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Women are often reluctant to apply for promotions even when they are well deserved, simply believing good job performance will naturally lead to rewards. This phenomenon of advancement reticence has led to such labels as "tiara syndrome," "girl disease", and "imposter syndrome". Women often undervalue their skills and are less effective at self-pro...
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Citations
... Waiting has been studied in general [1], in the context of strategy [4,30], strategy and culture [31], digitalization and cooperation [7], and regarding employees, specifically why females wait regarding self-promotion [32,33]. This range illustrates that waiting in organizations has been conceptualized differently as waiting for an event to occur differs from waiting to do something as in the case concerning self-promotion. ...
A lot of time and effort is put into reducing waiting times in organizational life. However, jobs can include phases of waiting. The aim of this conceptual paper is to analyze waiting on the job level and provide a theoretical rationale for individual management of waiting times of employees. Wait crafting is introduced based on (job) crafting and its advantages for individuals and organizations outlined. Steps towards integrating the possibility of job crafting and needs for future research are indicated.
... The prevalence of IP has been established across various high-achieving professions including nursing [5,6], psychology [1,7], law [8], engineering [9], business [10], academia [11], and medicine [12,13], each proposing unique approaches to tackle it. Several studies have associated IP with depression, anxiety, burnout, and perfectionism [11,[14][15][16]. ...
... Individual psychotherapy on its own may imply that IP is a medical dysfunction viewing those experiencing it as patients, whereas IP is not even indexed in DSM-5 or ICD-10. Given the evidence that IP is a universal phenomenon prevalent across high-achieving professions, [1,[5][6][7][8][9][10][11][12][13]15] groupwork places responsibility not only on the individual but also challenges peers and creates awareness on an institutional level. This is in line with the notion that IP is rooted not only within the family of origin but also within social context [34]. ...
Background
Imposter Phenomenon (IP) is a subjective feeling of intellectual fraudulence and self-doubt experienced by individuals in goal-orientated high-achieving professions. The impact of IP within healthcare has been associated with individual physical and mental health and concerns around training, career progression and DEI at an institutional level. To effectively address IP in healthcare, this scoping review aims to explore educational interventions designed to empower high-achieving individuals with the tools needed to confront and overcome IP.
Methods
The scoping review adhered to a predetermined protocol informed by the JBI methodology and PRISMA-ScR guidelines in order to identify educational interventions addressing IP in high-achieving industries. Articles were searched across multiple databases, including MEDLINE (Ovid), PsychINFO, SCOPUS, and Web of Science, alongside grey literature, without imposing any time constraints. A systematic approach including a thematic analysis allowed for a nuanced exploration and interpretation of the identified educational interventions and their impact on addressing IP.
Results
Seventeen articles were incorporated into the review, with the majority originating from the USA and majority being published since 2020. Ten studies targeted healthcare professionals, undergraduate and postgraduate healthcare students. Majority of studies aimed at addressing IP, featured a larger number of female participants than males. Workshops with self-reflection and group-guided exercises to overcome IP were the most popular educational interventions. Coaching and structured supervision were also suggested. Across all papers, three themes emerged for coping strategies: individual, peer-to-peer, and institutional.
Conclusions
This scoping review suggests how group and individual interventions such as workshops, small group discussions and coaching can be used to overcome IP in healthcare. Institutional changes like diversity promotion, supervisor education, and support networks are crucial in addressing IP. Further long term and speciality specific assessments are needed to measure impact. Overall, the review highlights how educational awareness and a variety of strategies can be implemented to create a supportive environment for professionals dealing with IP, promoting their well-being and success.
... The lack of women as CoEs is further magnified by the fact that women do not seek out leadership roles as often or as aggressively as men. 13 When women are considered for such a role, they are often judged on their prior accomplishments or merits rather than their potential to succeed unlike their male counterparts, further adding to the unlikelihood of women being appointed to this position. ...
Healthcare organizations have recognized the value of physician leaders in change management and achieving institutional goals. Physicians leaders are now at all levels from individual clinics to the very top of large, multi-hospital organizations. Most endoscopy units have medical directors and organizations with multiple or large, complex units often have a “Chief of Endoscopy” (CoE) or the equivalent of this to oversee and lead the teams and decisions pertaining to these units. The following review will discuss the process to become a CoE, the importance of aligning personal values and skills with organizational purpose and will give suggestions for relevant metrics to success. It will also explore the challenges faced by women in endoscopy leadership positions and will give advice to women leaders and those who support her as mentors, colleagues, or partners. Although much of the discussion is intentionally focused on high-level endoscopy leadership, the information and messages have pertinence to any organizational leadership position and to leaders at any point in their leadership pathway.
