Imposter Syndrome at the Executive Level

Even at the most senior levels of leadership, imposter syndrome is real. Many executives experience it quietly, especially during a job search. It often shows up as thoughts like, I do not tick every box, I am too old, too technical, too specialised, or someone will eventually realise I am not as capable as they think. These thoughts can feel convincing, but they rarely reflect reality.

Here is the truth. Very few senior leaders meet one hundred percent of the selection criteria for a role. In many cases, sixty to seventy percent alignment is enough to be taken seriously. That is because executive roles are designed to stretch capability, not simply validate what you can already do. Boards and CEOs are not hiring for perfection. They are hiring for adaptability, influence, strategic judgment, and the ability to grow into increasing complexity.

You are not being evaluated as a checklist. You are being considered for the outcomes you create, the environments you shape, and the way you lead people through uncertainty and transformation. Doubt will still appear from time to time, but it does not define your readiness or your value.

If you are between roles, recognising imposter syndrome helps you prevent self doubt from closing off opportunities too early. If you are actively interviewing, it allows you to speak from confidence instead of hesitation. And if you are exploring quietly, it reminds you that growth happens when you step forward before you feel completely ready.

Imposter syndrome thrives in silence. Name it when it shows up, challenge the story it tells, and do not allow it to hold you back from roles that could meaningfully change the trajectory of your career and your life. You are more ready than you think.

Practical Tip:
Write down a role or opportunity you hesitated to pursue because you felt underqualified. Next to it, list three strengths or leadership outcomes you would bring that are not tied to a checklist, such as influence, transformation delivery, or people leadership. Revisit this before submitting applications or stepping into interviews to anchor yourself in evidence, not doubt.