Imposter Syndrome is a feeling of extreme self-doubt which leads to paralysis in decision-making. In short, the person feeling like an “imposter” will not be able to perform her/his duties due to a feeling of inappropriateness.
Aspect
Explanation
Definition
Imposter Syndrome, also known as Impostor Phenomenon, is a psychological phenomenon where individuals doubt their accomplishments and have a persistent fear of being exposed as a fraud or impostor, despite evidence of their competence and achievements. People experiencing Imposter Syndrome often attribute their success to external factors, luck, or other people’s mistakes rather than acknowledging their own skills and abilities. This phenomenon can lead to feelings of insecurity, self-doubt, and anxiety, even in high-achieving individuals.
Key Concepts
– Self-Doubt: Imposter Syndrome is characterized by profound self-doubt about one’s abilities and achievements. – Attribution: Individuals tend to attribute their success to external factors rather than their own competence. – Fear of Exposure: There is a persistent fear of being exposed as a fraud or impostor. – High Achievers: Imposter Syndrome often affects high-achieving individuals who struggle to internalize their accomplishments. – Cognitive Distortion: It involves a cognitive distortion where individuals discount their successes.
Characteristics
– Insecurity: Imposter Syndrome leads to feelings of insecurity and inadequacy. – Perfectionism: Many individuals with this syndrome strive for perfection to avoid being “found out.” – High Standards: There is a tendency to set excessively high standards for themselves. – Fear of Failure: A fear of failure or making mistakes is common among those with Imposter Syndrome. – Stress and Anxiety: It can lead to significant stress and anxiety related to performance and success.
Implications
– Impact on Mental Health: Imposter Syndrome can contribute to mental health issues such as anxiety and depression. – Underachievement: Despite their potential, individuals may underachieve due to self-imposed limitations. – Workplace Stress: It can create stress and dissatisfaction in the workplace. – Reduced Self-Esteem: Imposter Syndrome can erode self-esteem and self-worth. – Interpersonal Impact: It may affect relationships and collaborations with others.
Advantages
Imposter Syndrome is not advantageous in itself; it is a psychological challenge that individuals seek to overcome. However, recognizing and addressing Imposter Syndrome can lead to personal growth and increased self-confidence.
Drawbacks
– Self-Limitation: Imposter Syndrome can limit personal and professional growth. – Emotional Toll: It often takes an emotional toll on individuals, contributing to stress and anxiety. – Perfectionism: The pursuit of perfection can lead to burnout and dissatisfaction. – Difficulty in Acknowledging Achievements: It can be challenging to acknowledge one’s own achievements and talents. – Interference with Goals: Imposter Syndrome may interfere with setting and pursuing career and life goals.
Applications
Imposter Syndrome is not something intentionally applied; rather, it is a psychological challenge experienced by individuals. However, recognizing and addressing it is applicable in various contexts, including personal development, education, and the workplace.
Use Cases
– Personal Growth: Individuals experiencing Imposter Syndrome may seek therapy or coaching to address and overcome it for personal growth. – Education: Educators and mentors can provide support and guidance to students struggling with self-doubt. – Workplace: Employers and HR professionals can create a supportive environment to help employees manage Imposter Syndrome. – Professional Development: Coaches and mentors assist professionals in building self-confidence and acknowledging their achievements. – Psychological Well-being: Mental health professionals help individuals cope with the emotional challenges of Imposter Syndrome.
Someone with imposter syndrome doubts their talents, skills, or abilities despite their education, accomplishments, or experience.
Imposter syndrome tends to be present in competitive environments or where one’s performance is measured in some way.
As a result, it may be particularly prevalent among college students (particularly medical students) and high-level professionals.
Several types of imposters can also provide clues as to what causes the syndrome:
Workaholic imposters – these individuals may overwork in response to job insecurity, potential demotion, or to avoid being seen as incapable in their roles. Workaholics may also spend excessive amounts of time on a task and develop perfectionist tendencies.