... "Imposter phenomena" may be a possible explanation for why women preferred additional skills training compared to their male counterparts. Imposter syndrome occurs when female professionals feel inadequate, unskilled, or incompetent despite having high success, high skills, or accomplishments (Fitzpatrick and Curran, 2014;Shochet et al., 2019;Villwock et al., 2016). More female physicians and female medical students experience an 'impostor phenomenon' when compared to their male colleagues (Fitzpatrick and Curran, 2014;Shochet et al., 2019;Villwock et al., 2016). ...
... Imposter syndrome occurs when female professionals feel inadequate, unskilled, or incompetent despite having high success, high skills, or accomplishments (Fitzpatrick and Curran, 2014;Shochet et al., 2019;Villwock et al., 2016). More female physicians and female medical students experience an 'impostor phenomenon' when compared to their male colleagues (Fitzpatrick and Curran, 2014;Shochet et al., 2019;Villwock et al., 2016). The presence of gender bias or microaggressions in the workplace may additionally make females feel inadequate (Files et al., 2017). ...
Introduction: A novel survey tool was created in order to compare the professional development priorities of
medical students by sex and year in training and to medical school faculty.
Method: An electronic survey was developed and emailed to all first and second year medical students and medical
school faculty across two campuses. Students ranked seven professional development needs and eight career
development events in order of priority. Faculty ranked items based on what they thought would be priorities for
medical students. Kruskal-Wallis non-parametric tests were used for all comparisons.
Results: 65/200 (33%) students and 78/224 (35%) faculty responded. All students ranked future career planning as
highest priority and financial planning as lowest priority. Students were most likely to attend career development
events and least likely to attend social events. Males ranked networking (p<0.01) higher than females. Male and
female faculty rankings and faculty vs. student rankings were not entirely consistent.
Discussion: A novel survey tool was created which is easy to implement and analyze. Results imply sex-based
differences in professional development priorities in early medical training. This survey tool can be used to address
disparities in female student professional development and provide a more tailored experience for all medical
students.
... They noted an increased understanding of the need for networking, creating a Power Map (Clark, 2012), developing a spirit of generativity, and having a prepared "Elevator Speech" to highlight their accomplishments (Page Morahan, 2004). Additionally, participants noted that they were now aware of the Imposter Syndrome and would actively use strategies to combat it (Fitzpatrick and Curran, 2014). Participants noted several changes they would make for career advancement, including "dressing for success", seeking out opportunities for career advancement, and "Seek opportunities that make me uncomfortable in an effort to overcome a strong sense of the Imposter Syndrome" P07 Table 4: Thematic analysis of comments. ...
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Self-promotion can be challenging for physicians who are looking to advance their careers. While they want to make their successes in the workplace known, they are afraid of coming off as aggressive and turning off the people that they are trying to impress with their accomplishments. This dilemma led to the coining of the term “graceful self-promotion” (GSP), a method of making one’s accomplishments and abilities visible with tact and humility. The Division of General Internal Medicine at the University of Florida undertook a faculty development session focusing on GSP skills. The session started with participants interacting with each other using Bingo cards which listed GSP strategies in order to facilitate discussion. This was followed by an interactive discussion on barriers to career advancement and strategies to practice GSP. Changes in physician knowledge regarding self-promotion techniques and attitudes towards its importance were assessed using statistical tests from responses to pre- and post-surveys. We measured a positive change in physician attitudes towards their ability to self-promote following the information session (p-value < 0.005). Perceptions about the importance of self-promotion activities improved as well (p-value < 0.005). Participants comments revealed greater understanding of need for networking, developing a spirit of generativity, and having a prepared Elevator Speech. In this era where pressure to generate clinical revenue allows for limited faculty development time even a short 1-hour session can create awareness about importance of GSP for academic advancement, strategies for participants to use, and awareness of barriers to GSP.
... The Tiara Syndrome is the tendency in women (and also many men and minorities) to focus solely on job performance, believing this is sufficient for recognition and promotion (Fitzpatrick and Curran 2014). Instead of self-promotion and active pursuit of opportunities, they wait to be recognized, and for opportunities to come to them (to be presented with the "tiara"). ...
... Asian Social Science Vol. 15, No. 1 2019 as male while they negatively look, act and reacts when women lead (Sandberg & Chá vez, 2014). A much-debated question is whether a temporary position can help women in gaining confidence or showing the requisite skills and abilities needed to perform successfully in a new role; therefore, it is advisable for women to thoroughly consider a position before accepting it permanently (Fitzpatrick & Curran, 2014). However, these rapid changes are having a severe effect on women in the society where people"s beliefs that the qualities of women might shift to match these new realities, for opportunity structures available to women have to broaden as women occupy new positions and roles (Haines et al., 2016). ...
