersUltimately, mastering scope management is not about rigid adherence to initial plans, but about steering projects toward maximum value delivery. As projects grow in complexity, those who navigate the line between beneficial adaptation and scope creep will deliver exceptional results.The future of project management lies not in eliminating scope creep, but in developing the wisdom to discern when changes truly add value and the skills to integrate them seamlessly. In this light, scope creep transforms from a project manager’s nemesis into an opportunity for growth, innovation, and enhanced project outcomes.