Spill the Tea with Sarika – Imposter Syndrome, Leadership Influence & The Hidden Impact of Workplace Culture

Welcome to this edition of Spill the Tea with Sarika, where we explore the realities women face in leadership, career growth, and personal development. Today’s topic is one many professionals quietly navigate: how leadership behaviours — particularly from managers — can unintentionally shape imposter syndrome.

This reflection comes from my own career journey, one filled with resilience, gratitude, and, at times, unnecessary self‑doubt. And it’s a conversation worth having.

Leadership Moments That Leave a Lasting Impression

Throughout my early career, I often found myself preparing for difficult conversations with managers. One example stands out clearly: informing my manager that I was applying for a new role. Instead of encouragement, I was met with hesitation and questioning.

Comments such as:

• “Are you sure this is the right move?”
• “Why would you leave this department?”

may seem harmless, but they carry weight. Managers often underestimate how deeply their words influence an employee’s confidence, decision‑making, and long‑term self‑belief.

I’m not claiming perfection as a leader — none of us are. But I have learned that when managers question an employee’s ambition rather than support it, they unintentionally plant seeds of doubt that can follow that individual for years.

Understanding the Roots of Imposter Syndrome

Imposter syndrome rarely develops in isolation. It is often shaped by workplace experiences, especially in environments where:

• Opportunities are unevenly distributed
• High performers are overworked while others are spotlighted
• Ambition is viewed as disloyalty
• Decisions are scrutinised rather than supported
• Growth is controlled instead of encouraged

These experiences lead to internal questions such as:

• Am I good enough?
• Do I deserve this opportunity?
• Why am I overlooked?
• Am I working hard enough?

These are not signs of incompetence — they are reflections of environments that failed to nurture confidence.

The Leadership Gap: Feedback vs. Discouragement

A recurring challenge in organisations is the inability of managers to deliver bold, constructive, and justified feedback. Instead, employees often receive:

• Emotionally driven responses
• Fear‑based advice
• Personal bias disguised as guidance
• Discouraging commentary that limits growth

Women, in particular, experience this more frequently, and it directly contributes to imposter syndrome.

Navigating Growth When You Feel Stuck

Here is the professional truth:

If you are consistently overworked while others are celebrated…

If opportunities are not shared fairly… If your development is questioned or delayed…

It may be time to explore new opportunities.

However, if you are offered exposure, visibility, or project involvement…

If you can volunteer for initiatives that showcase your capability… If you can broaden your experience through strategic contribution…

Take it. Leverage it. Grow through it. Exposure is one of the most effective ways to build confidence and demonstrate value.

Key learnings for you to take away from this…

Here are the core insights I want you to take from this edition:

1. Imposter syndrome is often shaped by leadership behaviour, not personal ability.

Your doubt may be a reflection of past environments, not your competence.

2. Your career decisions do not require external validation.

Trust your professional instincts. Growth is a personal responsibility.

3. Pay attention to environments that limit your development.

If you are consistently overlooked or undervalued, it is a sign to reassess.

4. Exposure accelerates confidence and capability.

Seek opportunities that expand your visibility and influence.

5. Ambition is a leadership trait, not a flaw.

Wanting more is a sign of growth, not disloyalty.

6. Resilience is built through experience.

Every challenge you’ve overcome has strengthened your leadership foundation.

Closing Thoughts Imposter syndrome does not define your potential — it reflects the environments you have navigated. The fact that you continue to rise, evolve, and lead is evidence that you were always capable.