You can measure the intensity of Impostor syndrome (IS) using the Clance Imposter Phenomenon scale. IS is a psychological phenomenon in which individuals doubt their abilities and fear being exposed as frauds, even when evidence clearly supports their competence. This experience often leads to feelings of inadequacy, self-doubt, and a persistent fear of failure or success.
The Clance Impostor Phenomenon Scale (CIPS) was developed by Dr. Pauline Rose Clance in 1985. It includes 20 self-reported items designed to assess impostor feelings. Respondents rate their agreement with each statement on a Likert scale (ranging from 1 to 5), with higher scores indicating stronger impostor experiences.
Some example statements from the CIPS include:
- “I often compare my ability to those around me and think they may be more intelligent than I am.”
- “I sometimes think I obtained my present position or gained my success because I happened to be in the right place at the right time.”
The Role of the CIPS in Popularising Impostor Syndrome
The development of the CIPS has been pivotal in bringing impostor syndrome into both academic research and public discourse. By providing a standardised measure, it has enabled researchers to study and quantify the phenomenon systematically. Consequently, this has facilitated greater awareness of IS in professional, educational, and personal contexts.
Key Findings and Broader Implications
- Initial Focus on Women: Early studies using the CIPS primarily examined IS in women in academia and professional settings therefore highlighting how societal pressures and biases exacerbate impostor feelings.
- Diverse Populations: Over time, research revealed that IS affects people from various demographics and professions. For instance, a study of 189 male and female medical students found that nearly 55% experienced severe impostor syndrome, with about 5% reporting very severe symptoms.
- Psychological Impact: IS is associated with increased anxiety, depression, and burnout, which can hinder personal and professional development.
While IS has gained widespread recognition, its classification remains debated. Some view it as a psychological pattern linked to broader issues such as anxiety and self-doubt rather than a distinct condition. Others suggest that cultural differences shape how impostor-like feelings manifest, questioning whether IS is truly universal. For example, in collectivist cultures, feelings of self-doubt may be contextualized differently, making them less likely to align with Western definitions of IS. You can participate in my study on Imposter Syndrome among Kenyan Executives here.
Critics also caution that focusing on IS as a personal mindset may distract from systemic issues, such as workplace discrimination and societal inequities, which contribute to impostor feelings, particularly among women and underrepresented groups.
Interventions and Tools for Addressing IS
Several strategies have proven effective in managing IS, focusing on both individual and systemic factors:
- Mentorship and Support Programs: Structured mentorship can provide reassurance and guidance, helping individuals understand and overcome impostor feelings.
- Reflective Workshops: Programs that encourage self-reflection and discussions about impostor syndrome have been shown to enhance coping mechanisms.
- Mindfulness and Self-Compassion: Practices like mindfulness and recording positive feedback can help individuals counteract negative self-perceptions.
- Education and Peer Support: Educating individuals about IS and fostering supportive workplace environments can reduce feelings of isolation and inadequacy.
For example, a study involving medical students and professionals demonstrated that mentorship, education, and reflection-based interventions significantly improved participants’ understanding of and ability to manage IS.
Conclusion
Although impostor syndrome is not a formal diagnosis, it remains a widely studied and recognized psychological phenomenon with significant implications for mental health and workplace dynamics. Still, addressing IS requires a nuanced approach that considers both individual psychology and broader societal factors. By combining personal interventions with systemic change, it is possible to create environments that foster confidence, inclusivity, and well-being. To help build our understanding of imposter syndrome in Kenya please participate in my survey here.
References
- Ahmed, A., Cruz, T., Kaushal, A., Kobuse, Y., & Wang, K. (2020). Why is there a higher rate of impostor syndrome among BIPOC. Across the Spectrum of Socioeconomics, 1(2), 1-17.
- Barr-Walker, J., Werner, D., Kellermeyer, L. & Bass, M. (2020). Coping with Impostor Feelings: Evidence Based Recommendations from a Mixed Methods Study. Evidence Based Library and Information Practice, 15(2), 24–41. https://doi.org/10.18438/eblip29706
- Edwards‐Maddox, S. (2023). Burnout and impostor phenomenon in nursing and newly licensed registered nurses: A scoping review. Journal of Clinical Nursing, 32(5-6), 653-665.
- Iwenofu, C., Dupont, R., & Kaczkurkin, A. (2024). Hope for the Future Can Reduce Anxiety, Perfectionism, and Feelings of Imposter Syndrome. Vanderbilt Undergraduate Research Journal, 14(1).
- Maqsood, H., Shakeel, H. A., Hussain, H., Khan, A. R., Ali, B., Ishaq, A., & Shah, S. A. Y. (2018). The descriptive study of imposter syndrome in medical students. Int J Res Med Sci, 6(10), 3431-4.