The impostor syndrome affects 75% of women leaders

Taxpayers syndrome affects about 75% of women in executive positions, according to Kpmg and Deloitte’s studies. The supplementary therapist Fernanda Maooch Martins explains how culturally conditioned behaviors and models strengthen the feeling of insufficiency. The release blocks, the behavior of change, combined with emotional intelligence and self -knowledge, emerges as a strategy to save self -esteem and manifest dreams with a purpose

Taxpayers syndrome is a psychological phenomenon characterized by a profound sense of inability, even in the face of indisputable results. Although it affects people of both genres, studies show that their impact is significantly more expressive in women, especially among managers who guide teams and complex projects.

Research From KPMG with 750 US leaders reveals that 75% of them have already been imposed at a certain point in their career. Of these, 85% recognize that this sensation is common among women in the corporate environment and 81% admit to exerting excessive pressure so as not to fail.

THE Deloitte Strengthens these data by stating that research with women in executive positions confirms that 75% have faced the impostor syndrome throughout their trajectory.

Fernanda MaoochiSupplementary therapist with over 20 years of experience in leadership positions, associates the origin of this feeling with cultural conditioning and social expectations. “The impostor syndrome is the result of standards and behaviors rooted in the collective sense, in which the woman loads her perfection, not allowing herself to make a mistake and requesting itself more than requested by itself,” he says.

Fernanda stresses that “there is a standard of car -Sabotage. This triggers the lack of self -confidence, the fear of criticism and judgment and the feeling of not being enough”.

In this process, Fernanda He underlines that each person can have different standards. “Some cannot clearly see how authorized they are, there is something bigger that prevents them, and they are afraid of not knowing what will be asked or leave something to be desired. Others create the expectations of others in their mind and want to meet everyone. So they confront each other, but they only evaluate what others have and she does not do it.

Fernanda also observes that, unlike the male way of facing, often hidden insecurities, women, when you see their fears and insecurities, tend to seek strategies to overcome them. This recognition, according to her, is a fundamental part of the coping process.

Studies strengthen that impostor syndrome goes beyond subjective insecurity and directly affects well -being in the workplace. A systematic review published by MDPI (2023) He underlines that the phenomenon is associated with high levels of anxiety, emotional fatigue, burnout and chronic fatigue and negatively affect professional satisfaction and productivity. The researchers underline that the maintenance of this model of thought limits the development of the career and interferes with the mental health of the affected professionals.

Fernanda therapist recommends self -knowledge as a fundamental part. He underlines that “in most cases, nobody meets 100% of the requirements. Expressing what they know clearly and recognizing your skills and skills is essential. This is not shown, knowing who you are. Knowing how to talk about you should be taught at school. Bringing the self -employment”. The strategic individual sessions guide a structured journey to reconnect the professional to recognize who they really are, deconstructing the blocks and reaffirming the internal authority. “How to put a mirror without a filter,” adds Fernanda.

The impact of the syndrome extends well beyond the corporate environment. Fernanda reports that internalized beliefs can lead managers to reject promotions, exhausting the attempt to demonstrate the value and even give up personal dreams. “When you don’t feel worthy or at the time, the person moves away from his own ambitions and lives with a constant sense of debt, evaluating others and putting himself in a smaller place than he really is,” he says firmly.

The promotion of environments that validate vulnerability can create collective support mechanisms. THE KPMG Identify that 47% of women believe that managers play a central role in the mitigation of the impostor and 29% indicate fair recognition as an essential element to reduce it.

Considering the structural deficit, both internal and organizational, Fernanda explains that the urgent need arises to institutionalize inclusion practices, empathic leadership and tutoring practices. This gap is highlighted by the data of the TallWhich shows that in 2024 women occupied only 32% of the seats in the administrative advice and 22% of the high -level positions in the largest companies of the 20 main global markets. The numbers strengthen how difficult it is to break the structural barriers that limit the female presence in decision -making positions.

The sum of these tests indicates a clear diagnosis, according to Fernanda: corporate environments must recognize the impostor syndrome not as personal weakness, but as a reflection of the cultural and structural dynamics. Tutoring policies, continuous feedback, internal recognition and emotional development tools collaborate to curb this car -Sabbage.

According to Fernanda, aligning his career and the purpose are a powerful action against the impostor: “Self -knowledge allows and transforms. The syndrome steals opportunities because the professional is less than what he is and self -aware is antidote”.

To find out more about this theme, access the website and the LinkedIn by expert Fernanda Maoochi.

Website: https://www.fernandamaichi.com.br/

Source: Terra

Rose

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