A 3-Step Executive Career Management Coach's Playbook to Transform Imposter Syndrome

The VP who accepts a CEO role at a tech startup knows she can lead teams, drive strategy, and deliver results. She's done it for fifteen years. Yet three weeks into the new position, she's convinced everyone will discover she doesn't understand the industry well enough to succeed.

She's not alone. Korn Ferry research reveals that 71% of U.S. CEOs experience imposter syndrome and that is more than twice the rate of early-career professionals (33%). Here's what surprised me the most: 85% of these same CEOs feel totally competent in their role functions, but they are questioning their capabilities.

The problem isn't capability. It's self-perception. I know because I've questioned my own at different times throughout my career. I have also learned that those hard-earned professional credentials open doors, yet I can sabotage my success if I allow those distorted perceptions to stand in my way.

Why Traditional Advice Falls Short for Executives

Most imposter syndrome research focuses on students and junior employees learning basic competence. But executives aren't learning to be competent; they already are and have decades of achievements to show it. Instead, they're navigating new contexts with unprecedented complexity, all at the same time, especially in today's market.

The "fake it till you make it" advice that might have helped entry-level employees in the past backfires when authenticity, executive presence, and demonstrating that you're human are increasingly important for senior leaders. Boards spot lack of confidence immediately. Peers detect artificiality quickly. Teams lose trust when they sense hesitation. External stakeholders know when something is missing.

As an executive career management coach, I honor your executive career and experiences while addressing transition-specific challenges. Here's my three-step playbook:

Step 1: Context-Specific Confidence Assessment

The question that cuts through executive imposter syndrome fastest is: "What happened? How did you solve it? What similar experiences have you had that resemble this one?"

Your answer takes you to visualizing your previous experiences in the context of your new environment. A CMO transitioning to CEO might identify: "I've never run P&L before, but I've managed complex stakeholder relationships, managed budgets of millions of dollars, built strategic partnerships, and led cross-functional teams through market pivots."

Ask yourself: "What can I bring from those experiences and do differently in my new context?" Now we're talking about adapting what you have instead of focusing on what you think you're missing and we shift from a scarcity to an abundance mindset.

Success Calibration: Define what success would look like concretely in 30, 60, 90 days. Get specific. For example: 30 days: Complete stakeholder listening tour with clear themes identified. 60 days: Present initial strategic framework with buy-in from key players. 90 days: Deliver one visible win that demonstrates value.

Step 2: Authentic Authority Building

When you feel like an imposter, you're more likely to second-guess your judgment. Instead, outline your decision-making process to handle a major challenge and leave placeholders for what you'll need when the time comes, such as input from key stakeholders, a decision deadline, and a clear communications strategy. You'll have a tool you can refer to confidently because you created it.

Ask yourself: "With whom do I need to establish critical leadership relationships in my first 90 days?" Prioritize for your first 30, 60, and 90 days, concentrating on your top 3 for each time period and define what success will look like with each. For example, the board chair wants quarterly check-ins. Direct reports need clarity on decision-making authority. Peer executives want collaborative partnership, not territorial competition.

Success Calibration: Set realistic concrete relationship milestones that align with your broader transition goals and track your progress consistently with the tool that works best for you.

Step 3: The 90-Day Recalibration Process

Let's look at those critical first 90 days starting with defining what mastery would look like in the areas where you feel least confident right now. Instead of trying to learn everything, identify the 2-3 capabilities that will have the highest impact on your credibility over those 90 days and apply your existing strengths while you build them.

Ask yourself: "What are the best ways for me to collect data about how others perceive my performance?" Establish regular feedback touchpoints such as weekly informal check-ins with key stakeholders, formal bi-weekly individual meetings with direct reports, monthly formal feedback sessions with your manager, and quarterly broader stakeholder pulse checks.

Success Calibration: Consider specific indicators such as when you can anticipate stakeholder concerns, when you're contributing new strategic ideas based on your growing understanding of the context, and when your decisions feel aligned with both your experience and your new environment's needs.

Your Strategic Advantage

Imposter syndrome during career transitions is a temporary signal that you're stretching into new territory and adapting to change. The CEOs experiencing these feelings are navigating unprecedented complexity while maintaining the authentic leadership that today's organizations demand.

The questions in this playbook are strategic planning tools that honor your existing capabilities while addressing the unique challenges of your executive career change. Your transition doesn't require you to fake anything. Instead, it demands that you lead authentically while building the specific capabilities that your new context requires.

Your Turn

What has been the most helpful recommendation you've received to build your confidence in a new executive role? Share your experience in the comments. Your insights will help other executives facing similar situations.

Norma Dávila, Ph.D. helps executives navigate career transitions, build strategic positioning, and unlock their next level of leadership impact. Connect with her on LinkedIn for more insights on executive career management.

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