Stepping into a management role marks a significant shift in one’s career. New managers are expected to navigate the complexities of leading teams, driving results, and balancing strategic objectives with everyday tasks. The transition often comes with hurdles, from mastering new skills to managing interpersonal dynamics within the team.

One of the most common hurdles for new leaders to manage is impostor syndrome.

“Impostor syndrome happens when we allow other people’s perceptions of us to overshadow our own. ” -Laura Weldy

1. Understanding Impostor Syndrome: A Common Hurdle for New Managers

Impostor Syndrome, a psychological pattern, often acts as a roadblock in the path of new managers. This phenomenon is characterized by persistent doubts about one’s abilities and achievements, accompanied by the fear of being exposed as a “fraud”. Despite external evidence of their competence, those experiencing this syndrome remain convinced that they do not deserve all they have achieved. They attribute their success to luck, or as a result of deceiving others into thinking they are more intelligent than they perceive themselves to be.

According to a study published in the International Journal of Behavioral Science, roughly 70% of people experience impostor syndrome at some point in their life. This phenomenon is particularly prevalent among new managers and women leaders, with studies indicating that around 75% of female executives experience feelings of self-doubt in their professional roles.

Despite its prevalence, impostor syndrome remains largely unaddressed in traditional management training programs, highlighting the need for specialized programs like the Confident Leader Collective that are tailored to address this common hurdle. In fact, participants of the Confident Leader Collective program have reported a significant decrease in self-doubt and a marked increase in confidence and leadership skills after completion.

How do you know if you’re experiencing impostor syndrome?

Symptoms of Impostor Syndrome

Symptoms of impostor syndrome may include:

  • Reluctance in making important decisions
  • Excessive worry over minor mistakes
  • Fear of not meeting high expectations
  • Difficulty accepting praise or recognition

Such manifestations can hinder a manager’s performance, impairing their confidence and negatively affecting their relationships with team members.

Factors Contributing to Impostor Syndrome among Women Leaders

Several factors contribute to the prevalence of impostor syndrome among women leaders. These include:

  1. Societal Expectations: Long-standing societal norms often place unrealistic expectations on women, leading them to question their abilities.
  2. Workplace Dynamics: Unequal representation, pay gaps, and gender biases in the workplace can exacerbate feelings of self-doubt.
  3. Perfectionism: Women are often conditioned to strive for perfection, causing them to feel inadequate when they cannot meet these impossible standards.

The Impact of Impostor Syndrome

Impostor syndrome can have severe repercussions on a woman leader’s performance and mental health. It can:

  • Erode confidence: Constantly doubting one’s capabilities can severely impact a woman leader’s self-esteem and belief in her ability to lead.
  • Hinder risk-taking: The fear of being exposed as a “fraud” may prevent women leaders from taking necessary risks or making bold decisions.
  • Trigger stress and anxiety: The constant pressure to perform perfectly can lead to chronic stress and anxiety.

By recognizing these unique challenges, women leaders can take steps to overcome impostor syndrome and other hurdles, fostering resilience and confidence in their leadership roles.

Strategies to Overcome Impostor Syndrome

There are many different approaches to overcome impostor syndrome, but most of these approaches (such as ‘fake it ’til you make it’) don’t consider the unique positioning of women in the workplace.

The Confident Leader Collective program offers practical strategies designed to help new managers overcome impostor syndrome in a way that feels supportive to you. Some key strategies include:

Reframing Negative Thoughts

Encouraging new managers to challenge and change their damaging thought patterns.

Seeking Support

Promoting the importance of seeking advice and guidance from mentors or peers. Remembering that everyone experiences doubts and fears at some point can help reduce feelings of isolation.

The Confident Leader Collective program is a nurturing environment where new managers feel validated and supported. By fostering this positive atmosphere, the program aims to empower new female leaders to confidently step into their roles without the shadow of self-doubt.

In this journey towards confident leadership, understanding and addressing impostor syndrome serves as an essential first step. Through conscious efforts and guided support such as the Confident Leader Collective program, new managers can learn to navigate these challenges and build a foundation for successful leadership.

2. Developing Essential Leadership Skills

Stepping into a managerial role demands not just a new title but a shift in mindset, particularly when it comes to confidence and communication skills. These are the cornerstones that support every decision, interaction, and the overall atmosphere within a team.

Building Confidence

For new managers, confidence might seem like an elusive trait. Yet, it’s cultivated through deliberate actions:

  1. Setting Achievable Goals: Start with clear, manageable objectives that align with your role’s responsibilities. The satisfaction of meeting these targets fuels self-assurance.
  2. Celebrating Small Wins: Acknowledge both personal achievements and team milestones. Recognition of progress is a powerful confidence booster.
  3. Visualizing Success: Envisioning positive outcomes for tasks and interactions can actually enhance performance and self-belief.

Communication Skills: The Managerial Lifeline

Effective communication is the lifeblood of strong leadership. It sets the tone for relationships and determines how well a team functions.

  1. Conveying Ideas Clearly: Be concise and articulate; complex jargon can alienate team members. Use visuals or stories to make your points more relatable.
  2. Active Listening: Engage with what your team says, showing genuine interest. This not only garners respect but also provides valuable insights.
  3. Providing Constructive Feedback: Balance honesty with empathy. Aim to guide rather than criticize, turning feedback sessions into opportunities for growth.

By focusing on these areas, new managers can cultivate an environment of transparency and mutual respect, where every voice is valued and the path to collective success is clear. With each step forward in developing these skills, leaders solidify their ability to guide their teams toward shared goals with clarity and purpose.

3. Leveraging Your Leadership Style for Impact

Understanding and defining leadership style is a critical step for new managers aiming to leave a lasting impact. It’s the distinctive way you motivate people, make decisions, and provide direction. Identifying your particular style is not about fitting into a box but rather harnessing your unique strengths to lead authentically and effectively.

Different Types of Leadership Styles

When considering different leadership styles, think of them as tools in a toolbox. Many popular styles of leadership are based on the experience of men in the workplace, and don’t take into consideration how women leaders may desire to show up differently. In fact, there are five essential elements to developing a powerful leadership style as a woman leader:

  1. Influence: Your executive presence style & energetic signature
  2. Impetus: Identifying your key motivators in workplace projects
  3. Processing Strategy: How you make decisions
  4. Creative Style: Your creative approach to your work
  5. Impact Desire: How you hope to influence your team members as their leader

Knowing these components of your leadership style allows you to not only manage yourself effectively, but understand how you can best help the people you manage.

4. Building High-Performing Teams through Collaboration and Delegation

Team building and delegation are two essential keywords that encapsulate the core responsibilities of a new manager. As a leader, your role in shaping an efficient, collaborative, and positive team culture is paramount. This involves recognizing the strengths of each individual and fostering an environment where diverse talents can thrive together.

Fostering Collaboration

Collaboration is not just about getting things done together. It’s about cultivating a shared sense of purpose and developing strong relationships within the team. This can be achieved by:

  1. Hosting regular team-building activities to enhance interpersonal relationships
  2. Encouraging open communication and idea-sharing sessions
  3. Recognizing and appreciating each team member’s unique contributions

By promoting a collaborative culture, you not only boost team morale but also encourage innovative problem-solving.

Recognizing Individual Strengths

Recognizing individual strengths means understanding what each team member brings to the table. It’s about acknowledging their skills, experiences, and perspectives – all of which contribute to the collective strength of the team.

To achieve this:

  1. Schedule one-on-one sessions with each team member to understand their career aspirations, strengths, and areas for improvement
  2. Use these insights to assign roles/tasks that match their skills and interests
  3. Publicly acknowledge their accomplishments to motivate them and build self-confidence

Mastering the Art of Delegation

Delegation might seem straightforward but can prove challenging for many new managers. It requires trust in your team’s capabilities and letting go of the urge to control every detail.

Here are some best practices:

  • Identify tasks that can be delegated based on your understanding of individual strengths
  • Clearly communicate expectations, deadlines, and resources available for each task
  • Provide feedback constructively to encourage learning and improvement
  • Empower team members by giving them ownership of tasks and decision-making autonomy

Handling delegation effectively not only frees up your time for strategic thinking but also aids in developing your team’s skills and self-confidence.

Through collaboration and delegation, new managers can create a high-performing team where every member feels valued and motivated to contribute their best. This approach forms the foundation of an empowering and inclusive leadership style that can propel you towards managerial success.

5. Introducing the Confident Leader Collective mastermind for new women leaders

Confident Leader Collective is a live group coaching program designed to specifically address the challenges that women leaders experience, head on.

This private mastermind is a six month journey to embodied confidence as a new manager. If we accept your application, we will pair you with a carefully curated cohort of other women managers that will help you grow and develop while holding you accountable to the goals you declare at the beginning of the program.

What You’ll Get:

  • Access to your cohort via text
  • Monthly 90 min deep dive coaching sessions where Laura teaches and offers live hotseat executive coaching to help you deal with the unique career challenges you’re currently facing!
  • Themed workbooks full of journaling prompts, templates, and resources to work through on your own time as you learn about confidence, communication skills, and leadership presence.


Embarking on the journey as a new manager demands both courage and continuous growth. Recognizing impostor syndrome not as a barrier, but as a common experience to navigate, is the first stride towards new manager success. Coupled with developing leadership skills such as communication, goal setting, and celebrating achievements, managers can craft a foundation of confidence.

For women leaders, embracing their unique leadership styles empowers them to forge paths that resonate deeply with their values and vision. By doing so, they inspire and drive their teams toward excellence.

The Confident Leader Collective stands as a beacon for these trailblazing individuals. This program offers:

  1. Live group coaching, providing real-time guidance and support
  2. Cohort companionship, allowing for shared experiences and learning
  3. Themed workbooks to encourage introspection and strategic planning
  4. Personal Power Code, a systemic approach to helping each leader define their strongest leadership attributes

Remember, the journey to effective management is not solitary. With resources like the Confident Leader Collective, new women managers are equipped with the tools necessary to not just navigate but excel in their roles. Embrace the challenge with the assurance that with the right mindset and support systems in place, commanding success becomes an attainable reality.

Learn about our next live cohort and join the waitlist here!