Why Leadership Growth Can Trigger Impostor Syndrome | Podcast

Why do feelings of self-doubt often increase as professionals move into senior leadership roles? In this episode of Weaver: Beyond the Numbers, hosts Linc Ashby and Roshmi Dalal discuss why impostor syndrome persists and often intensifies at higher levels. They explain what drives these feelings, how to distinguish between healthy growth and limiting self-doubt and what leaders can do to manage it effectively.

Key Points:

• Impostor syndrome often intensifies at senior levels due to increased uncertainty, broader responsibilities and less direct feedback.
• A “healthy stretch” pushes leaders beyond their comfort zones and feels energizing, while impostor syndrome leads to hesitation, over-preparation and holding back.
• Leaders can reduce impostor syndrome’s impact through self-reflection, clear communication and visible support of team members’ contributions.

As responsibilities shift from execution to influence during career advancement, many leaders face greater ambiguity in decision-making and performance outcomes. Clear metrics are replaced with less-defined expectations, and feedback becomes less frequent. Roshmi notes that it is this uncertainty, not a lack of skill, that often drives impostor feelings. Leaders are expected to make decisions with limited information and think beyond their functional expertise, which naturally introduces doubt.

Understanding the difference between growth and self-doubt is essential. Roshmi explains that “you’ll know immediately when it’s a healthy stretch because you feel really energized by it.” Impostor syndrome, by contrast, feels restrictive. It can cause leaders to withdraw and question whether they belong. This distinction helps professionals assess whether discomfort is pushing them forward or holding them back. Recognizing the signs can help leaders adjust their approach in real time.

The conversation also highlights practical ways to manage these feelings. Self-reflection, including journaling and evaluating past successes, can help ground leaders in evidence of their capabilities. Equally important is how leaders communicate: Framing new challenges as growth opportunities rather than shortcomings builds credibility and confidence. For those leading teams, visibly recognizing contributions and linking them to outcomes can reinforce confidence in others. Together, these approaches help normalize impostor syndrome while keeping it from limiting performance or leadership impact.

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