Confidence isn’t a switch you flip – it’s a skill you build. And the notion of ‘Fake it till you make it’ might be failing you.
The leaders who seem “naturally” confident aren’t chanting affirmations or winging it; they’re noticing their inner imposter, challenging its script, and leaning into a growth mindset. That’s the real work – available to every leader.
The struggle
Many leaders wrestle with imposter syndrome, no matter how experienced they are. That quiet voice says, “You’re not ready,” especially when stepping into new challenges. The problem is, we often treat these moments as evidence we’re not capable, rather than proof we’re stretching.
Interestingly, women especially grapple with imposter syndrome, that nagging feeling of being found out as inadequate or undeserving of their role, despite evidence of their success. Without reframing, leaders either overcompensate—masking with bravado—or hold back, missing growth opportunities.
According to a KPMG study (2020), 75% of executive women reported experiencing imposter syndrome at some point in their careers. Stanford psychologist Carol Dweck’s research indicates that fostering a growth mindset significantly improves confidence and resilience, enabling individuals to handle setbacks more constructively.
Confidence is like a muscle; it doesn’t strengthen by being told to get stronger, it strengthens through practice and challenging workouts.
Whether you think you can, or you think you can't - you're right.
Sarah’s story
I was coaching Sarah (not her real name), a senior marketing director in a global tech company. She’d risen from a junior account role to leading a regional team on multi-million-dollar campaigns, earning industry awards and a reputation for rescuing underperforming projects. Yet, when asked to present to the global executive team, she froze with self-doubt. “Who am I to tell them what to do?” We worked on naming the imposter voice, anchoring to her track record, and reframing the presentation as sharing expertise—not proving worth.
Sarah’s breakthrough shows confidence doesn’t come from erasing doubt—it comes from acting despite it. The inner critic rarely disappears, but when leaders recognise it, challenge it with facts, and focus on the value they bring, they show up with grounded presence. It’s not about having all the answers; it’s about trusting your skills, experience, and perspective in the moment. This shift—from proving yourself to contributing your best—changes how you lead and how others respond.
Carol Dweck’s Growth Mindset Model
One of the most powerful tools for tackling imposter syndrome is adopting a Growth Mindset, a concept developed by psychologist Carol Dweck.
It’s the belief that abilities and intelligence can be developed through effort, learning, and persistence—not fixed traits you either have or don’t.
Leaders with a growth mindset see challenges as opportunities to stretch, feedback as fuel for improvement, and setbacks as part of the learning curve, not proof they’re “not good enough.”
We all experience being a Fixed Mindset from time to time. The trick is to recognise when we are and shift to a Growth Mindset.
5 Ways to Build Grounded Confidence with a Growth Mindset
1. Name the Inner Critic
Don’t let that doubting voice run the show in silence. When it pipes up, pause and literally name it—“Ah, that’s my inner critic talking.” This helps you separate thought from fact and stop the spiral before it takes over.
2. Reframe the Story
Replace “I’m not ready” with “I’m learning”. Ask, “What’s the opportunity here?” instead of “What if I fail?” This tiny shift reframes challenges as training grounds rather than tests of worth.
3. Anchor in Evidence
Keep a running “confidence file” of past wins, positive feedback, and moments you stepped up. Before high-stakes situations, revisit it. Facts are powerful antidotes to fear.
4. Normalise Discomfort
Treat nerves as a sign you’re in your stretch zone, not as a red flag. High-performing leaders in every field—from sports to the arts—expect discomfort when levelling up. It’s part of the process.
5. Ask for Feedback and Use It
Seek out constructive input, not as a judgment, but as a growth tool. Act on it quickly and visibly. This shows both you and your team that learning is an ongoing, open practice.
Confidence grows through action, reflection, and support—and you don’t have to do it alone. If you or your leaders are ready to quiet the inner critic and lead with grounded confidence, let’s talk about how I can help. Get in touch to start the conversation: jessica@intactteams.com