Think back to the summer before middle school for a moment. It’s finally July, school is out and your diet consists of popsicles and drinking out of the hose — it’s summer time.
Smack in the middle of the sweet freedom that was summer break, some kids were among the fortunate few who got to go to a theme park. Imagine for a moment that you were one of those kids, thanking their lucky stars and counting down the days before you could ride The-Large-Adjective-Dinosaur-Name roller coaster you wanted to for years. This might be the year that you can.
On the day of your visit, you rush to the ride entrance, only to find a sign that says “you must be this tall to ride.” You stand next to the larger-than-life ruler, and find you’re a few inches too short. Heartbroken, you move on to the next ride.
This experience is an apt metaphor for what it’s like for a lot of women when they apply for a new job. The roller coaster is a dream job and women often see each bullet on a job description as a “you must be this tall to ride” sign — if they are even an inch off, they won’t try to get on the ride.
Women often see each bullet on a job description as a “you must be this tall to ride” sign — if they are even an inch off, they won’t try to get on the ride.
This scenario isn’t anecdotal, numerous HR researchers have found truth in the well-known stat: women overwhelmingly do not apply for roles unless they meet 100 percent of the qualifications, while men will often apply when they meet just 60 percent.
But the big question remains: Why do so many women not apply?
There are a lot of reasons, and they are all incredibly complicated, according to what Harvard Business School Associate Professor Katherine B. Coffman published in Management Science. Coffman found that women were more likely to apply when the language in the job posting wasn’t vague. Coffman also noted that women may anticipate a backlash against them for breaking gender norms if they apply for, much less land the role. The study said that women may feel like the bar is higher for them due to past — or fear of future — discrimination.
This is just one small example of “imposter syndrome” — a psychological experience where someone doubts their abilities or accomplishments, even if both are well-proven.
Like the women who won't apply to a role unless they meet all the criteria, imposter syndrome often has the connotation that the onus is on women to just “believe in themselves.” In reality, there are large systemic issues behind these subconscious feelings of inadequacy, such as systemic misogyny, racism, classism and ableism. All of these and more play into that psychological doubt.
So because there is no simple or easy answer — and systemic oppression is not likely to go away tomorrow — Built In found nine leaders in tech who wanted to share their strategies for getting on the ride.
CDW Corporation is a multibrand provider of IT solutions to business, government, education and healthcare customers.
Can you share your personal experience with impostor syndrome? What were some of the challenges you faced entering or advancing in tech?
I have moved through various roles and functions throughout my career. Whenever I have taken on something completely new, there is confidence, excitement and energy, but also feelings of self-doubt and not belonging. This was particularly stark at one point early on in my career: when I got my first leadership role and I was leading a team of experienced technical people. This made it intimidating for me to be open in meetings and one-on-ones, because I didn’t want to say something inaccurate. What helped me put aside these insecurities was being curious, asking questions and listening. I spent the first few months learning more about each coworkers’ area of expertise, being careful in offering solutions too quickly. While this was hard as a new leader, I was eager to help. I worked my way through it slowly, while trusting what I did know.
“Whenever I have taken on something completely new, there is confidence, excitement and energy, but also feelings of self-doubt and not belonging.”
I still face this when I talk to people that are more technical than me, but hesitate less in asking for clarifications, or requesting simpler explanations if I don’t understand. The approach of curiosity has always been met with people willing to support my learning, and has fueled my career progression in many ways.
Nam Ahuja’s Advice for Overcoming Imposter Syndrome
- Trust yourself. You are here for a reason. Lean into what you know, and when you don’t know – trust that you will figure it out.
- Find female mentors. It’s so important to not feel alone in this experience, so find someone you can talk to about it, that can coach you on how to cope, and share advice and their own experiences.
- Regardless of your direct manager’s gender, find constructive ways to get support where you have specific doubts — for example, if you don’t know a process or technology — ask your manager to teach you, or point you to someone who can.
What strategies have you found effective in managing and overcoming impostor syndrome? How has CDW fostered an inclusive culture that’s allowed you to feel supported in your role?
A few things have helped me along the way in overcoming these feelings. The obvious one is reminding myself that I earned this role and deserve to be here. Affirmations help.
I also got comfortable with saying “I don’t know, but I’ll figure it out.” Saying the second half of that sentence out loud depends on the situation, but the goal here is not to simply admit that you don’t have knowledge of something, but rather to reassure yourself — and sometimes others — of your competence and ability to be resourceful and find the answer or solution.
When changing roles and functions, I’ve been intentional in finding buddies and mentors that I can trust and turn to with questions. I find that when you are self-aware, ask for help and come with ideas on what may support your learning, people at CDW are more than willing to help.
Participating in formal programs like the Emerging Leader Program at CDW early in my career also helped me get comfortable with the uncomfortable. Taking on a topic out of your realm of expertise, networking, tapping into resources and presenting to an executive audience all helped create a sense of confidence in taking on new challenges and roles.
SoFi is a fintech company that helps people borrow, save, spend, invest and protect their money better.
Can you share your personal experience with impostor syndrome? What were some of the challenges you faced entering or advancing in tech?
I’ve faced imposter syndrome throughout my life. Overcoming it was a gradual process requiring patience and self-awareness, as progress was hard to see amid self-criticism. By recognizing my fear of failure, the difficulty of balancing work and life, and my tendency to attribute success to luck, I learned that imposter syndrome doesn’t have to be permanent.
When I arrived in the United States at age 17, alone and with imperfect English, it was difficult to find my place. As a woman in STEM, I felt the need to prove myself throughout my career: in college, when I started at Accenture, which is known for hiring from elite schools, and when I transitioned into immersive tech. My accent and non-Ivy League background fueled my self-doubt, leading me to overwork and not speak up. I burned out, felt dissatisfied with my work and attributed my success to luck rather than skill — which prevented me from recognizing my strengths and taking risks.
“I burned out, felt dissatisfied with my work and attributed my success to luck rather than skill — which prevented me from recognizing my strengths and taking risks.”
As my career progressed, impostor syndrome resurfaced, especially after I became a mother. The pressure to balance professional success and personal fulfillment felt overwhelming. Any perceived shortfall — as a manager, partner or parent — evoked a sense of failure.
What strategies have you found effective in managing and overcoming impostor syndrome? How has SoFi fostered an inclusive culture that’s allowed you to feel supported in your role?
Overcoming imposter syndrome has been a journey centered on three key strategies: health, a supportive network and continuous learning. Prioritizing my physical and mental health through daily exercise has been crucial in managing stress, building resilience and boosting confidence. My family and supportive network, including colleagues at SoFi, have provided a grounding force, reminding me of my worth beyond work.
Continuous learning has played a vital role in replacing self-doubt with confidence. Personal development books like Triggers by Marshall Goldsmith have helped me anticipate insecurity triggers and develop proactive strategies, such as setting intentions before high-stakes meetings. Working with career coaches and joining resource groups like Women at SoFi has empowered me to embrace leadership roles confidently.
Practical tactics such as acknowledging achievements, fostering a growth mindset and setting realistic goals have further helped manage imposter syndrome. While it may reappear at different stages, these strategies have equipped me to face imposter syndrome without letting it dictate my path forward.
What advice would you give to other women in tech who may be experiencing impostor syndrome in their careers?
To women in tech facing impostor syndrome, my advice is to invest in yourself and prioritize self-care. While the strategies above are valuable, it comes down to personal choice, commitment and discipline. I needed to invest in myself, put in the work and learn to manage my thoughts to stop telling myself negative stories. Maintaining a positive mindset helped me embrace discomfort and grow into the leader I am today, confident in accepting roles like chief product officer at Strivr and vice president of product and engineering at SoFi. By sharing my experiences, I hope to encourage others to prioritize self-care, seek support and recognize their true value. Believing in yourself is a journey, and every step forward is a victory.
The strategies I mention also highlight the importance of community. Working in a culture that promotes inclusivity, values learning and encourages risk-taking without fear of failure can boost confidence. A supportive manager who provides constructive feedback, celebrates success and fosters a safe space for sharing concerns can also significantly boost self-belief. A positive work environment that nurtures growth can be a catalyst for achieving your potential.
Workiva is a cloud platform for simplifying regulatory, financial and operational reporting.
Can you share your personal experience with impostor syndrome? What were some of the challenges you faced entering or advancing in tech?
Many of us experience imposter syndrome during big moments like starting a new job or going for a promotion. I felt it strongly when I transitioned from the traditional CPA path to leading in a fast-growing, male-dominated tech company’s pre-sales organization. It was easy to compare myself to those with over a decade in tech or direct solution consulting experience, which I lacked. Simon Sinek said, “We are all imposters if we measure ourselves against someone else’s skill and forget our own.” This taught me a valuable lesson: transferable skills matter. Your strengths are your superpowers, guiding you wherever your career goes.
“This taught me a valuable lesson: transferable skills matter. Your strengths are your superpowers, guiding you wherever your career goes.”
Another challenge I faced, especially in times of change, was my inner dialogue. Reading Mindset by Carol Dweck shifted my perspective. Instead of striving for perfection, I adopted a growth mindset, embracing change and learning from mistakes. Now, I apply this mindset to all challenges, reminding myself that I’ve grown through change before and can do it again.
What strategies have you found effective in managing and overcoming impostor syndrome? How has Workiva fostered an inclusive culture that’s allowed you to feel supported in your role?
I want to emphasize advocacy and surrounding yourself with a supportive community of people who believe in you, sometimes even more than you believe in yourself. When I earned a promotion from individual contributor to manager, my then-manager not only encouraged me to “take the chance” and apply but also called to congratulate me. He reiterated that he could learn from me as peers, which boosted my confidence. It reminded me that I belong at the table, not just as a guest asking for a seat.
Workiva is committed to diversity, equity, inclusion and belonging initiatives, including business employee resource groups. As a leader in the Women’s BERG, I recently helped facilitate a roundtable on “Cultivating Inclusivity,” where a diverse panel of leaders shared their insights. I also led a “Lean-In Circle” where we discussed “5 Ways to Overcome Self-Doubt” which consisted of reviewing your strengths, preparing in advance, acting confidently, focusing on the best outcome and choosing to act anyway. These are all ways to combat imposter syndrome and grow belief in ourselves.
What advice would you give to other women in tech who may be experiencing impostor syndrome in their careers?
Know that you’re not alone. Women at all levels experience imposter syndrome, especially in tech, where there’s a three-to-one ratio of men to women. Even Workiva’s female executives have shared their experiences with imposter syndrome. Our female chief financial officer offered great advice during a Women in Tech call: to combat imposter syndrome, “surround yourself with a diverse team of experts.” Each of us brings different strengths to the table, so be confident in yours and lean on your team. Seek a supportive community through advocacy, sponsorship and mentorship — and remember your unique strengths are your superpowers.
If you feel like an imposter, it could be because you’re in a big moment, trying something new or challenging. Growth happens outside your comfort zone, so keep pushing yourself to improve. Lastly, remind yourself you’re where you are for a reason. Use the gap between how others see you and how you see yourself as fuel to get 1 percent better each day, and celebrate your wins along the way.
Tebra helps healthcare professionals thrive by creating solutions for practice operations and growth.
Can you share your personal experience with impostor syndrome? What were some of the challenges you faced entering or advancing in tech?
I’ve definitely experienced impostor syndrome, especially as I advanced my career in the tech industry. Despite my qualifications and resume of success, I felt like I didn’t belong or that I wasn’t as capable as my peers or those above me. A lot of this stemmed from being one of the few women in the room and feeling pressure to constantly prove myself. One of the biggest challenges has always been self-doubt — questioning whether I truly deserved my seat at the table, even after accomplishing so much. This made me hesitant to voice my ideas or go for bigger opportunities, thinking that others were more suited for them or that my ideas wouldn’t stack up.
What strategies have you found effective in managing and overcoming impostor syndrome? How has Tebra fostered an inclusive culture that’s allowed you to feel supported in your role?
One strategy that has helped me overcome impostor syndrome is shifting my focus from perfectionism to progress. Instead of waiting until I feel “ready,” I’ve learned to seize opportunities even when faced with overwhelming doubt. It’s an ongoing journey, one I know I’ll need to navigate throughout my career, but leaning into the fear of failure has led to far more successes than setbacks.
“Instead of waiting until I feel ‘ready,’ I’ve learned to seize opportunities even when faced with overwhelming doubt.”
Another approach that’s been invaluable is seeking out mentors and supportive peers who help me recognize and validate my strengths. At my current company, I’ve found great support through employee resource groups, mentorship programs and inclusive team settings. These have provided safe spaces where I can voice concerns, share ideas and celebrate achievements. Additionally, having a leader and mentor who recognizes my abilities, isn’t afraid to have tough conversations and actively advocates for my growth has been crucial in building my confidence and advancing my career.
What advice would you give to other women in tech who may be experiencing impostor syndrome in their careers?
My advice is to trust in your abilities and remember that you are worthy of the space you occupy. It’s natural for self-doubt to surface, but it’s important to realize that everyone experiences these feelings at times. Surround yourself with mentors and colleagues who can offer guidance and perspective — having a strong network can make a huge difference.
Don’t wait until you feel 100 percent ready to embrace new challenges. True growth happens when you step outside your comfort zone, and taking action is where success begins. The limits you set are the limits you’ll reach, so set them high. Above all, be kind to yourself, and make sure to celebrate the small wins along the way.
Ro is a direct-to-patient healthcare company with a mission of helping patients achieve their health goals.
Can you share your personal experience with impostor syndrome? What were some of the challenges you faced entering or advancing in tech?
Imposter syndrome has been a challenge throughout my journey in tech, particularly when I moved to a new country and had to navigate the stress of grad school. When I came to the United States, I had just enough money for my first semester’s tuition and two months of living expenses. I knew I had to find work immediately and was fortunate to land a part-time position with a kind professor, who later gave me a graduate assistantship to build a project for him.
While this was an incredible opportunity, I had to navigate self-doubt. I questioned my ability to deliver what he was asking for, and couldn’t understand why he trusted me enough to invest his time and resources. Even though I successfully completed the project and earned recognition, I still felt like I didn’t belong.
Self-doubt has followed me my entire career. Even after delivering on important tasks, the fear creeps back in when I’m assigned something new because I wonder if I can meet the same expectations again. This hesitation has also held me back in group settings. Surrounded by senior leadership, I would often stay quiet, afraid of saying something ambitious or overcommitting.
What strategies have you found effective in managing and overcoming impostor syndrome? How has Ro fostered an inclusive culture that’s allowed you to feel supported in your role?
Over time, I’ve learned that overcoming imposter syndrome is an ongoing process. One of the key strategies that has helped me is taking time to reflect on both my successes and failures. Through this reflection, I’ve come to realize that many of the core skills I’ve developed over the years — problem-solving, adaptability and technical execution — have become muscle memory. These skills have become so ingrained that I can rely on them regardless of the nature of the work I’m doing. This realization has helped me build confidence in my abilities and trust the foundation I’ve worked so hard to establish. While I still face moments of uncertainty, I now focus on my strengths and continue pushing myself to contribute, even when it feels uncomfortable.
“Over time, I’ve learned that overcoming imposter syndrome is an ongoing process. One of the key strategies that has helped me is taking time to reflect on both my successes and failures.”
Ro’s diverse and open culture provides a huge opportunity for me to practice these strategies with confidence. Having the space to connect with my manager, “people partners” and senior leaders on a regular cadence has helped me understand the different ways I can contribute to the organization’s success while continuing to reflect on and develop my skills.
What advice would you give to other women in tech who may be experiencing impostor syndrome in their careers?
Imposter syndrome often surfaces in different ways — whether through self-doubt, not valuing your contributions, or not appreciating your own success — and these feelings are more common than many of us realize. They often stem from personal experiences, environments or the way we were raised. For me, I was raised in a conservative environment and taught to be cautious and avoid risks, which made me more hesitant to trust my voice. When these moments of doubt creep in, it’s important to reflect on them. Be honest with yourself, identify what you enjoy doing and consistently invest in those areas to make you stronger and more confident.
I’ve learned that it’s OK to reach out for support and seek mentorship. Finding someone at work who’s willing to invest their time and give you honest feedback can be invaluable and can shape the course of your career. Preparation, being organized and relying on AI tools for content revisions have helped me structure my thoughts and have more confidence in my voice.
Fluent is a performance marketing company, delivering customer acquisition solutions through a digital media portfolio, global commerce partnerships and proprietary data.
Can you share your personal experience with impostor syndrome? What were some of the challenges you faced entering or advancing in tech?
Many of us face impostor syndrome at various stages in our careers, especially in tech. Personally, I’ve felt it during moments when challenging tasks required me to figure out complex solutions, and I questioned whether I could get it right. It’s that inner voice that makes you second-guess your abilities, even when you’ve succeeded in the past.
Another significant challenge is balancing doing my job well with staying ahead of industry trends — making sure I’m not just performing but also evolving in a way that adds value to the business. It’s a delicate dance between meeting present expectations and preparing for future shifts that may reshape the industry. But those moments of doubt have often pushed me to grow beyond what I thought I could achieve.
What strategies have you found effective in managing and overcoming impostor syndrome? How has Fluent fostered an inclusive culture that’s allowed you to feel supported in your role?
One key strategy I’ve used to manage impostor syndrome is reminding myself that not knowing something doesn’t mean I’m inadequate — it just means there’s an opportunity to learn. It’s OK to not have all the answers and embracing that mindset has been crucial. I try to reach out to others, ask questions and surround myself with colleagues who inspire me.
