Impostor phenomenon: a personal perspective

Having worked in a number of specialist roles, including nurse consultant, I first heard the term impostor phenomenon while studying for my master’s degree (MSc) in clinical research (leadership). This was an epiphany, as there was language which expressed how I had felt throughout my 30-year career. I can still recall starting as a final placement student nurse, working in a busy city centre accident and emergency department, and feeling completely out of my depth, despite evidence that I was confident, capable, and well respected. Having admired other student nurses in the same position who seemed ready to qualify, with so much more knowledge and experience added to my impostor feelings. My experience in the accident and emergency department was very positive, working with supportive colleagues, gaining skills, knowledge and friendships that have shaped my practice, yet those experiences of feeling like a fraud remained with me.
 
The knowledge gained during the MSc programme developed my curiosity about impostor phenomenon experienced by nurses working in specialist roles, leading me to explore this in conversation with highly skilled and respected colleagues, all of whom had not previously heard the term impostor phenomenon, but immediately recognised this as a feeling they had encountered throughout their careers. They recounted multiple experiences of self-doubt and believing they were undeserving of the roles they excelled in.
 
While my original curiosity was personal, this led to a professional commitment to learn more through my research, first at master’s level and now through my PhD, about the factors that affect transition into specialist nursing posts, and the experiences of impostor phenomenon in nurses working within these specialist roles. 
 

Impostor phenomenon: a broader perspective 

Impostor phenomenon, more commonly known as impostor syndrome, is frequently documented by the press, with well-known individuals including Michelle Obama and Tom Hanks having experienced this, with expressions that they did not know how they had achieved their success, and were waiting to be found out that they were ‘frauds’. Albert Einstein notably conveyed that he felt undeserving of praise and recognition for his scientific work. 

Impostor phenomenon is the more accurate term for these experiences, as opposed to impostor syndrome, as it reflects psychological feelings rather than a physical condition. Many people have expressed that they feel like an impostor at some point during their career (Clance and Imes, 1978), and impostor phenomenon is well documented across professions including medicine, veterinary medicine, in librarians and industry, with the key indicator being lack of confidence in one’s own abilities despite evidence to the contrary (Clance, 1985). 
 
Impostor phenomenon was originally documented in the 1970s by Drs Rose Clance and Suzanne Imes in their work on high-achieving women. These women described crippling feelings of self-doubt, achievements being down to luck and being in the right place at the right time, the inability to accept praise and the fear of being exposed as a fraud (Clance and Imes, 1978). They have since expanded on this work, in addition to many other adding depth and breadth to the understanding and discourse on impostor phenomenon. Birth order, sibling rivalry, childhood experiences (including trauma), gender, perfectionism and personality type, have all been linked to occurrences of impostor phenomenon, alongside other emerging theoretical explanations (Glen and Waddington, 1998; Want and Kleitman, 2006; Bell et al, 2022).
 
Experiences of impostor phenomenon can be positive, leading the individual to question their success and positionality within their role, reducing complacency, and facilitating growth and learning. However, experiences of impostor phenomenon can also impact negatively on the individual, affecting confidence, job satisfaction, and performance, and in extreme situations leading to anxiety, depression, presenteeism, insomnia and absenteeism (Maslach et al, 2001; McGregor et al, 2008).
 

Impostor phenomenon in specialist nursing roles

Despite the current body of knowledge on this subject, the evidence exploring impostor phenomenon among nurses in specialist roles, particularly in the UK, is limited (Gómez-Morales, 2021; Peng et al, 2022). Literature on impostor phenomenon in students, including student nurses, medical and veterinary students within the healthcare arena, confirms the importance of recognising impostor phenomenon. 
 