Lucky duck imposters – employees who believe that a promotion, raise, or positive performance review is down to luck, chance, or happenstance.
Chameleon imposters – those classified as chameleon imposters prefer to work alone because they fear their shortcomings will be exposed when working as part of a team. Unfortunately, these individuals avoid attention and fear recognition – no matter how well they have performed.
When is imposter syndrome good?
In some instances, the imposter syndrome might be a good feeling, as it might help you pass through some critical obstacles by putting in more work and building more competence.
In those cases, the imposter syndrome works as a form of positive paranoia, which leads to improvement.
In these cases, the imposter syndrome working as constructive paranoia improves you as a business person.
When is imposter syndrome bad?
In the worst case, imposter syndrome can limit you to the point of making you paralyzed and unable to make any decisions.
In these cases, rather than working as a constructive paranoia, the imposter syndrome works as a limiter for growth.
In these cases, it is essential to analyze why you’re getting too paranoid and what you can do to use this feeling to improve.
Dunning-Kruger effect vs. imposter syndrome
The Dunning-Kruger effect describes a cognitive bias where people with low ability in a task overestimate their ability to perform that task well. Consumers or businesses that do not possess the requisite knowledge make bad decisions. What’s more, knowledge gaps prevent the person or business from seeing their mistakes.
The Dunning-Kruger effect is a cognitive bias where someone with low talent, skill, or ability overestimates their own competence.
In describing the difference between the Dunning-Kruger effect and imposter syndrome, many explain that one is simply the opposite of the other.
Employees who suffer from the Dunning-Kruger effect experience a cognitive bias where they overestimate their skills, abilities, or knowledge.
Compounding the effect is a lack of self-awareness that would enable them to first identify and then fix their errors.
They may also fail to recognize the actual competence of others and their somewhat arrogant nature can cause conflict in the workplace.
Employees with imposter syndrome underestimate their skills, abilities, or knowledge.
Many of these individuals are high achievers, but they may feel like a fraud, doubt their abilities, or question whether they are deserving of any accolades.
In other words, they feel like imposters. Like the Dunning-Kruger effect, the individual may be unaware that they are impacted by imposter syndrome.
The Dunning-Kruger effect is based on the idea that the knowledge one requires to be competent at a task is the same knowledge one needs for self-awareness.
This explains why employees who suffer from the effect are unable to comprehend how poorly they are performing.
There are two other drivers of the Dunning-Kruger effect:
Lack of metacognition – metacognition is the ability to analyze one’s behavior more objectively. Victims of the Dunning-Kruger effect lack the self-awareness to develop a realistic assessment of their abilities.
Overconfidence – this can also lead to poor performance or subject knowledge. While these employees are usually ignorant, their overconfidence causes them to believe that the knowledge they do possess makes them an expert. Think of a start-up entrepreneur who launches one successful company and then believes that all future business endeavors will be successful.
In short:
The Dunning-Kruger effect is a cognitive bias where someone with low talent, skill, or ability overestimates their own competence. Someone with imposter syndrome, on the other hand, doubts their talents, skills, or abilities despite their ability or competence.
The Dunning-Kruger effect is based on the idea that the knowledge one requires to be competent at a task is the same one needs for self-awareness. Overconfidence and a lack of objectivity also cause the effect.
Imposter syndrome tends to be present in competitive environments or where one’s performance is measured in some way. Several types of imposters hint at possible explanations for its presence.
Examples
Dr. Doubtful – The Underestimated Medical Prodigy: Dr. Doubtful is a medical student who consistently excels but constantly doubts their abilities to become a successful doctor.
Luck-driven Leader – The Accomplished Executive: This executive attributes their achievements to luck, feeling undeserving of promotions and recognition despite a remarkable track record.
Self-Doubting Creator – The Talented Artist: Despite producing exceptional artwork, the Self-Doubting Creator questions their talent and feels like an imposter in the art world.