... It has been argued that women who ask for their rights will look nagging and demanding, which are some of the typical female characteristics in the Tiara Syndrome that are commonly evident in females who lack self-confidence instead of being women who encourage themselves to advance or stand for their rights (Sabra, 2016). Some researchers have reported that women having this syndrome are often reluctant to apply for promotions even though they deserve these promotions and believe that good job performance will naturally lead to rewards (Sandberg, 2013;Fitzpatrick & Curran, 2014). Thus far, previous studies have shown that tiara syndrome are related to women having a low self-esteem that can stop women from living life and lead to frustration or depression over time that makes it hard to try new things and complete tasks such as applying for a new opportunity or completing a job application (Challis, 2016). ...
... Perhaps the most critical findings reflect the fact that women with frequent impostor symptoms tend to seek validation from others, be sensitive to criticism, ruminate about less than perfect performance, and be overly concerned about mistakes (Dudau, 2014). In turn, these lead sufferers to downplay or even hide their achievements and avoid climbing the professional ladder (Fitzpatrick & Curran, 2014). Up to now, several studies have indicated that imposter syndrome is effected from low self-confidence of women which the manipulation that is relative to a high self-confidence manipulation would result in more negative appraisals of one"s self about others and higher levels of paranoia (Alvarado, 2015;Atherton et al., 2016). ...
The increasing women participation in the upper management level has been a comprehensive research study for women and career studies. Although only a few of them have had successfully broken the glass ceiling, they still have to struggle to keep up with the opposite gender. The purpose of the research study is to review past research studies on the glass ceiling syndrome, tiara syndrome, imposter syndrome, and queen bee barrier syndromes that commonly occur in women’s career progression and understand how it affects women’s career success. This paper reports the results of a literature review on four barrier syndromes in 45 combinations of research paper, books, magazine, thesis and discussion paper. Women need to have skills and ability in order to be leaders of upper management. The result of the study could provide a better understanding of the barriers that effects the women leaders in becoming successful. Thus, this research is conducted to gather and review the literature on the barrier syndromes and how it affects women’s success in their careers.
This study investigated the interrelationship between burnout, workload, and imposter syndrome among mental health nurses within the UK. Understanding their connections is crucial given the detrimental effects of these factors on workplace well-being. Despite extensive research on imposter syndrome in various healthcare professions, its exploration within nursing has been limited. This study aimed to address this gap by examining the relationships between these variables in a sample of registered mental health nurses. Correlational analyses revealed moderate to high levels of burnout, workload, and imposter syndrome among participants. While a significant positive correlation was found between burnout and workload, no significant associations were observed between burnout and imposter syndrome, or workload and imposter syndrome. These findings are discussed within the context of existing literature, and potential implications for future research are explored.
Background
Imposter Phenomenon (IP) is a subjective feeling of intellectual fraud and self-doubt experienced by individuals in goal-orientated high-achieving professions, regardless of gender. The impact of IP within healthcare has been associated with individual physical and mental health and concerns around training, career progression and DEI at an institutional level. To effectively address IP in healthcare, this scoping review aims to explore educational interventions designed to empower high-achieving individuals with the tools needed to confront and overcome IP.
Methods
The scoping review adhered to a predetermined protocol informed by the JBI methodology and PRISMA-ScR guidelines in order to identify educational interventions addressing IP in high-achieving industries. Articles were searched across multiple databases, including MEDLINE (Ovid), PsychINFO, SCOPUS, and Web of Science, alongside grey literature, without imposing any time constraints.
Results
Seventeen articles were incorporated into the review, with the majority originating from the USA and majority being published since 2020. Ten studies targeted healthcare professionals, undergraduate and postgraduate healthcare students. Majority of studies aimed at addressing IP, featured a larger number of female participants than males. Workshops with self-reflection and group-guided exercises to overcome IP were the most popular educational interventions. Coaching and structured supervision were also suggested. Across all papers, three themes emerged for coping strategies: individual, peer-to-peer, and institutional.
Conclusions
This scoping review suggests how group and individual interventions such as workshops, small group discussions and coaching can be used to overcome IP in healthcare. Institutional changes like diversity promotion, supervisor education, and support networks are crucial in addressing IP. Further long term and speciality specific assessments are needed to measure impact. Overall, the review highlights how educational awareness and a variety of strategies can be implemented to create a supportive environment for professionals dealing with IP, promoting their well-being and success.
We analyze the language used by two consecutive British Columbia Teachers’ Federation (BCTF) presidents, Susan Lambert and Jim Iker, during two collective bargaining sessions that pitted the BCTF against the British Columbia (BC) government and the British Columbia Public School Employers’ Association (BCPSEA). Our study analyzes how gender language differences if they indeed exist, are manifested during critical moments that require strong leadership. Language is a critical resource for leaders, who use it to define issues, assign motives and inspire action, and portray themselves as people of power and consequence. Both women and men can employ a variety of linguistic strategies and the linguistic decisions that male and female leaders make provide a window onto if and how gender may be manifested by those in power and how they use language to present themselves as effective leaders. In this paper, we explore whether and how gender influences the linguistic choices of a male and female union leader during times of conflict.
