In this interview, author Jill Stoddard and Will Bachman discuss the concept of impostor syndrome. Jill defines the experience as a state  where individuals question their competence and legitimacy, even when there is objective evidence to support their accomplishments. The fear is that they will of be outed as a fraud. The phenomenon was officially identified in 1978 by Pauline Clance and Suzanne IMEs, who believed it only existed in high-achieving women. However, culture rebranded it as a syndrome which Jill addresses. The Background on Imposter Syndrome Jill believes that the imposter phenomenon has been around for a long time, with prevalence rates averaging between 40 and 70 percent. She suggests that it has been present in early humans, who, when part of a tribe, had a survival advantage due to social comparison and fear of being ousted from their tribe. Early humans engaged in social comparison to ensure they didn't get kicked out of their tribe, which was often a life-or-death situation. The modern world, with technology and social media, has created a context where this issue has been amplified. Jill calls for a cultural rebranding and a redefining of the impostor phenomenon or impostor experience. This phenomenon has not been extensively researched, and it is important to know that most discussions focus on hypotheses rather than empirical questions. However, research suggests that these impostor thoughts and feelings are positively correlated with success, making the more successful an individual, the more likely they are to have these feelings. Jill discusses the complex reasons behind this phenomenon, including the assumption that others are more competent than they are, the Dunning Kruger cognitive bias, and social and cultural influences. She mentions that in the 70s, when this phenomenon was thought to only impact high-achieving women, it was rebranded as sexism. Her hypothesis and others have suggested that people who have experienced marginalization, such as being told they don't belong in male spaces, or being told they don't belong in white spaces, are more prone to experience imposter syndrome. Understanding Imposter Syndrome Jill asserts that it is important  to recognize that the more we know and the more we believe others are competent, the more likely we are to feel impostor syndrome. Additionally, it is essential to acknowledge that the stigma surrounding this experience is often perpetuated by those who have experienced marginalization, such as women, people of color, and gay individuals. Jill mentions that impostor syndrome can negatively impact career success, and that it is important to recognize that this is a systemic and organizational issue rather than an individual problem. She believes that individuals should be given tools to manage their feelings and self-doubt, such as psychological flexibility, to overcome this state of mind. Psychological flexibility involves being present in one's life, aware of and open to all internal experiences, emotions, physiological sensations, urges, and thoughts. This allows individuals to make choices based on their deeply held personal values and who they want to be. The goal is to cycle and build psychological flexibility by identifying your values, recognizing the way thoughts and feelings get in the way of you heading in that direction, and changing your relationship to these thoughts. Additional approaches to dealing with impostor syndrome include seeking advice from others, such as talking to other speakers or CEOs, and understanding why they feel that way. Jill shares a strategy for book authors. Approaches to Dealing with Discomfort Jill discusses various approaches to dealing with anxiety and self-doubt, including comparing oneself to others, enjoying one's position, treating failure as an opportunity to test something out, and accepting that we are built to avoid uncertainty. She emphasizes the importance of learning to be okay with uncertainty and