From Self-Doubt to Confidence: Overcoming Imposter Feelings During Change

Periods of change often intensify self-doubt. Even accomplished leaders may feel unprepared or question their abilities. Imposter feelings are not a weakness, they are a natural response to visibility, responsibility and the unknown.

Recognise Triggers

High-stakes change, unfamiliar roles, and visible decision-making can all amplify self-doubt. Understanding what triggers these feelings is the first step toward managing them.

Reframe Self-Doubt Through Coaching

Executive coaching offers a space to examine imposter feelings objectively. Leaders can:

• Separate perception from reality, recognising evidence of competence.

• Reframe self-doubt as a signal for reflection and learning rather than inadequacy.

• Develop practical strategies for confidence, including preparation, feedback, and reflective practice.

The Ripple Effect on Teams

Leaders’ confidence, or lack of it, shapes how teams respond to change. Self-assured leaders convey stability and clarity, encouraging trust and engagement. Conversely, persistent self-doubt can unintentionally create uncertainty and hesitation.

Practical Exercises

• Keep a “success journal” to record achievements and positive feedback.

• Use reflection questions after key decisions: What worked? What insight did I gain?

• Seek feedback from trusted colleagues or mentors to validate perspective.

Managing imposter feelings is an ongoing process. By recognising, reframing, and reflecting, leaders can maintain confidence and model resilience during periods of change. If you’d like to discuss one-to-one coaching to support your leadership development, get in touch e: enquiries@managingchange.org.uk