Dr. Mira Brancu’s Post

Every so often someone I know reflects how in different work situations they felt like an imposter. They might have been asked to speak on a stage in front of a large audience, or made a pitch or presentation to a committee, council or the senior executive of an organisation. I know that I can be nervous before delivering a speech, or initiating a difficult conversation, or being in the spotlight in front of an expectant audience. But once I start, more often than not, my words flow and sometimes it feels like they are being spoken without conscious thought: as if they are outpacing my inner thought processes. I think that's in part because I am most often well prepared or speaking to an issue or on subject matter where I can make a thoughtful contribution. But it got me thinking about 'imposter syndrome' - did it have a scientific foundation and if so did it affect people in different ways? Was it gendered in some way? I soon came across a 2021 piece in the #harvardbusinessreview by Ruchika Tulshyan and Jodi-Ann Burey: 'Stop telling women they have imposter syndrome'. I learned that imposter syndrome - doubting your abilities and feeling like a fraud - was developed by psychologists Pauline Rose Clarence and Suzzane Imes in a study in 1978 focused on high-achieving women. What was absent from their study was the impact of systemic racism, classism, xenophobia and other biases. Tulshyan and Burey then examine the different factors in play that might lead us to being labelled, or self-labelled, as someone with 'imposter syndrome': a heavy and unnecessary burden. Tulshyan and Bury argue that feeling unsure shouldn't make you an imposter. That bias and exclusion exacerbate feelings of doubt. That confidence doesn't equal competence. And that we should shift organisational cultures: fixing bias, not women. As a well educated, professional, white man - who has lived and worked across Australia's public and not-for-profit sectors - I don't feel like an imposter. But then I haven't I faced the sexism, unconscious bias and racism that many of my colleagues have done over their careers. What are your thoughts on this? And what has been written about 'imposter syndrome' in an Australian context? #bias #unconsciousbias #exclusion #bullying #workplaceculture #leadership

Insightful article on the heal of my post about #impostersyndrome.

🔥 Overcoming Doubt and Finding Strength in Authenticity 🔥 For years, imposter syndrome clouded my perception, fueling self-doubt despite my accomplishments. This doubt didn't stem from within me—it was nurtured by a system that undervalued my worth. 💡 Illuminating the Truth About Imposter Syndrome Imposter syndrome, prevalent among high achievers, often undermines our success despite evidence of our capabilities. For many, especially Black Women, workplace inequities and biases exacerbate these feelings, deflecting accountability from the system perpetuating them. 📉 The Harsh Truth of Workplace Inequity Black women earn 67 cents for every dollar earned by White men, highlighting ongoing disparities. Despite qualifications and hard work, undervaluation persists, fueling feelings of inadequacy. 🙅🏽♀️ Breaking Free from False Narratives Being away from corporate America has revealed that the issue wasn't me—it was a system minimizing my abilities and achievements. By reclaiming my power, I embrace my true self and recognize my talent, intelligence, and worth. I am NOT an imposter and do NOT have a syndrome (in MY voice🗣️). 🏡 Building Empowering Spaces I've learned that a flawed system doesn't define my worth - authenticity, empathy, and resilience define it. I now strive to create authentic spaces where individuals are celebrated and contributions valued, free from imposter syndrome. 💬 Reflect and Share This is my journey. How have you tackled the challenges of imposter syndrome? Share your strategies and stories to cultivate a community that uplifts and empowers one another. We can dismantle barriers and foster a future of authenticity and equality. #ImposterSyndrome #Authenticity #BlackWomenMatter #WorkplaceEquity #Empowerment #PhoenixRising #BizSavantSolutions #BtheBizDoc

❓How would you feel if your skin color, race or ethnicity determines your worth? That's the ugly truth of racism. As a person of color, I have faced racism my whole life. It forced me to question my very worth – wondering if life would be better if I had lighter skin, if I were white. These doubts weren't born in a vacuum. They were fueled by cruel playground comments like "Did your mom forget you in the oven or why is your skin color dark?" and continued into professional settings with discriminative comments like “You will not be successful in your career because you are first of all a woman and you are dark”. Today marks the International Day for the Elimination of Racial Discrimination – a reminder of the ongoing fight against racism. How racism erodes wellbeing at work? The hidden toll of microaggressions!  Racism in the workplace often takes the form of microaggressions – subtle remarks that perpetuate harmful stereotypes. Studies show that the cumulative effect of these experiences undermines wellbeing: ❗Mental Health: Microaggressions lead to anxiety, depression, and isolation. ❗Physical Health: Chronic stress from racism increases risks of serious health conditions. Racism in the workplace, whether through blatant comments or subtle microaggressions, erodes everyone's potential.  What actions can you take to combat racism in the workplace? 1️⃣ Examine your own biases: Take an honest look at your own thoughts and actions. Are there any unconscious biases you need to address? 2️⃣ Challenge racist remarks: Don't stay silent when you hear racist jokes, comments, or microaggressions. Speak up, even when it's difficult. 3️⃣ Advocate for change: Support policies and initiatives within your workplace that promote diversity, equity, and inclusion. STAND UP, SPEAK OUT! ✊🏿 ✊🏼✊🏽✊🏾✊🏿  Together, let's build a world where everyone has the opportunity to thrive. #diversity #antiracism #dei

