This module will help physicians and trainees understand imposter syndrome, particularly among women in medicine. Participants will examine the risk factors and social dynamics driving imposter syndrome, then build practical strategies for management and support.
This module is designed to shift the narrative from individual "deficits" to a broader understanding of how medical culture and social dynamics influence professional identity. Participants will engage with research that highlights how imposter syndrome disproportionately affects women and marginalized groups, investigating the risk factors that lead to burnout and decreased well-being. By the end of this module, participants will be able to identify specific characteristics of the "imposter cycle" and take concrete steps to interrupt it.
Objectives
Define and understand imposter syndrome
Identify the systemic and individual factors, including why women are disproportionately affected, that contribute to imposter syndrome
Analyze the impact of imposter syndrome on professional well-being
Recognize signs of imposter syndrome in yourself and others, and apply strategies to manage personal imposter feelings and support colleagues who are struggling
The following resources serve as the core materials for this module, ranging from scoping reviews to practical management guides:
Objective 1: Defining and Understanding Imposter Syndrome
Objective 2: Identifying Systemic and Individual Factors Contributing to Imposter Syndrome
Objective 3: Analyzing the Impact on Professional Well-Being
Objective 4: Applying Strategies to Manage and Support
Baseline Assessment
Take the provided Imposter Syndrome Quiz. Review the five subtypes listed alongside it, and note which one your result revealed.
General Discussion Questions: (after going through all resources, including quiz)
Did the outcome of the Imposter Syndrome Quiz surprise you, and do you see yourself in that subtype, another, or a mix?
What risk factors for imposter syndrome resonate most with your experience in medicine?
Where do you see imposter syndrome reinforced by institutional culture or evaluation practices?
How does imposter syndrome influence career advancement and leadership decisions?
Objective-Specific Discussion Questions