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Unmasked: Women, Leadership & the Inner Voice - Episode 1 with Leila Gold

A conversation series, with featured guests, about overcoming imposter syndrome.


This blog explores what imposter syndrome is, how it shows up in the workplace, and why high-achieving women often feel they don’t belong at the table. From perfectionism and self-doubt to the weight of societal expectations and cultural conditioning, over the blog series we unpack the hidden forces that shape confidence. Whether you're a leader or aspiring to be one, this piece offers insight into a common inner struggle and how to start challenging it.


Introduction: Why We’re Talking About Imposter Syndrome

 Imposter syndrome affects up to 70% of people at some point in their careers.

 

For women in leadership, the impact can be particularly intense. Research shows that 75% of executive women have experienced imposter syndrome, and many still grapple with self-doubt even after achieving senior roles.

In the first of a series of monthly features, I am really excited that Leila Gold agreed to share her experiences and insights. I met Leila previously in her capacity as Director of Marketing & Commercial Partnerships at Confetti Media Group, where she also shared her support with their Women in Leadership Programme. For me Leila encompasses qualities that I admire – she’s straight talking, bold and passionate. The word fearless comes to mind – and that’s why I invited her to share her story.


💭 Have you ever doubted your own success, even when you’ve worked hard for it? You’re not alone.


Understanding Imposter Syndrome & Self-Doubt

Imposter syndrome is the persistent feeling of being a fraud despite evident success which affects countless professionals, but it can be especially pervasive among women in leadership.

 

It is subtle yet impacts in ways that influence confidence, decision-making, communication, and career progression. Here’s a breakdown of how it shows up, particularly for leaders:

  • Overworking or over-preparing – you may feel they need to ‘prove you belong’ by constantly going above and beyond, leading to burnout. You may overprepare for meetings, avoid delegation, or spend excessive time perfecting presentations.

  • Self-doubt despite evidence of success - even after promotions, achievements, or praise, you may dismiss your accomplishments as luck, timing, or external help, not internal ability.

  • Fear of being found out - a persistent fear of being ‘exposed’ as less competent than others perceive. This can cause anxiety before high-stakes meetings, presentations, or decision-making moments.

  • Avoiding visibility or opportunities - you may turn down speaking engagements, stretch projects, or promotions out of fear you’re not ready or “good enough.”

  • Difficulty internalising praise - compliments are brushed off or attributed to the team or circumstances rather than personal effort or talent.

  • Micromanaging or control issues - fear of failure can lead to controlling behaviour, with a reluctance to trust others to meet high (often perfectionistic) standards.

  • Underestimating impact or influence - even when in high-impact roles, you might downplay your contributions or hesitate to assert authority or share bold ideas.

Why It’s Especially Common Among Women in Leadership

  • Cultural conditioning - many women are socialised to be modest, self-critical, and deferential - traits that can clash with leadership expectations.

  • Underrepresentation - being ‘the only’ woman (or one of few) in the room can heighten scrutiny and pressure to perform, increasing self-doubt, even more so if you are the only person of colour.

  • Double standards - women are often judged more harshly and held to higher standards, whereas confident men are seen as competent; confident women may be labelled as aggressive or unlikable.

  • Perfectionism pressure - internal and external expectations push many women to believe they must be perfect to be accepted or respected in leadership.

💭 What internal narratives might be limiting your sense of confidence or capability?


Feature Interview: Leila Gold on Learning to Silence the Inner Critic

Leila is an award-winning commercial brand strategist who’s worked across a number of Public and Private sector brands. In addition to her most recent role of Director of Marketing & Commercial Partnerships at Confetti Media Group, Leila also works as a fractional Marketing Director and is the co-founder of Push + Pull Brands, a strategic brand consultancy working across Education, Retail and Leisure.


  1. Can you recall a time when you felt like you didn’t belong, even though you were fully qualified?

Early in my career, I was a young Head of Marketing at Nottinghamshire Police. I was leading a brand refresh and stood in front of a room of 150-200 senior, mostly white, mostly male colleagues. I got hit with a few questions that felt designed to trip me up. I delivered the presentation - but I got off stage and cried. I was 27 or 28. Fully qualified but totally rattled!


  1. How did self-doubt and/or imposter syndrome first show up for you in your leadership journey?

That moment stands out, but honestly, self-doubt has shown up at every stage. Early on, you assume senior leaders always know what they're doing. Truth is, no one has it all figured out. But when you’re young - and often the only woman in the room, it’s easy to question your place.


