Why Imposter Syndrome Can Make You a Better Leader

When we picture a great leader, most of us imagine someone confident, decisive and unshakeable. But what if some of the very qualities we think of as “weaknesses”, self-doubt, worry, even vulnerability, are actually strengths in disguise?

That’s the message from Dame Jacinda Ardern, former prime minister of New Zealand, who recently shared how imposter syndrome shaped her leadership. Far from holding her back, she believes it made her more prepared, more humble, and ultimately more effective.

At MAD-HR, we know many emerging leaders quietly wrestle with these same feelings. They wonder if they’re “enough” for the role they’ve been given, or worry they don’t fit the mould of a traditional leader. The truth is, these feelings are far more common than people realise, and they don’t have to be a barrier to success.

Why Self-Doubt isn’t a Weakness

Ardern explained that her instinct when offered new opportunities was often to say “no”, not because she lacked ambition, but because she didn’t believe she had all the answers. That self-doubt drove her to prepare thoroughly, seek expert advice, and approach problems with curiosity and humility.

And those traits, she pointed out, are valuable leadership qualities in their own right. Being willing to listen, learn and plan carefully can inspire trust and lead to stronger decisions.

For HR leaders and business owners, this is a powerful reminder: what feels like imposter syndrome may actually be the mindset that makes you a thoughtful and responsible leader.

The Power of Empathy and Openness

During her time in office, Ardern often chose to lead with empathy, from her compassionate response to the Christchurch terror attacks to her open communication during the pandemic. She spoke about how showing humanity, even admitting when you don’t have all the answers, can strengthen trust rather than weaken it.

This challenges the outdated idea that leaders must be invulnerable. In reality, creating space for honesty, compassion and human connection can motivate teams and build loyalty,  even in times of uncertainty.

At MAD-HR, we regularly support managers in developing these ‘soft’ leadership skills through coaching, training and tailored development plans. We’ve seen firsthand how empathetic leadership can transform team culture and performance.

Knowing When It’s Time to Step Aside

Ardern also highlighted something many leaders struggle with: knowing when to leave. She recognised that staying in her role when her energy and curiosity were waning wouldn’t serve her team or her country.

For business leaders, this is a crucial lesson. Good leadership isn’t necessarily about staying in a role forever; it’s about building resilient teams who can succeed beyond you. That means investing in people, planning for succession, and creating an environment where others are empowered to lead.

Supporting the next Generation of Leaders

Imposter syndrome doesn’t have to be a barrier to great leadership. With the right support, those feelings of self-doubt can become a force for growth, learning and connection.

At MAD-HR, we help organisations identify and develop future leaders, giving them the confidence, skills and support they need to thrive. Whether it’s one-to-one coaching, leadership development programmes or succession planning, we can help your people step into leadership roles with resilience and self-belief. If you’re ready to nurture confident, compassionate leaders in your business, get in touch with our team today.