Imposter Syndrome & Inclusion Part 2

There’s a big difference between feeling like an imposter and being made to feel like an imposter

The lines are getting blurred and it’s not always useful

Get your pen and paper ready because we’re talking about the difference between Imposter Syndrome and being excluded

In today’s show we discuss several things including:

  • The difference between Imposter Syndrome and being excluded
  • The mistakes being made when discussing Imposter Syndrome
  • Why exclusion creates so called Imposters and much more

Imposter Phenomenon is a concept conceived by highly successful women about highly successful women

“This is a phenomenon conceived by clinical psychologists and subsequently treated by clinical psychologists through various forms of therapeutic interventions”

Imposter Syndrome is not the same as exclusion

“I’m noticing a growing number of people who talk about Imposter Syndrome without recognising in it’s appropriate context and this can be confusing”

There’s a big difference between feeling like an imposter and being made to feel like an imposter

“It’s one thing to feel like an imposter in yourself despite your achievements; it’s another thing for others to make you feel like an imposter despite your achievements”

SHOWNOTES

Imposter Syndrome & Inclusion Part 1

The Imposter Phenomenon in High Achieving Women: Dynamics and Therapeutic Intervention

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences