[WINii] Is Imposter Syndrome a Myth?

Hi WINers!

I first heard about imposter syndrome in professional women's circles. I lived through it, especially in recent years when I switched roles (from program manager to product manager) and industries (from ad tech to AI). It felt like breathing underwater.

And now in the middle of my career, I’m slightly struggling to figure out where to take my career next. Do I build a personal brand and become an industry expert? What are my options when in big tech director or VP level seems out of reach?

In this newsletter, 1) hear Jossie’s take on the real reason why women are leaving tech (and why imposter syndrome may be a myth), 2) and a groundbreaking membership platform, Until There Are Nine, that’s offering women tangible support to close their personal pay and promotion gap.

Let's get into it! 👇

🔦 The Myth of Imposter Syndrome

Jossie Haines brings a refreshing new perspective on imposter syndrome in a recent episode of MoneyBites. She channels Reshma Saujani's bold assertion that it is, in fact, a myth. 

But she doesn’t stop there. Jossie digs into the deeper issues at play, like why so many mid-career women are walking away from tech. Spoiler: It’s not about balancing family life. 

The real culprit? Microaggressions.

It’s the subtle, insidious behaviors that push talented women out, with 50% leaving the field by 35. In our conversation, Jossie and I explore what leadership can do to stem this exodus. 

Tune in to hear Jossie’s candid reflections on her money and career journey, and her earnest effort to find better balance and happiness. 👇

Until There Are Nine

Bhavana Smith, who has been a member of global leadership teams at major holding companies, and consulting firm, Accenture, has enlisted cross-industry senior executives to form an Advisory network to share first-hand experiences on what it actually takes to advance in corporate America. 

While many women have lots of mentors, they’re not receiving practical training and tools in the workplace on critical aspects of career development, such as how to communicate their value contribution, the importance of networking and stakeholder management and focusing on work that will get them promoted and avoid burn out.

Key Features of Until There Are Nine:

1. 1:1 Advisor Sessions: Personalized guidance from experienced executives who have successfully navigated careers barriers in the workplace.

2. Group Coaching: Workshops/webinars and bi-monthly office-hours with executive Advisors to help you in real-time 

3. Proprietary Career Navigation System: Step-by-step guides and playbooks to overcome career obstacles and accelerate professional growth.

4. Up to Date Pay Data: Exclusive partnership with Payscale, offering members up to date salary data relied upon by HR professionals, empowering confident salary negotiations.

Visit https://www.untiltherearenine.com today to learn more and sign up! 

💪 Microaggression Survival Guide

Have you ever been at work and experienced someone saying or doing something that feels offensive…or even hostile to your identity?

If so, you may have witnessed a microaggression. 

Insensitive statements, questions, and assumptions all fall under this category. Microaggressions target aspects of who we are and can be related to race, gender, sexuality, parental status, socioeconomic background, or mental health.

In many cases, microaggressions tend to target marginalized identity groups. However, they can happen to anyone, regardless of background or level of profession. 

How do you respond to a microaggression at work? Here are some tips:

✅ Choose the right moment to say something. Aim to create a safe space for the conversation. Sometimes, saying something as soon as it happens is appropriate. In other cases, you may want to wait or address the matter in private.

✅ Consider your relationship to the person who made the comment. If you have a personal relationship, having an honest conversation about how the microaggression made you feel may be easy. 

If you don't have a personal relationship with the person, consider their personality and history. For example, are they combative or unapproachable? Do they have a track record of this kind of behavior? If so, you may need to bring in other colleagues, management, or HR.

✅ Assess your personal awareness of the subject of the microaggression, and be honest with yourself. For example, maybe you've identified a comment as a racial microaggression, but you don't know the full implications of it. 

While it's OK to call it out, recognize when you're not an authority on a topic. In that case, you may want to learn more about the topic and speak to someone who's more familiar.

If you yourself committed a microaggression, don't panic. We're all human. It's all in how you handle the situation and move forward. Take these steps to make things right:

• If you are called out, take a moment to pause, breathe, and reflect. 

• If you're unsure as to what offended the other person, ask for clarification.

• Listen to the other person's perspective with a learning attitude, even if you don't agree.

• Acknowledge the offense and make a sincere apology.

• Leave room for follow-up conversations.

Have you experienced microaggressions in the workplace? Do you feel like imposter syndrome is a myth or the real deal?

Hit reply and tell us about it!

Have a wonderful week ahead!

Minki
Founder, WINii
Making wealth building actionable for women in tech. Empowering a million women to become millionaires!