Someone asks you to read this aloud: “I am remarkable at what I do.” Or “I’m really great at this”.
How do you feel and react? Do you cringe, pull back, laugh uncomfortably?
The chances are good you answered yes to all of the above, and it’s certain that you’re not alone in these feelings. Whether we call it ‘imposter syndrome’, falling prey to stereotypes, or abiding by cultural bias, the fact remains that many of us feel uncomfortable sharing our achievements - and it’s holding us back from reaching our true potential.
This is the premise upon which Lejla Seperovic - coach, #IAmRemarkable facilitator, and SAP Senior Director for Global Demand - is basing her upcoming I Am Remarkable workshop.
“If you’re in any way, shape or form in a job or role where you want to advance, foster a growth mindset, or achieve progress in your career - you’re in the right place.”
“This workshop isn’t gender, industry or role specific,” Lejla explains, fiercely passionate about the topic. “It’s about giving you the self-awareness of what’s important to you in order to master your next career step. And empowering you to tell your story, own your strengths, and take charge by asking for the right things at the right time.”
As a coach, facilitator and leader who has supported numerous professionals across diverse industries, Lejla has come across ‘imposter syndrome’ (IS) in many different guises.
Often described as the quiet saboteur of personal and professional growth, individuals experiencing IS carry a persistent belief that they do not deserve their success, fearing that at any moment they will be ‘found out’ as a fraud.
And interestingly enough, this is in spite of the fact that these individuals are more often than not high-achieving, capable, and competent in their own right.
Research reveals just how widespread (yet unspoken) the experience of IS is. An Action Mental Health survey found that up to 62% of employees report experiencing symptoms of imposter syndrome, while a YouGov survey of 2500 UK workers found that 94% of those who have suffered from IS have never spoken about it at work.
Not only that, but a recent study by Professor Michelle Ryan from The Global Institute for Women’s Leadership at The Australian National University (ANU) found that IS isn’t only an individual experience - it can be influenced by workplace culture.
As co-author of the study, Dr Christopher T. Begeny from the University of Exeter, explains, “Our research shows that the culture and climates we work in play a significant role in creating these feelings. They get triggered and amplified when organisations create a work culture where colleagues are your competition – those who need to be outdone, who otherwise stand in the way of getting recognised and appreciated in the organisation.”
This is an important message for corporates to pay heed to. So what’s to be done? Well, that’s where coaching comes in…
If IS thrives in silence, coaching creates the opposite: a space for dialogue, reflection, and reframing. Unlike quick-fix confidence tips, coaching works with the deeper beliefs that sustain IS, offering clients both practical tools and mindset shifts.
One of coaching’s unique strengths is the way that it helps clients break a cycle of negative thinking by challenging limiting beliefs and shifting the focus from perfection to progress.
As renowned IS researcher, Dr. Valerie Young, explains in this Ted Talk, “To stop feeling like an imposter, you have to stop thinking like an imposter”. Over time, and with enough practice, Dr. Young says you really will begin to believe the new thoughts you’re reframing. “And when you do that”, she summarizes, “you stop trying to overcome IS and instead just use reframing to talk yourself down faster. That way, instead of having an imposter life, you can have an imposter moment.”
“It’s incredible how many people sit in high positions of influence and yet carry a quiet story of not being good enough,” Lejla says. “But what I’ve noticed is that coaching provides a safe, structured way for people to interrupt that story - and to begin replacing it with something more empowering.”
“I often ask clients: What standard are you holding yourself to? And is that standard serving you?” Lejla shares. “When they realize that the bar they’ve set is not only unrealistic but also self-imposed, they start to question whether perfection is really the goal - or whether excellence, growth, or authenticity might be a better measure.”
“This reframe does more than reduce stress. It liberates people to take risks, innovate, and engage more fully with their work without the constant fear of falling short.”
In this sense, then, overcoming IS has a greater impact than just on the individual - it can have far-reaching, positive consequences for business as well.
IS has the power to negatively affect entire organizations. Employees stuck in self-doubt are less likely to put themselves forward for opportunities, more likely to burn out, and often disengaged from collaboration out of fear of being ‘exposed’. This costs businesses in innovation, productivity, and retention.
Lejla emphasizes the organizational benefit of addressing IS: “When employees shift from fear-driven behaviors to confident, authentic contribution, the whole workplace changes. You see more collaboration, more initiative, and more trust. Coaching isn’t just about individual development- it’s about shaping healthier cultures.”
Workplace statistics make the case clear: only 56% of individuals who experience IS feel supported at work. Without intentional support, including coaching, the majority of employees remain stuck in cycles of silent self-doubt.
While professional coaches provide structured guidance, individual learning coaching skills themselves - such as active listening, open-ended questioning, and empathy - help leaders at all levels to support their teams. By integrating these skills, leaders can normalize conversations around self-doubt and provide psychological safety for employees to voice challenges.
“Even simple shifts in how leaders listen can make a difference,” Lejla notes. “When a manager replaces judgment with curiosity—asking, ‘What’s behind that feeling?’ instead of, ‘Why aren’t you more confident?’—employees feel seen rather than dismissed.”
Training leaders in coaching skills not only equips them to handle IS more effectively but also fosters cultures where authenticity and growth are valued over perfection.
IS may be pervasive, but it is not permanent. Through coaching, individuals learn to name the silent patterns of perfectionism and over-preparation, and, more importantly, to choose new patterns. They develop awareness, resilience, and confidence, not by denying their self-doubt but by working through it with curiosity and support.
“Coaching doesn’t erase IS overnight,” Lejla concludes. “But it does offer a sustainable path forward. Clients begin to see themselves not through the lens of fraudulence, but through the reality of their strengths and contributions. That shift is life-changing.”
#IAmRemarkable Workshop: Speak Up & Stand Out - A Coaching Journey in Confidence & Belonging
Join Lejla’s upcoming online workshop: