Try this simple 3-step process to overcome self-doubt at work
Any comments or thoughts I planned to share remained exactly that—thoughts—because when I opened my mouth, I worried everyone would remember I wasn't supposed to be at the table in the first place. What started as a feeling that stopped me from speaking followed me in my career. That feeling stopped me from putting my hand up for a promotion, a raise, or for anything at all. It made me feel like I wasn't supposed to be sitting in the boardroom—or anywhere near the building, for that matter.
Talk to any woman who has been in the working world or in a leadership position in the past two decades, and she can tell you all about imposter syndrome. Imposter syndrome is a feeling that stops many of us, particularly women, in our tracks. It keeps many of us from getting into the room where we would have the chance to fail.
As you ascend the corporate ladder, no matter how deserving you are of a new title, a raise, a new position, you may never truly believe you deserve any of it. When you look around a room of your peers, there's a little voice inside telling you that you're lucky to be in that room. Sound familiar?
It's time to surmount the syndrome. Start with this simple three-step process so you can focus on the thing that matters: you.
1. STOP THE SPIRAL
Tell me if this sounds familiar. You're having a conversation with someone in your life—a friend, someone senior in your office, or someone whose opinion you care deeply about. They mention they are so glad that they get to see you now that your children are getting older and you can be in the office more. The comment stops you cold. Now you're spiraling, your mind filling in a narrative. I've been out of the game for years. Everyone here thinks I don't work hard enough, that I'm not here enough, that I don't do a good job. I need to show them I do care. I'll start working on the weekends, do extra work… On and on you go with a spiral of self-doubt and insecurity about everything that you have ever felt about your job performance.
What did this person actually say? 'It's great to see you in the office more now that your children are getting older.' Period.
Your answer? 'Thanks!'
End scene.
2. CONTROL THE NARRATIVE
Believe in yourself enough to believe that other people are thinking the best of you, not the worst. To really slam that imposter syndrome, would write your own story.
Let's go back and rewrite that scene, shall we?
What did that person say? 'It's great to see you in the office more now that your children are getting older.'
Here's what I want you to hear: 'You are such a valuable member of this team, it's really great to have your positive energy in this office. You must be an incredible multitasker to be raising kids at home and crushing it at work, too. What a role model for the people around you. We are lucky to have you.'
End scene. Cue applause.
3. ACCEPT THERE ARE NO GOLD STARS IN LIFE
Never forget there are no gold stars given out when you are an adult. No one gives you a gold star for showing up to work, just like no one gives you a gold star for making your bed when you get up in the morning. You are responsible for everything that happens in your life and your response to it. Once you stop looking for affirmation from those around you and seek it from yourself, you can realize you have had the power all along.
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This new leadership playbook requires us to move differently, less from fear and performance, more from presence and intention. In Burnt Out to Lit Up, I draw on research-backed tools and expert guidance that center capacity building and emotional awareness as leadership essentials. They're also how we build intentional ambition in the modern workplace. Belonging Is The Soil Of Intentional Ambition Sustainable ambition doesn't grow in isolation. It thrives in cultures of belonging. 'Belonging comes from feeling seen, heard, known, and appreciated,' Rha told me. 'It's cultivated through acknowledging common ground and appreciating diverse perspectives. It comes from being able to offer praise, foster accountability, and provide compassionately rigorous feedback.' In practice, that looks like leaders who: 'When people's nervous systems can relax even in the face of real challenges,' Rha added, 'when people can genuinely focus on what they are here to bring in service to the mission — then you know you've achieved it.' That's the higher-order state we crave at work: where people feel safe to stretch, supported to succeed, and seen to contribute their best work. The Future Of Organizational Ambition Boards and executives who want transformation can't keep choosing the same leadership mold. 'You've got to be willing to extend your comfort zone — your known circles — beyond your normal 'go-tos,'' Rha says. 'You can't wait until you're in crisis to fill a role.' She sees promise in Gen Z and second — and third — act professionals rethinking and reimagining their relationship to work. They want to do it differently, and they're not afraid to ask: What really matters now? Data backs this shift and it's reshaping how we define success and collaboration at work. Together, she says, these groups can co-create 'a different landscape for collaboration.' Intentional Ambition That Lasts The future of ambition isn't smaller. It's smarter. More intentional. More human. When we lead from alignment instead of ego, we unlock something powerful in ourselves, our teams, organizations, and communities. If every reader made just one shift, Rha says, it would be this: 'Renegotiate your relationship with work in a way that supports great joy, freedom, and fulfillment.' So before you chase the next thing, pause and ask: What am I chasing and who am I becoming in the process? Make sure your answer reflects intentional ambition — the kind that lights you up, not burns you out.
