At the 2024 HR Indaba, leading HR professionals discussed imposter syndrome, sharing insights on overcoming self-doubt and embracing personal growth through self-awareness, vulnerability, and support networks.
The 2024 HR Indaba featured a panel discussion on imposter syndrome, a common experience among individuals taking on new roles. Amukelani Maphophe, BP SA HR Director, Anusuya Govender, Old Mutual CHRO, and Motshedisi Silindane, the Corporate Heart Guide at Saffron Conscious, shared their insights on overcoming this self-doubt and embracing new opportunities.
Motshedisi defined imposter syndrome as the persistent belief that one is not qualified, despite possessing the necessary credentials. She argued that personal values serve as a compass, guiding individuals toward a more authentic and fulfilling life. When individuals are clear about their values, they naturally align with their inner selves.
Motshedisi emphasised that understanding one’s values and purpose is crucial for embarking on a journey of self-discovery and remembering one’s true identity. To achieve this, she advised individuals to cultivate kindness, compassion and patience toward themselves.
The journey with imposter syndrome
“I’ve been in my new role for a year and faced some challenges,” Anusuya said. “Coming from a specialist role in benefits and remuneration, I felt like I was starting from scratch when I took on the chief people role.”
Anusuya describes the initial months as overwhelming, marked by a fear of failure. “We’re often too hard on ourselves,” she says.
Amukelani shared two pivotal moments that shaped her path towards her current leadership role. The first occurred while she was working at a pension fund. When presented with an opportunity for a higher position, she hesitated and turned it down.
Years later, while at BP, Amukelani was offered an acting senior role. Though she initially felt unprepared, she couldn’t shake the memory of her previous missed opportunity. This time, she decided to embrace the challenge, viewing it as a chance to push her limits and confront her self-doubt.
Reflecting on her journey, Amukelani realised that the imposter syndrome she experienced was a common feeling among many leaders. She learned that it’s crucial to acknowledge the confidence others have in you and to trust those who believe in your abilities.
Tools to overcome imposter syndrome
Anusuya shared the strategies she has implemented over the past year. By leveraging her leadership style and addressing areas for development, she has gained confidence and successfully transitioned into her new role.
Additionally, she has discovered the power of vulnerability. She believes that being honest and open about her limitations has not only strengthened her relationships but also fostered a more collaborative and learning-oriented environment. “By asking questions, seeking different perspectives, and actively listening, I have become more receptive to growth and development,” she said.
She emphasised that embracing vulnerability requires courage, patience, and self-compassion. She believes that a significant factor in personal growth is how kind and understanding one is to oneself.
The panellists agreed that self-awareness is essential for recognising areas where one may require support when struggling with imposter syndrome. Motshedisi emphasised that while the education system has focused on intellectual development, the connection between the mind, body and intuition is often overlooked. She argued that by understanding one’s personal values, individuals can better appreciate diverse perspectives and use this knowledge to navigate life effectively.
Amukelani encouraged HR professionals to challenge themselves and utilise strategies that align with their unique strengths and preferences. She suggested that introverts might benefit from more one-on-one interactions, while others might find tools and techniques that enhance their productivity."
A coach in the audience reframed imposter syndrome as an ‘investment in success syndrome,’ highlighting the importance of demonstrating care and commitment to excellence. Amukelani agreed, emphasising that language can be used both positively and negatively to influence our self-perception.
Another audience member shared her personal experience of overcoming imposter syndrome through therapy. She emphasised the role of mental wellness in combatting this issue and encouraged others to seek professional help if needed.
Finding support in the journey
Anusuya emphasised the importance of support in her career journey. She believes that sponsorship, having individuals who create space for one’s success, is crucial, especially for those in senior roles. “I had to build a community of support and find a coach who understood career transitions.”
Anusuya found that stepping into the shadow of her predecessor presented an advantage. While initially attempting to replicate her predecessor’s success, she quickly realised the importance of embracing her own unique vision and journey. Over time, her relationship with her predecessor shifted to one of collaboration and mentorship. She emphasised that viewing predecessors as competitors can hinder growth and learning opportunities. Instead, she advocated for learning from their experiences and leveraging their existing relationships.
Through careful navigation and the support of her sponsors, she has successfully established her own identity and made significant strides in her career.
The conversation shifted to the concept of thinking partners. Motshedisi described thinking partners as allies and a supportive community that reminds individuals of their true selves during moments of doubt.
She said that, “Thinking partners can offer valuable perspectives and support, whether they are colleagues, family members, or friends. These individuals can serve as our biggest cheerleaders on life’s journey.”
Amukelani emphasised that HR professionals can cultivate and maintain thinking partnerships by being open to receiving feedback, both positive and negative. She explained that openness fosters authentic connections and allows for growth.
She acknowledged that many workplaces have individuals who may not be trained in coaching or providing constructive feedback. Nevertheless, it’s important to communicate one’s openness to receiving feedback, absorbing it, reflecting on it and maintaining positive relationships.
