CNN's Jarrett Bellini and CNN.com editor-in-chief John Sutter talk about the role of managers in creating a workplace where people feel safe to ask for help. Can you be honest about how bias is working at your company, can you show humility? What does that sound like when some one says explicitly that they're there to support them? There's a lot to be captured and explicit, but that's what i'm looking for, so i know that this is a safe space for me to be honest about what's happening," she said.
Jodi-Ann Burey: End Imposter Syndrome in Your Workplace
Jodi-Ann Burey is a sought-after speaker and writer who works at the intersections of race, culture, and health equity. Her TED talk, “The Myth of Bringing Your Full Authentic Self to Work,” embodies her disruption of traditional narratives about racism at work. Jodi-Ann is also the creator and host of Black Cancer, a podcast about the lives of people of color through their cancer journeys.
She is the author, with Ruchika Tulshyan, of two recent Harvard Business Review articles: Stop Telling Women They Have Imposter Syndrome and End Imposter Syndrome in Your Workplace.
In this conversation, Jodi-Ann and I challenge that notion that imposter syndrome is something that an individual should address alone. Instead, we invite managers and organizations to begin to consider their own contributions to “imposter syndrome” and how we can work together with employees to help everybody move forward. We highlight several key actions that managers can take to begin to end imposter syndrome inside of their organizations.
Key Points
Managers and organizations tend to address the symptoms of imposter syndrome, but not the source.
Those who experience imposter syndrome often feel like it is “death by a thousand paper cuts.”
Managers can help by reinforcing an employee’s belief in their abilities and chances of success. Listen for what employees are asking for — and explore when they are silent.
Managers should be transparent about an organization’s locked doors — and demonstrate that they are also willing to be vulnerable.
In private conversations, managers should redirect perceptions and language that do not accurately reflect the value of their employees.
Resources Mentioned
Stop Telling Women They Have Imposter Syndrome by Jodi-Ann Burey and Ruchika Tulshyan
End Imposter Syndrome in Your Workplace by Jodi-Ann Burey and Ruchika Tulshyan
Interview Notes
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