Spring-boarding off the critical conversations started by Ruchika Tulshyan and Jodi-Ann Burey in their Harvard Business Review articles, this session will feature a discussion panel that looks at the roles that systemic oppression and nonprofit organizational culture have to play in one’s experience of “imposter syndrome.” While the final discussion points of the panel are still being determined, the conversation will discuss how “imposter syndrome” is a symptom of white supremacist capitalist ableist patriarchy, what organizational practices can feed into/mitigate “imposter syndrome,” and how attendees can show up for themself/others in the face of “imposter syndrome.”
The goal of the session is not to be prescriptive in nature, but to demonstrate its pervasiveness in the sector (regardless of title or position) and provide ideas/examples/points for attendees to bring back to their organizations and start their own conversations with their teams that can hopefully lead to sustainable organizational change.
Session Type60 minute session
- Name the systemic vs. personal obstacles that contribute to feelings of imposter syndrome
- Have examples of mental reframes to use to safeguard against impacts of "imposter syndrome"
- Have examples of cultural change they can advocate for in their organization by leveraging position and/or privilege