Brilliance Unmasked: Women Leading Beyond Imposter Feelings

Confidence matters. Not because it magically makes someone a great leader, but because how you see yourself shapes the chances you take, the opportunities you accept, and the voice you bring into the room. And here’s the truth: even the most accomplished women sometimes hear that nagging inner voice asking, “Do I really belong here?” Spoiler alert: you do. That whisper of doubt is fueled by emotion, culture, and even workplace structures. But it doesn’t have to define you.

Let’s talk about the confidence gap and imposter feelings, what they mean for women leaders in credit unions, and—most importantly—how you can start tackling them today.

Why This Matters for Credit Union Leaders

Credit unions thrive on trust, relationships, and community. That means leadership is about more than strategy; it’s about presence, perspective, and conviction. When women hesitate to step into leadership roles, speak up, or negotiate for resources because of self-doubt, everyone loses. The talent pipeline shrinks. Innovation stalls. And our movement misses out on brilliant ideas.

We’ve seen progress; more women are stepping into leadership across industries. But the gains are fragile, and the pace is slower than it should be. Without intentional action, real equity will take decades. That’s why this work matters now.

The Confidence Gap and Imposter Feelings in Basic Terms

Before digging into solutions, let’s define the terms:

• Confidence Gap: The tendency for women to underestimate their readiness compared to men, especially when stakes are high. Think of it as waiting until you’re “100% qualified” before applying for a job—while a male counterpart applies at 60%.
• Impostor Feelings (Impostor Syndrome): Those moments when you wonder if you’re a fraud—even when results prove otherwise. The persistent feelings of fraudulence and the belief that accomplishments are the result of luck or error rather than skill are widely documented among high achievers and experienced by many regardless of objective success (Psychology Today, 2025).

Sound familiar? You’re not alone. Nearly everyone experiences some version of this. The key difference for women is how often these patterns show up, and how they intersect with bias and expectations at work.

How Self-Awareness Helps

Here’s the good news: confidence can be built. And the first step is self-awareness—pausing long enough to notice the stories you’re telling yourself. Self-awareness lets you:

• Catch the moment when doubt creeps in.
• Separate facts from feelings.
• Choose intentional strategies to move forward.

Leaders who practice self-awareness not only grow their own confidence, but they also model it for their teams. That ripple effect builds healthier and stronger cultures.

Practical Ways to Start Building Confidence

Here are some quick, doable practices you can put to work right away. Each one links to a resource if you want to dig deeper.

1. Keep a success log (3 minutes/day). Write down 2–3 wins each day, no matter how small. Over time, it becomes evidence against self-doubt. Don’t know where to begin? Take the steps outlined in this post from International Association of Women.
2. Try a mini 360. Ask a handful of colleagues two simple questions: “What should I stop doing?” and “What should I do more of?” Use the Ladder of Inference from Harvard Business School as a framework.
3. Break the 100% rule. Apply for opportunities when you meet 60–70% of the qualifications. Growth happens in the stretch. Read more insights from Harvard Business Review.
4. Craft your “brilliance script.” Prep a 1–2 sentence opener that highlights your expertise and viewpoint. Use it in your next meeting. Take small steps toward self-promotion, as outlined in this article from Harvard University.
5. Practice a quick reframe. When self-doubt hits, ask: “What’s the evidence?” and “What else might be true?” Dive into more strategies for coping with imposter feelings by listening to Tackling Imposter Syndrome from NPR.

Why Leaders—Not Just Individuals—Have a Role

Let’s be clear: women aren’t the problem, systems are. Organizations need to create structures that minimize bias and amplify equity. That means fair promotion processes, transparent pay, strong sponsorship programs, and cultures that treat mistakes as learning opportunities. Individual confidence grows stronger when the environment supports it.

Bring Your Brilliance

The phrase “You belong in the room. Bring your brilliance with you.” is more than just encouragement…it’s a call to action. Belonging starts with noticing your own patterns and taking small steps to shift them. But it doesn’t end there. When you show up with confidence, you also create space for others to do the same.

So, choose one practice from the list and start today. Write your first entry in an evidence log. Draft your brilliance script. Or say “yes” to that opportunity you’ve been hesitating on. Confidence isn’t something you either have or don’t—it’s something you build. And your credit union, your team, and your members need the leader only you can be.