Imposter phenomenon: Cost of perfectionism in workplace + Preterm babies form fewer r

#1
Preterm babies are less likely to form romantic relationships in adulthood
https://www.eurekalert.org/pub_releases/...071119.php

SUMMARY POINTS: A study of up to 4.4m adult participants has shown that those who were born pre-term (under 37 weeks gestation) are less likely to form romantic relationships, have sexual relations or experience parenthood than those who were born full term. Research from the University of Warwick suggests it's partly due to pre-term birth being associated with being more often withdrawn and shy, socially excluded and less likely to take risks in adolescence. More needs to be done in schools and by parents to encourage social interactions at younger ages, so when they transition to adulthood they are more likely to meet someone and increase their wellbeing. (MORE)



Imposter phenomenon: The high cost of perfectionism in the workplace
https://www.eurekalert.org/pub_releases/...071119.php

EXCERPT: A little self-doubt at work can be a good thing, but like anything else--too much can be a bad thing. When employees, usually high performers, start to doubt their abilities too much it can turn into imposter phenomenon, causing fatigue, dissatisfaction, and the inability to maintain a healthy work-life balance. Employees experiencing imposter phenomenon have trouble recognizing and believing their own success and tend to overcompensate, which takes an emotional toll.

[...] Managing imposter phenomenon can be draining for employees, and they frequently tend to be stressed and deplete emotional resources from feelings of incompetence. [...] researchers ... found ... that employees experiencing imposter phenomenon are more likely to have conflict with work and family roles because they are emotionally exhausted, and they tend to be less satisfied with family life because of it. They were surprised that employees did not seem have lower job satisfaction because of work-family conflict, although emotional exhaustion did contribute to less satisfaction at work.

"The most important point of our study is showing employees who experience persistent thoughts of feeling like a fake are not only experiencing detrimental effects at work but also at home," Lisa Sublett said. "These accomplished employees are emotionally drained and struggle maintaining family and work demands. Our study also adds legitimacy to discussing imposter phenomenon as an important talent development issue, especially for high-potential employees."

Because managers need to keep those high performers, it is important to recognize the signs of imposter phenomenon early and help mitigate those feelings. This research resulted in some practical recommendations for managers that included policy changes as well as individual support to employees. "We recommend that supervisors become aware of indicators that signal a subordinate is struggling with imposter phenomenon," Sublett said. "As our study shows, these employees are at a greater risk of experiencing high levels of burnout, job dissatisfaction, and work-family conflict. In addition to providing emotional support for these individuals, supervisors can help alleviate imposter cognitions by providing individual coaching on perfectionism and frequent performance feedback."

Indicators of imposter phenomenon include maladaptive perfectionist tendencies like overpreparing and overestimation of mistakes. Employees experiencing imposter phenomenon may use expressions such as "I was lucky," "I was in the right place at the right time," and "If I can do it, anyone can" in describing their work rather than recognizing their own achievements. The researchers are also working on additional solutions to assist managers in recognizing and addressing the signs of imposter phenomenon. (MORE - details)
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#2
(Jul 12, 2019 11:41 PM)C C Wrote: Preterm babies are less likely to form romantic relationships in adulthood
https://www.eurekalert.org/pub_releases/...071119.php

SUMMARY POINTS: A study of up to 4.4m adult participants has shown that those who were born pre-term (under 37 weeks gestation) are less likely to form romantic relationships, have sexual relations or experience parenthood than those who were born full term. Research from the University of Warwick suggests it's partly due to pre-term birth being associated with being more often withdrawn and shy, socially excluded and less likely to take risks in adolescence. More needs to be done in schools and by parents to encourage social interactions at younger ages, so when they transition to adulthood they are more likely to meet someone and increase their wellbeing. (MORE)



Imposter phenomenon: The high cost of perfectionism in the workplace
https://www.eurekalert.org/pub_releases/...071119.php

EXCERPT: A little self-doubt at work can be a good thing, but like anything else--too much can be a bad thing. When employees, usually high performers, start to doubt their abilities too much it can turn into imposter phenomenon, causing fatigue, dissatisfaction, and the inability to maintain a healthy work-life balance. Employees experiencing imposter phenomenon have trouble recognizing and believing their own success and tend to overcompensate, which takes an emotional toll.

[...] Managing imposter phenomenon can be draining for employees, and they frequently tend to be stressed and deplete emotional resources from feelings of incompetence. [...] researchers ... found ... that employees experiencing imposter phenomenon are more likely to have conflict with work and family roles because they are emotionally exhausted, and they tend to be less satisfied with family life because of it. They were surprised that employees did not seem have lower job satisfaction because of work-family conflict, although emotional exhaustion did contribute to less satisfaction at work.

"The most important point of our study is showing employees who experience persistent thoughts of feeling like a fake are not only experiencing detrimental effects at work but also at home," Lisa Sublett said. "These accomplished employees are emotionally drained and struggle maintaining family and work demands. Our study also adds legitimacy to discussing imposter phenomenon as an important talent development issue, especially for high-potential employees."

Because managers need to keep those high performers, it is important to recognize the signs of imposter phenomenon early and help mitigate those feelings. This research resulted in some practical recommendations for managers that included policy changes as well as individual support to employees. "We recommend that supervisors become aware of indicators that signal a subordinate is struggling with imposter phenomenon," Sublett said. "As our study shows, these employees are at a greater risk of experiencing high levels of burnout, job dissatisfaction, and work-family conflict. In addition to providing emotional support for these individuals, supervisors can help alleviate imposter cognitions by providing individual coaching on perfectionism and frequent performance feedback."

Indicators of imposter phenomenon include maladaptive perfectionist tendencies like overpreparing and overestimation of mistakes. Employees experiencing imposter phenomenon may use expressions such as "I was lucky," "I was in the right place at the right time," and "If I can do it, anyone can" in describing their work rather than recognizing their own achievements. The researchers are also working on additional solutions to assist managers in recognizing and addressing the signs of imposter phenomenon. (MORE - details)

Quote:They were surprised that employees did not seem have lower job

could do with editing...

Quote:specially for high-potential employees."

savant personality factors often have down sides
as business increases its specialization to utilize people with more rare skill sets they will be forced to up-skill their psychology to be able to have different types of people functioning in the work place.

once it was black people
once it was women
then it was poor people/class
then it was gay people
then it was transgender people

things are evolving. its nice to know that the cavemen do not represent all business models of management and corporate intellectual ideology.
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