I was recently invited by the crew at JCI Manchester to present a talk on Impostor Syndrome.
JCI is a global not-for-profit organisation run for members by members, which provides development opportunities for 18 – 40 year old professionals and leaders, to empower them to create positive change.
Whilst presenting my talk I pointed to a statistic which said that in a group of 3000 people aged 18-34, a whopping 86% experienced Impostor Syndrome in that year. As I had a room full of this age bracket, I used this as an opportunity to ask the room and sure enough, practically all the hands went up.
I thought I would follow this up with this article because as a leadership and team performance coach, I believe social anxiety problems like Impostor Syndrome are limiting talented people from making a positive impact.
Want to know more about Impostor Syndrome from a different perspective, read: Here
Anticipating and planning for a world which not even the experts know will look like yet, will bring fresh challenges – probably daily – for leaders, teams and the coaches who support them.
Here is a white paper on a new model of coaching suited to Modern Day Leadership Coaching. It’s aimed at leaders and coaches wanting to leverage more potential and unlock the opportunities within the chaos of the Fourth Industrial Revolution. Download here.
Our normal day to day working life or even just life itself can leave us feeling mentally confused. When we find ourselves so caught up in the whirlwind we often cannot see the wood for the trees.
In this fast-moving mental state, our brains are very capable at using past experiences to make a decision. In these situations, we make decisions intuitively and mostly this works okay. The more successful experiences we have built up over time in a particular field, the better our decision making will be when we face similar challenges in the future. That’s why experience counts in business. READ MORE
A challenge a lot of business leaders and entrepreneurs I work with face, is the ability to attract the calibre of people required for both peak performance and the successful growth of their business. In order to attract top talent, leaders must develop a culture which utilises what I define as: ELITE Magnetism. Read More: