“Why do I feel less competent than what’s expected of me?”
This question doesn’t come from underperformance.
It comes from transition.
Imposter syndrome often emerges precisely when leaders are:
* Promoted
* Given broader influence
* Leading through uncertainty
In other words—when the context outgrows the old leadership identity.
The Confidence Gap No One Names
Most leadership models reward certainty, decisiveness, and confidence.
But modern leadership demands something very different:
* Navigating ambiguity
* Making decisions without full information
* Holding emotional complexity—for yourself and others
This creates a confidence gap—not because leaders are unqualified, but because the rules have changed.
Experience no longer guarantees clarity.
And clarity no longer precedes action.
Why Outward Success Doesn’t Silence Inner Doubt
High performers are particularly vulnerable to imposter syndrome because they’ve often built their identity on:
* Being capable
* Being prepared
* Being right
When uncertainty becomes constant, the old internal metrics collapse.
The nervous system interprets this as danger:
“If I don’t know, I’m failing.”
But in reality, you’re doing something far more advanced:
Leading without certainty.
A Healthier Reframe for Leaders
Imposter syndrome isn’t a sign you don’t belong.
It’s a sign you’re being stretched.
The shift is this:
From “I must feel confident to lead”
To “I can lead while still finding my footing”
Leadership confidence today is not emotional certainty.
It’s self-trust in motion.
Reflection for Leaders
Ask yourself:
* Where am I using an outdated definition of competence?
* What new capacity is this role asking me to develop?
* What would change if I stopped interpreting doubt as failure?
If you’re ready to close the confidence gap—not by pretending, but by grounding—explore my work at www.isabelvalle.com.
You don’t need to become someone else.
You need to become more you, in a bigger context.
To your success,
Isabel
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