Why neuro-inclusion is the future of work. 15 to 20 percent of the world’s population is thought to be neurodivergent. As the numbers of people getting a diagnosis of neurodivergence, self-diagnosing, or recognising traits in themselves, any stigma around discussing this in the workplace is rapidly being reduced. Future leaders will look at how present role models behave when it comes to neurodivergence at work, and new generations of employees will seek higher levels of psychological safety than before. Read our d&i Leaders article and share your ideas and comments below. Click here to read – https://lnkd.in/eMfbyaKd #DILeaders #Inclusion #Diversity #Neurodivergence Texthelp

Tomorrow, I have the privilege of presenting at an event focused on empowering women leaders. In today’s world, where challenges like mistrust, hate crimes, and threats to women’s fundamental rights continue to rise, it is essential that we inspire each other with courage and hope. In line with the theme of tomorrow's event, “I Am Enough,” I've developed actionable strategies to help women break the cycle of self-doubt and harness the courage to pursue their highest aspirations. These approaches emphasize mental health, well-being, and cultivating positive, supportive relationships. If you'd like access to the document outlining these strategies, please comment “Yes” below or send me a message. Together, let’s work toward positive change on both individual and systemic levels. #WomenEmpowerment #MentalHealthMatters #PositiveChange #LeadershipDevelopment #WomenSupportingWomen #IAmEnough #PurposeDriven #WellBeing #CourageAndHope #Inspiration

Why neuro-inclusion is the future of work. 15 to 20 percent of the world’s population is thought to be neurodivergent. As the numbers of people getting a diagnosis of neurodivergence, self-diagnosing, or recognising traits in themselves, any stigma around discussing this in the workplace is rapidly being reduced. Future leaders will look at how present role models behave when it comes to neurodivergence at work, and new generations of employees will seek higher levels of psychological safety than before. Read our d&i Leaders article and share your ideas and comments below. Click here to read – https://lnkd.in/eMfbyaKd #DILeaders #Inclusion #Diversity #Neurodivergence Texthelp

Why neuro-inclusion is the future of work. 15 to 20 percent of the world’s population is thought to be neurodivergent. As the numbers of people getting a diagnosis of neurodivergence, self-diagnosing, or recognising traits in themselves, any stigma around discussing this in the workplace is rapidly being reduced. Future leaders will look at how present role models behave when it comes to neurodivergence at work, and new generations of employees will seek higher levels of psychological safety than before. Read our d&i Leaders article and share your ideas and comments below. Click here to read – https://lnkd.in/eMfbyaKd #DILeaders #Inclusion #Diversity #Neurodivergence Texthelp

I have a bit of an issue with the concept of #impostersyndrome. I think that it's bandied around a lot and all sort of issues of self-confidence are just conflated into this one thing called imposter syndrome.  I'm not sure that when we are talking about issues of confidence that we are always, in fact, talking about imposter syndrome. One of the issues I have is the focus on women having it. There's this implicit blame on women, i. e. there's something inherently wrong with women's ability to be confident, etc. It has become the 21st century version of a diagnosis of hysteria that was used to keep women in their "proper place" in the Victorian era. For me, this is an excuse not to look at the role workplace systems play in fostering and exacerbating feeling amongst women that they don't belong, because , often that feeling of not belonging, feeling of maybe not being in the right place, isn't to do with the woman at all. It's not all in their imagination. So while I agree that people can experience a feeling that they are not confident enough to be in a role, or that a particular situation or a particular person will trigger that feeling of "not good enoughness" (if that's a word), but I think that we need to be aware that sometimes what women are feeling is not imaginary. It's not something to do with them. It's to do with the systems in which they are working.   If we lay “imposter syndrome” at the feet of women then we prevent the analysis of the role of the workplace plays in many elements. of how women feel.   This week’s #podcastepisode from #MTALJ grapples with this, and once I get off that particular hobbyhorse Bobby Davis FCIPD PCC and I are able to look at ways for both men and women to deal with #selfconfidence, their #innercritic and #changethenarrative or #mindset #feelingsarentfacts to be able to work through that experience and see themselves through the eyes of others to gain the confidence to own their achievements. Have a listen https://lnkd.in/epiaauQF #femaleleaders #leadershipandmanagement #learninganddevelopment #HR #executivecoaching The Institute of Leadership The Leadership Academy AllBright LMF NETWORK (Like Minded Females) GenDitNetwork The V Word Women in Business NI Women Empowering Defence Network Ireland Cork The Conduit

Imposter syndrome is often seen as a personal issue, especially for women, but it's time to rethink that perspective. The concept, rooted in a 1970s study, neglected the impact of systemic racism, classism, and other biases. This oversight pathologized normal workplace anxieties, disproportionately affecting women. Instead of focusing on "fixing" individuals, we need to address and reform the environments where they work. Diverse leadership styles and inclusive practices must be recognized as professional and valuable. It's not about overcoming imposter syndrome; it's about creating workplaces where everyone, regardless of background, can thrive. Read the full article to understand more about this critical shift in perspective. #WorkplaceInclusion #Leadership #DiversityAndInclusion #ImposterSyndrome #SystemicChange