Finding “your people” helps whether it’s through support groups, mentors, or even peers you connect with. My company has also fostered an inclusive environment through supportive employee resource groups, programs for personal development like LinkedIn learning and most importantly, a culture that values curiosity and growth.
“One key strategy I’ve used to manage impostor syndrome is reminding myself that not knowing something doesn’t mean I’m inadequate — it just means there’s an opportunity to learn.”
What advice would you give to other women in tech who may be experiencing impostor syndrome in their careers?
My advice to other women in tech facing impostor syndrome is to remember that you’re not alone; many of us feel this way at times. Be kind to yourself and recognize that growth is an ongoing journey. Give yourself permission to not have all the answers and focus on learning instead of perfection. Find allies and mentors who can support you. Most importantly, keep in mind that experiencing impostor syndrome is often a sign that you’re pushing your boundaries and growing, and that’s something to be proud of.
Going is a travel software company with over 2 million members that finds and shares affordable international and domestic U.S. flight deals daily.
Can you share your personal experience with impostor syndrome? What were some of the challenges you faced entering or advancing in tech?
Those in the product management space tend to be more prone to imposter syndrome — no one gets a degree in “product management,” so there is no set path or success definition. You make your own and it’s uniquely yours.
I started my career in marketing and just decided one day that I was going to be a product manager. The most daunting part of that transition was constantly second-guessing myself, especially when talking to engineers who felt infinitely smarter than me.
This feeling creeps back in every time I have advanced in my career or been given more responsibility. The expectations to know enough about everything to make important decisions feels like a larger target for blame as the stakes get higher. I never want to let my colleagues down with an ill-informed “yes” or “no” but that’s not a good excuse to halt progress.
What strategies have you found effective in managing and overcoming impostor syndrome? How has Going fostered an inclusive culture that’s allowed you to feel supported in your role?
Deeply understanding that showing vulnerability and humility is not a weakness, it is your greatest strength. By admitting when you’re uncertain, you not only build trust and deepen relationships, but you can better identify opportunities for continuous learning. Everyone has doubts and makes mistakes.
Having a company culture that embraces learning — especially from failures — at every level is exceptionally empowering. If you’re armed with data, a shared goal and an iterative process, it puts everyone in the mindset to learn from mistakes and move forward. Knowing there is always another opportunity makes you focus on what’s next versus what already happened. If your company doesn’t have this mentality or safe space, be the trailblazer, you will be rewarded in the long run.
“Having a company culture that embraces learning — especially from failures — at every level is exceptionally empowering.”
What advice would you give to other women in tech who may be experiencing impostor syndrome in their careers?
Don’t let imposter syndrome define your career, make it your superpower. Acknowledge it, make friends with it and make it actionable. If you run away from it, I promise you, it will come back again.
A few tools I recommend are asking for feedback and having a mentor or support network.
Asking for constructive feedback can be scary, but it’s the best way to get a gut check of how you’re doing versus how you think you’re doing.
Having a trusted role model to lean on for advice or just to tell you you’re not alone makes all the difference in building confidence.
Lastly, make sure you celebrate your wins, big or small. Keep a “win log” to remind yourself of everything you’ve accomplished and are capable of.
Ingage is a marketing tech company that created a software for creating on-brand content, sharing it with the people who need it and measuring the impact.
Can you share your personal experience with impostor syndrome? What were some of the challenges you faced entering or advancing in tech?
Imposter syndrome has been part of my entire career in tech. My path in this industry has not been traditional, to say the least. I have both a bachelor’s and master’s of music in vocal performance, so no formal training in marketing or technology. Everything I learned about doing my job I learned at my job.
When I started at Ingage, I was hired to do sales. I wasn’t looking to get back into sales from marketing, but I wanted a career change and Ingage was the right place for me. When the pandemic hit, we needed to pivot to a new marketing strategy and while I had ideas, I didn’t feel like I had enough tenure or the overt qualifications to make suggestions. I was fortunate to have a colleague who pushed me to stand up and take charge of the marketing engine, and, within a year, I was officially running the department and had made my first hire.
The biggest challenge I faced early in my career was that I was often the only woman in the room or meeting. It can be hard to be the only “different” voice in a crowd. Over time, I have gotten much more confident in my role and my voice and now make it a mission to pave the way for other women in tech.