Fearful Business Dynamo – The Successful Entrepreneur: A thriving entrepreneur who fears being exposed as a fraud and believes their success was merely luck.
Unsure Champion – The Skilled Athlete: An accomplished athlete with a track record of winning championships, but plagued by self-doubt and fear of future performance.
Key takeaways
Imposter syndrome is a feeling of inadequateness of an individual in a specific situation, making that person unable to make any decisions.
In some cases, the imposter syndrome can lead to constructive paranoia, which leads to growth.
In other cases, it can lead to complete paralysis.
The imposter syndrome is the opposite of the Dunning-Kruger effect, where someone overestimates her/his own skills for a given task, thus making bad decisions or more risks for the situation at hand!
Related Framework
Description
When to Apply
Impostor Syndrome
Impostor Syndrome is a psychological pattern characterized by persistent feelings of inadequacy, self-doubt, and fear of being exposed as a “fraud” despite evidence of success or competence. Individuals experiencing Impostor Syndrome often attribute their accomplishments to luck or external factors rather than their own abilities. Understanding and addressing Impostor Syndrome can help individuals build confidence, recognize their worth, and overcome self-limiting beliefs.
When individuals doubt their abilities or feel undeserving of success, acknowledging and addressing Impostor Syndrome can foster self-confidence, combat self-doubt, and promote resilience by reassuring individuals of their competence and validating their achievements, thus empowering them to pursue their goals with a sense of self-worth and self-efficacy in personal, academic, or professional endeavors.
Self-compassion
Self-compassion involves treating oneself with kindness, understanding, and acceptance during times of failure, inadequacy, or suffering. It entails recognizing one’s common humanity and responding to oneself with warmth and empathy. Cultivating self-compassion can counteract feelings of shame or inadequacy associated with Impostor Syndrome and promote emotional resilience and well-being.
When individuals experience self-criticism or feelings of inadequacy, cultivating self-compassion can counteract negative self-talk, reduce self-judgment, and promote emotional well-being by acknowledging common human experiences and responding with kindness and understanding, thus alleviating the impact of Impostor Syndrome and fostering self-acceptance and emotional resilience in navigating challenges and achieving personal growth and fulfillment.
Growth Mindset
A Growth Mindset is the belief that abilities and intelligence can be developed through effort, learning, and perseverance. Individuals with a Growth Mindset embrace challenges, persist in the face of setbacks, and see failure as an opportunity for growth. Cultivating a Growth Mindset can counteract the fixed beliefs and self-doubt associated with Impostor Syndrome and foster a resilient attitude toward learning and achievement.
When individuals fear failure or doubt their abilities, cultivating a Growth Mindset can counteract self-limiting beliefs, encourage perseverance, and promote resilience by embracing challenges and viewing setbacks as opportunities for learning and growth, thus mitigating the influence of Impostor Syndrome and empowering individuals to pursue their goals with a belief in their capacity for improvement and success in academic, professional, or personal pursuits.
Cognitive Behavioral Therapy (CBT)
Cognitive Behavioral Therapy (CBT) is a structured therapeutic approach that aims to identify and challenge negative thought patterns and beliefs contributing to emotional distress or maladaptive behaviors. CBT techniques, such as cognitive restructuring and behavioral activation, can help individuals recognize and modify distorted thinking patterns associated with Impostor Syndrome and develop healthier coping strategies to manage self-doubt and anxiety.
When individuals experience persistent self-doubt or negative self-talk, engaging in Cognitive Behavioral Therapy (CBT) can help challenge and reframe maladaptive thoughts, build self-confidence, and reduce anxiety by providing coping skills and strategies for managing Impostor Syndrome, thus empowering individuals to regain control over their thoughts and emotions and enhance their overall well-being and quality of life in addressing psychological challenges and pursuing personal growth and fulfillment.
Social Support Networks
Social Support Networks consist of relationships with friends, family, mentors, or peers who offer emotional encouragement, validation, and practical assistance during challenging times. Seeking support from others who understand and validate one’s experiences can validate feelings of self-worth and combat the isolation and self-doubt associated with Impostor Syndrome.
