DEEP CHANGE IMPOSTOR SYNDROME®

Impostor syndrome leads successful professionals to attribute their successes to external factors rather than to their real abilities, generating performance anxiety, self-sabotage, and voluntary limitation of their professional potential.

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What does the say
researching

Impostor syndrome is a pattern characterized by limitative beliefs that can be modified.

The reduction of this phenomenon is directly correlated to the improvement of performance indicators, psychological well-being and decision-making efficiency.

psychological well-being

Decision makers who are in control of their impostor syndrome have better mental health (reduced anxiety r = .65 and depression r = .58), which strengthens their ability to perform sustainably under pressure.

Of performance

Professionals who transform their impostor syndrome gain decision-making efficiency by reducing procrastination and over-preparation (correlation r = -.71 with Conscientiousness), which accelerates strategic risk taking and innovation.

authentic leadership

Decision-makers who have reduced their impostor syndrome exercise their leadership with more naturalness and authenticity (correlation r = -.49 with Extraversion), which improves their ability to inspire, mobilize and retain talent.strategic and innovation.

Format

A scientific, structured and measurable journey.

The program

Invest in this program to measure and develop the agility and resilience of your employees, a scientifically validated lever for transforming change management and business performance. Our approach is based on a rigorous and empirically validated scale (reliability: α = 0.80 for agility and α = 0.85 for resilience), designed by experts in industrial and organizational psychology.

In prevention or reaction

Depending on your organizational context, activate this program in a proactive or curative mode.

Pragmatic

We develop this behavioral and relational competence at the heart of the action, for an immediate and lasting impact.

Measurable

We model this skill at the beginning and at the end of the program to measure its real impact.

Individual or collective

This development program can be deployed at the level of an individual, a team and an organization.

Tailor-made

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Scientific foundations

For whom?

A skill useful to everyone

Legitimacy and performance

At the executive management level, your success depends less on your exceptional background than on your ability to fully assume your legitimacy, embody an unqualified vision and make strategic decisions in an environment where doubt can paralyze action. The Impostor-Profile (IPP31) — a scientifically validated tool (α = .69 to .92) — is designed to identify and transform the 6 dimensions of impostor syndrome that limit your full expression of leadership.

Team performance and authentic leadership

At the level of middle management, your success depends less on your business skills than on your ability to inspire confidence in your teams, arbitrate confidently and make strategic decisions in a context where you are constantly evaluated from above and below. The Impostor-Profile (IPP31) — a scientifically validated tool (α = .69 to .92) — is designed to transform the 6 dimensions of impostor syndrome that hinder your managerial impact and your authenticity as a leader.At the operational management level, your performance depends less on your business expertise than on your ability to mobilize without formal authority, navigate matrix organizations and obtain trade-offs in systems of interest often competitors. The Political Skill Inventory (PSI) — a scientifically validated tool (α = 0.89) — is designed to develop the 4 levers of influence that make it possible to align stakeholders, secure key resources and advance your projects in complex environments.

Psychological health and sustainable performance

In terms of the quality of life at work, your impact depends less on the devices you deploy than on your ability to identify and prevent invisible psychological distress factors, in particular impostor syndrome, which affects 70% of successful professionals and correlates strongly with anxiety, depression and exhaustion. The Impostor-Profile (IPP31) — a scientifically validated tool (α = .69 to .92) — is designed to diagnose the 6 dimensions of the syndrome that directly impact mental health (r = .65 with anxiety, r = .58 with anxiety, r = .58 with depression) and organizational resilience.

Talent development and potential optimization

In terms of talent development, your success depends less on the training programs you deploy than on your ability to remove the invisible psychological barriers that limit the expression of potential, reduce internal mobility and weaken the retention of high potentials. The Impostor-Profile (IPP31) — a scientifically validated tool (α = .69 to .92) — is designed to map the 6 dimensions of impostor syndrome that hinder career advancement, limit leadership behaviors, and reduce the organizational contribution of your best people.

Organizational agility and change adoption

In terms of organizational transformation, your success depends less on the quality of your change plan than on your ability to mobilize key leaders, reduce psychological resistance, and maintain engagement in a context of uncertainty, repositioning and risk taking. The Impostor-Profile (IPP31) — a scientifically validated tool (α = .69 to .92) — is designed to identify the 6 dimensions of impostor syndrome that amplify anxiety about change, inhibit the risk-taking necessary for innovation, and limit the adoption of new roles or expanded responsibilities.

OUR S.H.A.R.P.® MODEL

Cognitive-behavioral change engineering

Our protocol S.H.A.R.P.© transposes the 5 necessary conditions of change to the development of individual and collective behavioral skills.
Objective: to make behavioral change measurable and sustainable.

SCAN

Explain why a change in behavior is necessary. We decode real activity to highlight how current behaviors produce limiting effects in the face of change and uncertainty. By placing the diagnosis at the heart of the workplace, we transform an intention to change into a logical and shared necessity.

HOOK

Validate the real desire to engage in change. We help talent identify the concrete gap between their current behavioral patterns and the intended purpose. By securing the alignment between the objectives of the organization and the profound motivations of the individual (self-concordance), we transform superficial adherence into a sincere and lasting commitment.

ACTIVATE

Identify and prioritize behavioral levers for change. We allow employees to clearly identify the behavioral dimensions to prioritize in their individual or collective transformation plan. By translating strategic goals into concrete and usable actions, we provide the method needed to know exactly what to do differently in a work situation.

REWIRE

Give the power to act in a real situation. We offer employees concrete levers to implement new behavioral patterns in their daily professional lives. By removing cognitive barriers and systemic blockages, we transform know-how into a capacity for immediate action.

PROVE

Anchor new automations and avoid a return to old habits. We set up feedback loops and progress indicators to secure the transfer of skills over time.

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Change enablment: Adaptability as a behavioral skill

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Change is a skill