What strategies have you found effective in managing and overcoming impostor syndrome? How has Ingage fostered an inclusive culture that’s allowed you to feel supported in your role?
My company is very data-driven, which has helped me to see my tangible contribution to the business over the last five years. When I started at Ingage in November of 2019, we had about 20 customers on our software. Today we have over 650 and have increased our annual recurring revenue 37 times. Whenever imposter syndrome creeps in, I turn to the data because in that I see that my contribution to the company has real value. Numbers do not lie.
At Ingage, we reward people who step up to the plate and propose new ways they can contribute to the company. Our CEO and my manager, Dean Curtis, have put processes into place where any employee can suggest a new software, policy or procedure and he makes it easy to discuss with him through weekly office hours. We also put a high priority on one-on-one time between employees and managers to ensure every single team member gets the development they need to take on that next role, whether it is at Ingage or somewhere else. I think this focus on the individual and their contribution to the business helps us to avoid the common pitfalls of unconscious bias, which fosters imposter syndrome.
“I think this focus on the individual and their contribution to the business helps us to avoid the common pitfalls of unconscious bias, which fosters imposter syndrome.”
What advice would you give to other women in tech who may be experiencing impostor syndrome in their careers?
My best advice is to practice taking up space, even when it makes you uncomfortable. I credit my performance degrees and career — I still work as a classical singer on the side today — with teaching me how to practice my way through discomfort. A huge part of any musician’s life is practice, learning skills through repetition. You can apply the kind of rigor a musician has in their practice sessions to any skill you need to learn, including confidence. Have a big presentation coming up? Be sure to schedule a practice session with an audience. Have an uncomfortable meeting scheduled? Write out your talking points and practice delivering them to your manager, colleague, friend or even pet. Practice being who you want to be at work, practice taking up the space you have earned and eventually it will become second nature.
Avaneer Health is a member-based, secure and open network supporting utilities developed for and by the healthcare industry.
Can you share your personal experience with impostor syndrome? What were some of the challenges you faced entering or advancing in tech?
My first decade in technology, I constantly struggled with not feeling qualified and proving to everyone around me that I was qualified. When I was promoted to run a team within six months of joining that team, I struggled not only with feeling like I had earned it but also trying to earn the respect of my more-experienced and primarily male counterparts. I found that I needed to have three or four pieces of clear evidence to back up an idea or request versus my peers who would bring a single statement; I would make sure I came prepared. I kept meticulous records and notes, highlighting concrete achievements and metrics as well as diving into my network.
What strategies have you found effective in managing and overcoming impostor syndrome? How has Avaneer Health fostered an inclusive culture that’s allowed you to feel supported in your role?
Once I understood that my technical competency was a main driver in my imposter syndrome, I found one of the best ways to combat that was to leverage someone on the technical teams. For each of my positions, there has always been at least one person I could ping, email or call to get a gut check on my question or explain an issue. This work before a meeting or conversation gives me the confidence I need to ask the right questions or raise issues in a way that resonates more widely.
“Once I understood that my technical competency was a main driver in my imposter syndrome, I found one of the best ways to combat that was to leverage someone on the technical teams.”
Avaneer has not only given me a seat at the table, but also the coaching and mentorship of a great manager who encouraged me to speak up with questions or ideas. He encouraged me by reiterating that my insights and perspective were valuable. He made sure to create opportunities for me to shine or have a voice, like working with me behind the scenes on materials before meetings, acting as a sounding board and providing critical feedback. Avaneer has fostered an environment that encourages all team members — not just me — to ask questions or provide suggestions through forums such as town halls or informal conversations with members of the leadership team.
What advice would you give to other women in tech who may be experiencing impostor syndrome in their careers?
Banish negative self-talk. Talk to yourself the way you would talk to your best friend.
Identify your “go-to” people. They may look at problems differently than you, but have enough context or experience to challenge you. For me, there is a group of women from college that stays closely connected so that we can bounce ideas off one another, and problem solve together. This started out as prepping for job interviews and salary negotiations; being one of the only women in the room, and even getting over imposter syndrome. Now that we are all further into our careers we discuss effectively interviewing candidates, managing teams and handling performance issues. By combining feedback from your peers with guidance from your mentor, you create a well rounded sounding board that will prepare you for any situation.
Prepare for your key meetings. Take time before a critical meeting to type or write out the key points you want to get across, including what you want to accomplish and any questions you have. Taking five or 15 minutes before a meeting to get your thoughts together and put them in a place you can reference instantly makes you feel more confident and prepared.
