There’s no one way to experience Imposter Phenomenon, which is why it can be difficult to pinpoint if it’s something that impacts you.

In 1978, Pauline Rose Clance, Ph.D. partnered with Suzanne Imes, Ph.D., on a research paper that identified and named what was originally called Imposter Syndrome, but is now referred to as Imposter Phenomenon. 

As Clance continued her research over the years, she was able to get more specific about the specific thoughts and feelings that could indicate whether someone was experiencing IP. This article is a summary of her work, aimed to help you quickly determine whether or not IP is something that may be impacting you. If you don’t relate to most of these statements, you likely don’t experience IP in a detrimental way. If you feel somewhat or deeply connected to these ideas, there’s a good chance that you do experience some version of Imposter Phenomenon.

Do you relate to these statements? 

• You do well on assignments even though you thought you would not.
• People think you’re more competent than you think you are.
• You avoid grades and evaluations where possible.
• If you do something well, you get nervous about living up to those expectations again.
• You feel that you got to your current position through luck or chance. 
• You remember more moments where you didn’t do your best, compared to moments where you did. 
• You always see something you can improve in your work.
• When you get accolades for work you’ve done, you tend to act like it’s not important.
• You feel discouraged or sad if you’re not “the best” at the task at hand.

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Regardless of how you relate to these questions, the most important thing to remember is that IP is not a diagnosis that is ever set in stone. There are plenty of strategies and resources available to help you change your perception of your capabilities, and we encourage you to join an Open Q&A Workshop or Ask Sammie anytime you’d like to work through these topics with a Career Sandwich expert.

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