  1. What were some messages (internal or external) that fuelled your self-doubt? Internally, I wondered if I was enough to lead. I’d over-prepare just to feel “credible.”Externally, I was praised more for being a hard worker than a strategic thinker. I’ve been called “too emotional” for advocating ideas. Watching male peers rise faster, despite similar results, at times reinforced that internal voice of doubt.

  2. What turning points helped you begin to shift your mindset?

Doing my Chartered Institute of Marketing exams was a turning point. I finished my final paper two weeks after giving birth, breastfeeding baby on my lap, typing essays. I was studying alongside experienced Marketing Directors - and holding my own. It really was the mirror I needed.

  1. Were there mentors, books, or tools that made a difference?

Absolutely! I’ve had an unofficial mentor, Johnny Lyle, my entire career. I’m not sure he actually knows that he’s my mentor! I shan’t tell him in case he starts charging…

He’s my sounding board, gut-check, and reality filter. Having someone who believes in you, challenges you, and helps you silence the inner critic is so powerful.

6. How do you handle moments of self-doubt now - what's changed?

I look back at my wins. I remind myself what I’ve achieved and what others say about my work. I talk to people who will give me honest feedback - not just validation, but truth with care. That helps me reset when doubt creeps in. Or I ring my mum, who thinks I’m awesome.

 

7. How do you think self-doubt and/or imposter syndrome uniquely impacts women in leadership?

Women are conditioned from a young age to stay small - be agreeable, don’t take up space, don’t rock the boat. That plays out in meetings I hear women preface questions with "sorry" or "this might be stupid"… and when we do show strength, we sometimes risk being labelled ‘difficult’. I’ve found it a difficult thing to navigate at times, and it feeds the imposter narrative.

8. What advice would you give to a younger version of yourself or someone experiencing self-doubt right now?

Nobody at the top has all the answers. They’ve just learned how to hold their own with confidence, even when they’re unsure. You belong just as much as anyone else. Don’t shrink - hold your space.


9. How do you support others in your team or network who may struggle with self-doubt and/or imposter feelings?

I help them break it down. What happened that created the doubt? What can we learn? How do we stop one moment from becoming a belief? I’m big on reflection and moving forward. I don’t always follow my own advice, but I try to be kind to myself.

10. What role does workplace culture play in reinforcing or easing self-doubt?

Culture is everything. When people feel safe to fail, they take risks and that’s where growth happens. But it only works when leaders model that vulnerability from the top.

11. What do confident, inclusive environments look like to you?

It’s a space where learning is constant, failure is part of the process, and diverse experiences are truly valued. EDI isn’t a policy - it’s a mindset - and it shows in everyday behaviours.

12. What would you love to see change in how we talk about confidence, competence, and leadership?

We should be uplifting and championing each other.


My advice for women experiencing imposter syndrome/self doubt:

  • Build your circle – surround yourself with people who support and challenge you.

  • Ask questions – don’t be afraid to seek advice. Most people are happy to share.

  • Find a mentor (and be one) – the right mentor can be a lifeline. Pay it forward.


3 Top Strategies to Overcome Imposter Syndrome

Imposter syndrome isn’t a sign of incompetence; it’s often a side effect of competence navigating high expectations. Recognising its patterns is the first step toward shifting your mindset and building more inclusive, confidence-supporting work cultures.


  • Challenge your inner critic - it’s not necessarily factual.

  • Engage a mentor - someone who’s experienced imposter syndrome. What strategies can they share?

  • Engage a coach - someone who can help you to develop and implement strategies to move from imposter days to imposter moments.


✅ Try This: 3 things to say to your Inner Critic:

  1. I am not my thoughts

  2. Where’s the evidence for this?

  3. What does the evidence truly show?

Final Reflections from Our Guest

“I think everyone at some point feels that sense of self-doubt about what they do and for most of us we don't know that no-one's got all the answers.”

So, don’t compare yourself to others. Instead, measure progress over perfection.

Call to Action

  • Share your own experiences

  • Reflect on your self-talk and support systems

  • Connect on LinkedIn to continue the conversation

Follow me for more insights by signing up to my blog and connecting with me on LinkedIn - www.linkedin.com/in/gemmalhogan 


Feel free to leave a comment below this post if anything resonates with you.

 
 
 

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