However, while the preceptorship period for newly qualified nurses is regulated by the Nursing and Midwifery Council (2020), nurses in specialist roles are unique, and the transition into a specialist role, often with little initial additional structured support and training, can be a particularly vulnerable time for individuals (Mannix and Jones, 2020). Evidence suggests that these transitional periods potentially exacerbate feelings of inadequacy (Barnes, 2015), affecting confidence, performance, and the decision to remain in nursing (Sullivan-Bentz et al, 2010; Sherman, 2013; Barnes, 2015; Bernard et al, 2017).
 

Emergent research findings 

Findings emerging from the author’s current final year PhD research (data analysis in progress, findings to be presented towards the end of 2026) have highlighted the impact of impostor phenomenon on nurses in specialist roles. Notably in the areas of inhibiting decision-making skills and affecting self-confidence in their clinical competence, despite extensive knowledge and experience, aligning with both anecdotal evidence, and existing literature on the subject from other professions. 
 
In addition, this research into impostor phenomenon and confidence in the workplace suggests supportive environments and mentorship can strengthen decision-making abilities (Haney et al, 2018; Hochman et al, 2022).
 

Strategies for addressing impostor phenomenon 

To support and facilitate confident leadership and decision making within specialist nursing roles, it is therefore essential to address impostor experiences and feelings to support and facilitate confident leadership and decision making within specialist nursing roles. There are a number of strategies which can support confidence building based on the findings of the author’s PhD research to date, and the work of other researchers.
 
Purposeful reflection on past successful decisions and outcomes can support the specialist nurse going forward to build resilience, recalling work that has achieved positive outcomes. To do this successfully, it is essential that a reflective model is used, such as The WHAT? format of structured reflection (Driscoll, 2007), to avoid rumination and focusing only on episodes of care or interaction which may not have gone well (Ng et al, 2015).
 
Engaging in peer discussions and case reviews can unpick the thought processes behind decision making, provide validation and insight of one’s ideas and theories, and may provide additional useful information on the topic of discussion (Gupta et al, 2025).
 
Seeking feedback from trusted colleagues is a valuable strategy. Clinical supervision remains a valid and supportive tool for feedback following incidents and events, but time constraints mean that it is often postponed or abandoned for other priorities within an already highly pressured workload (Atashi et al, 2024). Therefore, feedback may just be sought ‘on the hoof’. However, it is essential that this feedback is well intended and thoughtful, and that we share positivity with colleagues. We do not go to work for ‘pats’ and ‘strokes’, and daily praise, however, research by Gupta et al (2025) documented that positive feedback was key in decreasing experiences of impostor phenomenon, in particular through being specific about what individuals have done well and why. 
 
Using contemporary evidence to support clinical decision making will provide confidence through grounding clinical decisions in research and best practice (Tanjong-Ghogomu et al, 2009).
 
The evidence from the author’s PhD study so far, supported by research within other professional fields, has highlighted additional strategies nurses working in a specialist role can use going forward, to facilitate confidence building, and help to overcome impostor phenomenon:

• Acknowledge how impostor phenomenon makes you feel and be aware that it is a normal experience for many people (Gupta et al, 2025). Registering emotions and working through them can help with overcoming those feelings in the moment
• Seek help or support. Impostor phenomenon can have a negative impact on how individuals cope with the demands of the specialist nursing role (Ord et al, 2024; Gupta et al, 2025). This support can be accessed via the workplace occupational health department, GP, or a trusted friend or colleague
• Celebrate every small success to increase feelings of positivity and wellbeing to aid with overcoming challenges (Gupta et al, 2025).

 

Conclusions 

Working in a specialist nursing role can be challenging, requiring knowledge, skills, and adaptability to lead innovation, navigate complex clinical landscapes and shape patient outcomes. When faced with these pressures, impostor phenomenon can be an understandable reaction and should not be viewed as a personal failing. It is important to also remember that if you are experiencing impostor phenomenon, you are not alone.
 
Addressing these impostor phenomenon experiences, through structured reflection, peer support, thoughtful feedback and ensuring clinical practice is evidence based, can support nurses working within specialist roles to recognise their own knowledge and expertise, build and strengthen their professional identity and support them in authentic leadership.