The most dangerous threat to innovation isn’t technological—it’s psychological. When brilliant professionals doubt their abilities despite evidence of success, both individuals and organizations suffer. This imposter syndrome paradox is especially relevant in technology fields, where the pace of change can amplify feelings of inadequacy. MCIT has embraced this challenge head-on, developing employee support systems to help talent thrive.
Understanding Imposter Syndrome in Tech
Imposter syndrome—that persistent feeling that you’ve somehow fooled everyone into thinking you’re more competent than you actually are—affects an estimated 70% of professionals at some point in their careers. In the IT industry, where complex problems require specialized knowledge and quick thinking, these feelings can be especially intense.
The symptoms might sound familiar: downplaying achievements, attributing success to luck rather than skill, or feeling that it’s just a matter of time before someone “discovers” you don’t belong. These thoughts can significantly impact performance, innovation, and overall workplace satisfaction if left unaddressed.
The Employer’s Role in Addressing Imposter Syndrome
At MCIT, combating imposter syndrome begins from day one. This understanding has shaped our comprehensive onboarding process, which is designed not just to train new team members on technical skills, but to build confidence and belonging from the start.
How Our Onboarding Process Makes a Difference
1. Structured Knowledge Transfer
Our onboarding doesn’t throw new employees into the deep end. Instead, we provide a carefully mapped learning journey that builds competence step by step. This approach helps minimize the overwhelming feeling that can trigger imposter syndrome, allowing team members to see their progress clearly.
2. Mentorship Pairings
New MCIT team members are paired with experienced mentors who provide technical guidance and the ability to share their own professional journey—including the challenges they’ve faced (and overcome). Knowing that seasoned professionals in the company have been through struggles with the same concepts can be incredibly reassuring to new team members.
3. Documented Success Milestones
Our onboarding includes clear checkpoints and achievements that objectively demonstrates growing expertise. By documenting these wins, employees build a personal portfolio of accomplishments they can reflect on when imposter feelings arise.
4. Collaborative Learning Environment
We cultivate a culture where questions are welcomed. Our collaborative approach to problem-solving reinforces that experts continue to learn from one another.
5. Regular Feedback and Recognition
Frequent, constructive feedback is built into our onboarding process (and beyond), providing new employees with accurate assessments of their performance and growth areas. This helps counter the distorted self-perception that characterizes imposter syndrome.
Beyond Onboarding: Creating a Culture of Continuous Growth
Our commitment to combating imposter syndrome extends beyond the initial onboarding period. Our emphasis on professional development, training opportunities, and internal advancement pathways demonstrates our belief in our team members’ potential for growth.
By investing in our employees’ development, we can build a more skilled workforce and foster the confidence and security that helps talented professionals recognize and own their capabilities.
Extending the Conversation: The Chamber’s Imposter Syndrome Workshop
As part of our ongoing mission to support confidence and personal growth, MCIT hosted the Lehigh Valley Chamber of Commerce‘s workshop focused on overcoming imposter syndrome.
“Building Confidence: Overcome Imposter Syndrome & Embrace Your Greatness” recently took place at the MCIT headquarters in Allentown. The session was led by Kim Hartman, Vice President of Dale Carnegie Lehigh Valley, and guided participants through the psychological roots of imposter syndrome, the five types of imposters, and practical ways to reframe self-doubt.
Attendees—ranging from local business professionals to first-time leaders—explored how imposter feelings can impact performance, leadership, and collaboration. The interactive session aligned perfectly with MCIT’s internal values around mentorship, growth, and building confidence from day one.
Interested in joining a team that sees your potential from day one? Contact us to learn more about careers and culture at MCIT.
