By Chaze Nalisa-Jagger
Self-doubt is a feeling, not a fact. Let’s talk about imposter syndrome.
About five years ago, I wrote a piece on imposter syndrome. A recent conversation with a friend reminded me how some professionals quietly struggle with it. That exchange also led me to reflect on my own journey, so I thought I would revisit the topic, this time with more lived experience.
At 22, I began my career as a learning facilitator, still wet behind the ears and one month shy of my graduation. To some, I was just a kid. Yet I often stood before trainees twice my age, many with more years of work experience than I had been alive. I facilitated sessions on topics I had encountered mainly in textbooks and lecture halls rather than in practice.
This reality often created an internal tension between self-doubt and purpose. A question lingered quietly in my mind. How can I guide others in areas I am still learning myself?
In time, I came to understand an important truth. A facilitator is not required to know everything. The role is to create an environment for learning, guide discussion, ask meaningful questions and help others draw from their own knowledge and experience.
This shift in perspective changed everything. At the time, it did not feel like a major challenge. I was still early in my career and confidence was still developing. Confidence did not come from age or from having all the answers. It came from understanding my role, trusting my preparation and showing up consistently and authentically. About three years into my career, I completely overcame imposter syndrome, having learned to recognise it early and counteract it before it could take hold.
Over time, through my work, I have encountered highly experienced professionals who still struggle with self-doubt. It made me realise this is something we do not talk about enough.
Understanding Imposter Syndrome
Imposter syndrome is the internal experience of doubting your abilities, achievements or even your right to occupy the space you have earned. It is the persistent feeling that, despite evidence of competence, you are a fraud and that sooner or later others will find out. A person may be qualified, capable and respected, yet still feel undeserving of success.
It often sounds like this:
“I only got this opportunity because I was lucky.”
“I am not experienced enough to be here.”
“Everyone else knows more than I do.”
“Soon they will realise I am not as capable as they think.”
“I need to know everything before I can lead.”
These thoughts can appear at any stage of life or career, regardless of experience or position. It is especially common among capable, ambitious and growth-oriented individuals. Those who care deeply about doing well, making an impact and meeting high standards are often the same people who quietly question whether they truly belong.
How It Commonly Shows Up
Many assume imposter syndrome only affects beginners. In reality, it appears when people are stretched or placed in unfamiliar environments. It can surface during moments of visibility, responsibility, achievement or growth.
It is commonly experienced when someone is the youngest in the room, leading more experienced colleagues, recognised for potential, working in a high-performing environment or expected to contribute at a higher level. Frequent comparison with others can also intensify these feelings.
At its core, imposter syndrome is less about ability and more about perception.
It does not always appear as obvious insecurity. It sometimes hides behind behaviours that seem productive or professional, such as, overpreparing due to fear of being exposed, perfectionism, difficulty accepting praise, constant comparison, staying silent despite having valuable input, working excessively hard to prove worth, avoiding opportunities due to feeling unready and attributing success to luck rather than effort or ability.
How Then Does One Manage Imposter Syndrome?
Some professionals eventually overcome imposter syndrome, while others continue to manage it throughout their careers. Even when it cannot be eliminated entirely, the goal is to keep showing up, learning and contributing despite it.
- Recognise imposter syndrome for what it is. Self-doubt is a feeling, not a fact.
- Focus on contribution. It is not necessary to know everything to add value.
- Accept that growth can feel uncomfortable before it becomes familiar.
- Keep a record of achievements, feedback and positive outcomes to ground your perspective.
- Reduce comparison with others. Your journey, strengths and progress are unique.
- Embrace authenticity. People respond to sincerity, humility and consistency more than perfection.
In many cases, the very feeling that creates doubt is also a signal of growth and professional development. The discomfort may simply be the stretching that comes with it.
Brené Brown reminds us, “Talk to yourself like someone you are responsible for helping.”
* Chaze Nalisa-Jagger, Head of Human Resources, IntraHealth Namibia
