By Megan Sayles
AFRO Staff Writer
msayles@afro.com
U.S. Army veteran Twanna Carter became a career coach to help other Black women navigate the mental battles and societal and professional pressures that often go unspoken but deeply impact their confidence and success.
Carter’s desire to coach stemmed from personal struggles with social anxiety, inferiority complex and imposter syndrome. During her time in the military, she often felt insecure, isolated and inadequate— only to later realize that both her peers and subordinates had looked up to her all along.
“I didn’t have mentors. I didn’t have sponsors. I was out there on my own,” said Carter. “That experience lends the most to what I do today. I tell my clients that I am now the person who I needed to do better in my career.”
The AFRO connected with Carter to discuss imposter syndrome’s effects on Black women in the workplace and strategies to heal from it.
AFRO: Can you define imposter syndrome and describe what it looks like in the workplace?
Twanna Carter: The concept of imposter syndrome dates back to the 1970s. It’s the belief that no matter what you do, how hard you work and what you’ve accomplished, it’s all been a fluke. We tell ourselves we got lucky or that at some point someone will peek behind the curtain and realize we don’t know anything or belong.
We go forth with that fear, and we don’t think that we, ourselves, or our work is worthy.
AFRO: What are some of the unique pressures that Black women face in the workplace and intensify imposter syndrome?
TC: Let’s use my experiences for a moment. I grew up in a predominantly Black environment, but I remember being called the N-word for the first time at 4 or 5 years old. There was still racism. Being called that word and treated that way made me feel less than. There were also folks in my family who elevated boys over girls.
When I went to the army, I was already dealing with an inferiority complex because of how I was treated growing up. I wouldn’t know until I was almost 40 that I also had social anxiety. This created the perfect storm for imposter syndrome. My internal dialogue and inner critic was vicious. I grew up believing I was less than boys, less than White people and less than people who had more money than my family did.
So, sometimes imposter syndrome can come from your upbringing. We don’t always start on a firm foundation— whether we’re the first person to go to college or told that we aren’t going to be anything because our parents aren’t anything.
Then, you go into workplaces where it’s predominantly White folks, and we already have these messages that we’re less than, and sometimes the environment reinforces those messages. They might treat you as less than because you are a Black woman. You can encounter microaggressions with people questioning your authority. All the while, your inner critic is already loud.
It influences how we move in the corporate world, nonprofit world and the government. Some of us were set up to fail early—even if people didn’t do it on purpose— and imposter syndrome just jumps on board.
AFRO: How can imposter syndrome affect a Black woman’s career advancement?
TC: I am a firm believer of energy. When we tell ourselves we’re not worthy, we give that energy off. Other folks can pick up on it and think the same. If they don’t think you’re worthy and you don’t think you’re worthy, you have no one advocating for you at your job. You’re not going to put yourself up for jobs, and neither are they.
What tends to happen with Black women is we become the work horses of organizations. We might be the most educated, dedicated, trustworthy and responsible, but we don’t see our values. We stay year after year doing all the grunt work and making other people successful. As Black women, many of us stay stuck in workplaces that we should have long left.
AFRO: What are some strategies you recommend for managing or overcoming imposter syndrome?
TC: You should start off by finding a mentor or coach. I’m not saying that you can’t overcome this by yourself, I did. But, it took me 10 to 15 years. It’s better to journey with someone who understands what you’re going through.
You also have to have awareness of your thoughts. If you ruminate over feeling less than long enough, you become less confident and it can impact how you act and carry yourself. Write the negative thought down and start to gather evidence.
Ask yourself, “What is the evidence that I am less than, incompetent or not good enough?” Make a list. Then, go to the other side and ask, “What is the evidence that I am competent and good enough?” Make a list.
You will be surprised. You start to recall all of the things you do for other people and the people that trust and depend on you. Typically, the list of why you’re competent is way longer. When you start to feel that you’re less than again, pull that list out and look at all the things that refute the fact that you’re not good enough.
AFRO: How can employers and managers help to address imposter syndrome in their workplaces?
TC: They have to first be aware of what imposter syndrome is. It’s also important for them to recognize their employees when work is executed. When people do something well, send them an email, pat them on the back or call it out in some way. It can be in small ways.
Give credit where credit is due, and if people can’t take a compliment, that is your sign that there’s something else going on. If a person cannot take a compliment when they’ve done well, that probably points to self-esteem issues, imposter syndrome or low confidence.
