Moreover, people with "impostor syndrome" are aware of this problem, but almost never can break this pattern of behavior and limit themselves to only the necessary efforts. Increasing sense of fraud from cycle to cycle. The paradox every time success is repeated, the "impostor syndrome" only worsens. Paulina Klens suggested that "impostors" have their own ideal of success and excessive expectations of accomplished goals. They simply ignore their achievements if the actual performance deviates from their ideal standard. At the same time, "imposters" are excellent students who unreasonably underestimate their work, and therefore, each achievement further emphasizes the gap between real and imagined standards of success, strengthening the "imposter syndrome.
The need to be special, the best. Often, people with "imposter syndrome" secretly want to be better than their peers or colleagues. All childhood, they could be the first in class or school, but when they get to university or get a job, they understand that there are many outstanding Switzerland WhatsApp Number List people in the world, and their talents are not phenomenal. As a result, "imposters" simply ignore their abilities and come to the conclusion that they are just stupid. Aspects of superwoman / superman. This point is closely related to the previous one. People with "impostor syndrome" demand perfection from themselves in all spheres of life. They set themselves practically unattainable standards, and then feel depressed and disappointed.
Fear of failure. "Imposters" are very worried when it is necessary to achieve something - they are afraid of failure. Making a mistake or not doing everything to the highest degree, they feel the shame of humiliation. For most people with imposter syndrome, fear becomes the main driver. The result they try to reduce the risk of failure and start working too hard. Feelings of incompetence and diminished praise. People with "impostor syndrome" who are unable to accept compliments and believe in their achievements, they tend to attribute success to external factors, ignore positive feedback and objective indicators of success.