Eclipsing Doubt: A Kepler Guide to Handling Technical Insecurity and Impostor Syndrome

Anat Hochberg, Software Engineer II

Published April 16, 2024

This past September, Kepler's technology team -- data engineers, software engineers, product managers, and data scientists -- assembled a panel of 5 senior team members to discuss technical insecurity and impostor syndrome.

In this blog post, I aim to delve into some of the themes that emerged from the panel discussion and subsequent interviews. We will explore what impostor syndrome is, why it matters, and most importantly, how to manage it.

Understanding technical insecurity and impostor syndrome

At its core, technical insecurity refers to feelings of doubt, uncertainty, and inadequacy that one may experience in their role. It can manifest as a constant fear of underperforming despite evidence of success or a nagging feeling of being less skilled or knowledgeable than peers.

Impostor Syndrome (also known as impostor phenomenon) is a pattern where individuals doubt their accomplishments and have an internalized fear of being "exposed" as a fraud. This syndrome is often experienced by individuals who attribute their success to luck or external factors rather than their abilities. It's particularly common among those who are underrepresented in the tech industry.

Why it matters

In a poll taken during the panel, 20 out of 21 participants said they have experienced technical insecurity, so it is clearly a prevalent issue on the team. Here are some key reasons to take technical insecurity and impostor syndrome seriously:

Performance Impact: Impostor syndrome can severely impact an individual's performance. When people doubt their abilities, they may hesitate to take on challenging tasks or avoid putting forward their ideas, limiting their potential and contribution to the team.

Team Dynamics: Impostor syndrome not only affects individuals but can also disrupt team dynamics. If team members don't feel confident in their abilities, they may be less likely to participate actively in discussions or collaborative work, which can impact overall team productivity and morale.

Mental Health and Well-being: Constantly feeling like a fraud can lead to stress, anxiety, and even depression. It can undermine one's confidence and self-esteem, leading to burnout and other mental health issues over time.

Talent Retention: If not addressed, impostor syndrome can lead to job dissatisfaction and higher turnover rates. Employees who constantly doubt their abilities may feel they're not suited to their roles and consider leaving the organization.

Innovation and Growth: People suffering from impostor syndrome are less likely to take risks or embrace new challenges, which are key drivers of innovation and growth in any organization.

Diversity and Inclusion: Impostor syndrome is particularly prevalent among underrepresented groups in the workplace. Addressing impostor syndrome is thus crucial for promoting diversity and inclusion and ensuring that all employees feel valued and confident in their abilities.

By acknowledging and addressing impostor syndrome, organizations can create a more supportive and inclusive work environment that fosters confidence, promotes mental well-being, and drives performance and innovation.

What are some ways our team members experience impostor syndrome?

The struggle of comparison and feeling less knowledgeable than peers: Many interviewees expressed the pressure of comparison, particularly when surrounded by colleagues who seemed to have more knowledge or expertise. This comparison often leads to feelings of inadequacy or imposter syndrome.

Learning new technologies: In the fast-paced world of technology, team members often need to learn new tools and technologies. This can be overwhelming and may trigger feelings of technical insecurity.

Navigating new roles and responsibilites: Transitioning into a new role, especially one that requires different skills or knowledge, can trigger imposter syndrome. The interviewees shared their experiences of feeling overwhelmed and underqualified when they first took on new roles. However, they also shared how they overcame these challenges by adopting a mindset of continuous learning, seeking support from colleagues, and gradually building their confidence in their new roles. This highlights the importance of patience, self-compassion, and resilience when adjusting to new responsibilities.

What are some ways to handle impostor syndrome?

Several themes came up in how team members handle impostor syndrome.

Continuous Learning: The field of technology is continually evolving, and there's always something new to learn. Instead of feeling overwhelmed by what you don't know, commit to a mindset of continuous learning. Attend workshops, webinars, or training sessions, and don't hesitate to ask questions. Embracing the fact that everyone has areas to improve can help alleviate feelings of impostor syndrome.

Embrace the uncertain: Solving new problems will often lead you to areas that are unfamiliar. This should be expected. These uncertainties can be viewed as fun challenges to help you grow, and will keep you intellectually engaged. An honest dialogue about these uncertainties with respect to timeline estimates will ensure that you have ample time to decide upon the right course of action, and will help set expectations with the rest of the team.

Feedback: Getting feedback regularly can support an individual to overcome technical insecurity or impostor syndrome. Receiving positive feedback alleviates feelings of inadequacy, and receiving constructive feedback gives an individual an area of focus for improvement.

Mentorship: A mentor can provide guidance, reassurance, and valuable insights from their experiences. They can offer perspective, advice, and even strategies for overcoming the feelings of doubt and inadequacy associated with impostor syndrome.

A supportive work environment: A recurring theme was the role of a supportive work environment in mitigating feelings of insecurity. Encouragement from colleagues and superiors, opportunities to ask questions without judgment, and a culture that values learning and growth can all contribute to alleviating imposter syndrome. This is especially true when senior members of the team demonstrate that they, too, are always learning. In such environments, individuals feel more comfortable admitting what they don't know and taking the necessary steps to fill their knowledge gaps.

Self-Affirmations: Regularly remind yourself of your accomplishments and strengths. This simple exercise can help rewire your brain to focus more on positive self-perception and less on doubts and insecurities. Keeping a "brag sheet" of accomplishments and positive feedback is a powerful tool.

Conclusion

Impostor syndrome is not just an individual problem, but a collective one. By continuing to explore this issue together, we can foster a safer and more inclusive work environment at Kepler.