Increase self-esteem

An impostor must constantly fear being exposed and being found out. People with the impostor phenomenon consider themselves to be a kind of "impostor": they achieve good to outstanding results, but always have the feeling that they have only achieved them by luck and chance. Their self-concept does not provide for an appropriate appreciation of their own achievements.

People with Impostor Phenomenon tend to have a perfectionist work style, which may well go hand in hand with an initial procrastination of tasks. Fear of not living up to the expectations of others leads to excessive effort. Afterwards, they devalue praise and performance and feel like "cheats". In order to receive recognition after all, they only try harder at the next tasks - a vicious circle that often leads to burnout.

In a new environment, there is a lack of experience, especially in informal manners. A working-class child in an academic environment, for example, will notice a very clear difference in everyday interactions. However, starting out in professional life or working in intercultural or very diverse teams can also trigger feelings of insecurity because there is not yet sufficient experience to assess one's own performance. Impostor can therefore often be a transitional phenomenon that becomes less significant over the years. 

Self-reflection, questioning one's own actions and behavior, is an important driver for improving and developing professionally. Excessive self-doubt, as is the case with the impostor phenomenon, often creates a sense of suffering that prevents people from realizing their own potential. The training helps to achieve healthy self-reflection and thus a satisfactory self-assessment.

Unconscious imprints play a major role in the development of the Impostor Phenomenon. Self-esteem cannot be induced by objectively good performance. The ZRM® therefore focuses on unconscious needs and in this way activates a strong motivational feeling for one's own resources. In a scientifically sound and well-evaluated process, the experience of self-efficacy is built up; praise and recognition for one's own achievements can be accepted and embraced.

The participants are familiar with the origins and dynamics of the impostor phenomenon and know what adjustments they can make to break the vicious circle of excessive effort and subsequent devaluation of their own performance. They recognize how they can activate their own unconscious resources in order to set in motion a positive dynamic of performance and personal satisfaction.