Some Different Types of Imposter Syndrome cont.
Map these 5 imposter types to practical change management interventions (such as communication, training, coaching, and recognition strategies)
Imposter Syndrome in Change Management – Intervention Map
|
Imposter Type |
How it Shows Up in Change |
Communication Strategy |
Training & Learning |
Coaching & Support |
Recognition & Reinforcement |
|
1. Perfectionist |
Delays adoption, over-prepares, fears mistakes |
Message: “Progress over perfection”; share stories of trial-and-error |
Provide sandbox/pilot spaces for experimentation |
Coaching to set realistic goals; stress management |
Recognise effort and improvement, not flawless outcomes |
|
2. Expert |
Hesitant until fully trained; resists being a “beginner” |
Message: “No one knows everything”; normalise lifelong learning |
Offer micro-learning, FAQs, quick wins |
Mentorship from peers who’ve adapted well |
Recognise curiosity, learning agility, not just mastery |
|
3. Soloist |
Avoids asking for help; hides struggles |
Message: “Asking for help = strength”; highlight team wins |
Pair with “change buddies”; create group learning sessions |
Encourage collaboration rituals, peer support circles |
Recognise collaborative contributions, not just individual effort |
|
4. Natural Genius |
Frustrated with steep learning curves; disengages if not instant success |
Message: “Struggle = growth”; share leader role-model stories |
Break learning into small steps with quick wins |
Coaching on resilience and persistence |
Recognise persistence, adaptability, willingness to learn |
|
5. Superhuman (Workaholic) |
Overworks to prove worth; risks burnout |
Message: “Sustainable change matters”; value balance |
Focus training on efficiency tools, not just effort |
Coaching on delegation, boundaries, sustainable habits |
Recognise impact and team outcomes over raw workload |
(main source: Michelle Gibbings, 2025g)