Redefining Your Worth

Co-authored by Sofya Yedigarian, Ph.D. and Amy Vigliotti, Ph.D.

Despite external achievements, many people harbor an internal fear of being exposed as a fraud. This experience, widely known as imposter syndrome, affects various high achievers, from students and professionals to artists and entrepreneurs. Though it may not be formally classified in the DSM-5, its psychological impact is profound.

What Is Imposter Syndrome?

Imposter syndrome, also known as the imposter phenomenon, refers to a psychological pattern in which individuals doubt their abilities, attribute their success to luck or deception, and fear being “found out” (Feigofsky, 2022). First identified by psychologists Pauline Clance and Suzanne Imes in 1978, imposter syndrome was initially thought to primarily affect high-achieving women, though subsequent research has shown it can affect individuals across genders and backgrounds (Clance & Imes, 1978; Feigofsky, 2022).

People experiencing imposter syndrome may think thoughts like, “Soon they’ll realize I’m not as capable as they think.” These beliefs persist even in the face of evidence to the contrary, leading to chronic self-doubt, anxiety, and perfectionism.

How Does It Develop?

Imposter syndrome often begins early in life, shaped by family dynamics, societal messages, and personal experiences. Children who grow up being labeled as either “the smart one” or the one who must “try harder” can internalize rigid expectations. These messages can lead to either a fear of not living up to an ideal or a belief that one’s accomplishments must always be proven time and time again.

Moreover, social comparison plays a critical role. In environments where success is highly visible and competitiveness is high (like graduate school or academia), people are more likely to minimize their own accomplishments and exaggerate the competence of others. For people of color, first-generation professionals, or anyone in a marginalized group, imposter feelings may be increased by not seeing others like themselves represented in positions of power (Cokley et al., 2017).

Case Example: Maya’s Story

Maya, a 28-year-old senior editor at a renowned publishing house, came to therapy feeling frustrated and emotionally depleted. Despite her accomplishments, she felt as if she were pretending at her job. She shared feeling like she was frequently “faking it,” and that “everyone thinks I’m more competent than I really am.”

A large part of Maya’s imposter syndrome stemmed from the professional ceiling she faced. The Editor-in-Chief had held their position for many years and showed no signs of stepping aside. Maya had always wanted to be Editor-in-Chief, but with that role permanently filled, it made her question the years of work she’d put in. She wondered if she was going to stay stuck in her current role forever.

In therapy, we first worked to name and normalize her experience. She wasn’t alone in feeling this way. Many high-performing professionals experience imposter thoughts when they feel they have no clear path to advancement. But Maya’s internal narrative went deeper than professional frustration; it was rooted in an underlying belief that external titles were the only real evidence of her worth.

We used cognitive restructuring to help Maya identify and challenge these automatic negative thoughts. When she caught herself thinking, “If I’m not Editor-in-Chief, I must not be good enough,” we examined the evidence. Was that really true? What would she say to a colleague in the same position? Maya began to recognize the cognitive distortions at play, particularly all-or-nothing thinking and discounting the positive. She had equated “not being the best” with “not being good at all.”

Together, we built more balanced alternative thoughts. For example:

• Instead of: “I haven’t moved up, so my work doesn’t matter,”
  → “My contributions are meaningful, even if they don’t come with a new title.”
• Instead of: “I must be fooling everyone,”
  → “I’ve consistently delivered strong work and earned the trust of my peers.”

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These shifts didn’t come overnight. At first, Maya reported that the new thoughts felt “fake” or “forced.” That, too, became material for the work. We unpacked why self-doubt felt more comfortable than self-recognition. We explored early family dynamics: growing up in a household where praise was rare, Maya had internalized the belief that she always had to “prove herself” to be valued.

Through reframing, Maya began to see her situation not as a dead end but as a turning point. What if success wasn’t just about attaining a specific role, but about defining her own professional values? What if leadership meant more than a title? These questions opened up space for new meaning. She reflected on how she shaped the editorial voice of the publication, how she had mentored emerging writers, and how she cultivated inclusive conversations in the workplace. In short, she already was a leader.

Over time, Maya’s imposter syndrome didn’t vanish, but it no longer held the same power. She still had moments of doubt, but she could meet them with self-awareness and tools, rather than spiraling into shame or burnout. These tools helped her reconnect with why she had entered this career in the first place: not for titles, but for storytelling, for impact, and for connection.

She even began exploring new professional goals, ones that weren’t dependent on waiting for someone else to leave. The shift wasn’t just external; it was internal. She no longer needed a title to validate what she already knew to be true—that her voice, her effort, and her presence mattered.

Conclusion

Imposter syndrome reminds us that we can often be our own toughest critic. Instead of constantly pressuring ourselves to “be better,” we can pause to acknowledge how far we’ve already come. When we shift our focus toward internal validation, it becomes easier to see both mistakes and successes as essential parts of growth. Wanting to improve doesn’t mean dismissing who we are right now; it means making space for both ambition and self-compassion.

Disclaimer: All patient information has been de-identified and modified to protect privacy. Any resemblance to real individuals is purely coincidental.