POSTED Tuesday 12-05-26
From Self-Doubt to Strength: Impostor Syndrome at Senior Leadership Level
Impostor syndrome can often be associated with the early stages of a career. In reality, it doesn’t diminish with seniority. For many leaders, particularly those operating at board level or navigating new and complex transitions, moments of self-doubt remain an often-unspoken part of the experience.
At Aspen People, we were pleased to host a recent webinar in partnership with Hanover Talent Solutions, exploring how impostor syndrome and self-doubt can be better understood within a senior leadership context.
The session was led by Victoria McLean, CEO of Hanover Talent Solutions and a recognised expert in executive careers. Drawing on her experience working with senior leaders and board-level professionals, Victoria offered a thoughtful perspective on how impostor syndrome presents itself – and how it can be reframed as part of effective leadership, rather than a barrier to it.
Rather than viewing imposter syndrome as a sign of weakness, the session encouraged a more balanced perspective, recognising it as a natural response to increased responsibility, complexity, and expectation.
Importantly, these feelings often become more visible at points of transition. Whether stepping into a first Non-Executive role, building a portfolio career, or navigating unfamiliar governance challenges, even experienced leaders can find themselves questioning their contribution. Acknowledging this, knowing your triggers, and reframing the experience is a critical first step in managing its impact – in many cases, this reflects the growth and progression that senior leadership roles demand!
A consistent thread was the importance of embracing your own perspective, recognising that effective contribution at this level is not about fitting a mould, but about bringing individual insight and experience, and doing so with confidence and authenticity.
From an Aspen perspective, this is something we see regularly. We often say to our candidates that if they feel 80% confident, that’s enough to take the next step and move forward – the remaining uncertainty becomes a tool for growth, development, and learning along the way.
Thank you to everyone who joined us, asked thoughtful questions, and contributed to the discussion. We host a new session each month and would be delighted to have you join us for an upcoming webinar. You can find details of future sessions on our LinkedIn page: https://www.linkedin.com/company/aspenpeopleltd