Mindset Misfires of Impostor Syndrome

How your team’s brilliance and their self-doubt are two sides of the same coin.

Do you favor the process or the product?

I love to sew, but I often love the process way more than the product. When I’m finished with a project, whether it’s a dress or a pillow, I don’t often take the time to enjoy the result. I’m off to the next pattern and bolt of fabric.

On reflection, this is a powerful lens through which we can understand how brilliant professionals end up doubting their own intelligence, and what you, as a leader, can do about it. And it meshes so well with the topic of impostor syndrome.

You see, some of your team members may focus relentlessly on the product (the outcome, the win, the performance review) leaving the process (growth, personal enjoyment, curiosity) in the ditch. Conversely, some may get so involved in the process that the product never gets produced!

This process-product preference has striking parallels with the research of Dr. Carol Dweck, the Stanford psychologist behind the concepts of fixed and growth mindsets.

 Fixed vs. Growth Mindset 101

People with a fixed mindset believe intelligence is static, that you’re either born with it or you’re not. Those with a growth mindset believe intelligence can grow through effort and learning. Neither is inherently bad, but both come with pros and cons:

• Fixed mindset folks may hone deep expertise and avoid risk. Yet, they fear failure and avoid feedback.
• Growth mindset folks embrace challenge and feedback but may overcommit or burn out while chasing constant improvement.

You might assume that fixed-mindset individuals are more prone to impostor syndrome, and growth-mindset individuals are more resilient. But that’s only part of the picture.

Can Growth-Minded People Still Feel Like Frauds?

Surprisingly, yes.

Research by Carol Dweck and others (including David Dunning of the “Dunning-Kruger effect”) shows that even growth-minded individuals can experience self-doubt, especially when learning is harder than expected or growth doesn’t come fast enough.

Think about someone who’s constantly improving, always taking on new challenges, and still feels like they’re falling short. That’s classic impostor syndrome wrapped in a growth mindset.

And the kicker? These folks often have higher self-awareness and humility than those who overestimate their abilities. They’re not frauds. They’re learners.

 The Dark Sides of Both Mindsets

It’s easy to glorify growth mindset and vilify fixed mindset, but both can misfire:

• A fixed mindset can lead to risk avoidance, perfectionism, defensiveness, and resistance to change.
• A growth mindset, taken too far, can lead to burnout, procrastination, over-committing, and an endless quest for “more.”

Impostor syndrome can grow in both camps, but it looks different in each.

Success Leaves Clues. So Does Mindset.

Leaders can spot signs of mindset (and self-doubt) by observing their teams.

Fixed mindset clues:

• “We’ve always done it this way.”
• “That’s not my job.”
• Defensive reactions to feedback.
• Envy of others’ success.
• Avoiding new responsibilities.

Growth mindset clues (with potential impostor flare-ups):

• Embracing challenges but feeling inadequate mid-way.
• Craving feedback but interpreting it as criticism.
• Starting too many projects, finishing none.
• Feeling like they must prove their worth every day.

 So What Can You Do?

Here’s how to lead your people, regardless of their mindset, away from impostor syndrome and toward meaningful contribution:

• Talk openly about mindset. Make it part of your culture to discuss learning, feedback, and challenge.
• Model it yourself. Show vulnerability. Talk about when you’ve struggled or pivoted.
• Celebrate BOTH progress, AND results. Highlight outcomes and strategies as well as effort and persistence.
• Provide support. Training, coaching, or even just a safe space to ask questions can go a long way.
• Cast a clear vision. When people know their role in the bigger picture, they recognize their value.

Want a team that gives their best effort? Start by seeing the mindset behind the self-doubt. Because mindset doesn’t just shape performance. It shapes identity.