When individuals experience feelings of isolation or self-doubt, seeking support from social networks can provide validation, encouragement, and perspective by connecting with understanding peers, mentors, or support groups, thus alleviating the impact of Impostor Syndrome and fostering a sense of belonging and community, ultimately empowering individuals to recognize their strengths and value their contributions in achieving personal and professional success.
Self-affirmation
Self-affirmation involves identifying and affirming one’s core values, strengths, and achievements to bolster self-esteem and protect against threats to self-identity. Engaging in self-affirmation exercises can buffer individuals against the effects of Impostor Syndrome by reminding them of their worth and competence in domains where they may feel insecure.
When individuals experience self-doubt or insecurity, engaging in self-affirmation can boost self-esteem and confidence by reflecting on personal values, strengths, and accomplishments, thus counteracting the effects of Impostor Syndrome and promoting a positive self-image, resilience, and empowerment in navigating challenges and pursuing goals in academic, professional, or personal domains.
Mentorship and Role Models
Mentorship involves guidance and support from experienced individuals who provide advice, encouragement, and role modeling to help mentees navigate challenges and develop their skills and confidence. Having mentors and role models who share similar experiences or have overcome Impostor Syndrome themselves can offer perspective and inspiration, helping individuals normalize their feelings and build resilience.
When individuals struggle with self-doubt or feelings of inadequacy, seeking mentorship and role models can provide guidance and support by offering perspective and encouragement, thus helping individuals navigate Impostor Syndrome and develop confidence and resilience by learning from the experiences and successes of others in similar fields or career paths, ultimately empowering them to pursue their goals with greater confidence and purpose in academic, professional, or personal pursuits.
Mindfulness and Meditation
Mindfulness and meditation practices involve cultivating present-moment awareness and nonjudgmental acceptance of thoughts and emotions. These practices can reduce rumination, manage stress, and promote self-compassion. By fostering a sense of calm and self-awareness, mindfulness and meditation can mitigate the impact of Impostor Syndrome and promote emotional well-being and self-acceptance.
When individuals experience stress or self-doubt, engaging in mindfulness and meditation can promote self-awareness, emotional regulation, and self-compassion by cultivating present-moment focus and acceptance, thus reducing the influence of Impostor Syndrome and promoting psychological resilience and well-being in managing challenging situations and navigating personal or professional transitions with greater equanimity and self-confidence.
Education and Training
Education and training provide individuals with knowledge, skills, and competencies relevant to their fields or interests. Acquiring formal education or professional development opportunities can increase competence and confidence and counteract feelings of inadequacy associated with Impostor Syndrome.
When individuals lack confidence or feelings of inadequacy in their abilities, pursuing education and training can enhance knowledge and skill development, thus bolstering confidence and self-efficacy by acquiring new competencies and validating expertise, ultimately empowering individuals to overcome Impostor Syndrome and pursue their goals with a sense of competence and purpose in academic, professional, or personal endeavors.
Journaling and Self-reflection
Journaling and self-reflection involve writing down thoughts, feelings, and experiences to gain insight and clarity about oneself and one’s circumstances. Engaging in regular self-reflection can increase self-awareness, identify patterns of thought or behavior, and cultivate self-compassion. By exploring and processing their experiences, individuals can recognize and challenge the negative beliefs and thought patterns associated with Impostor Syndrome.
When individuals experience self-doubt or negative self-talk, engaging in journaling and self-reflection can promote self-awareness and emotional processing by exploring thoughts and feelings, thus uncovering underlying beliefs and challenging distorted thinking associated with Impostor Syndrome, ultimately facilitating personal growth and self-acceptance and empowering individuals to navigate challenges and pursue their goals with greater clarity and self-compassion in academic, professional, or personal domains.
Convergent thinking occurs when the solution to a problem can be found by applying established rules and logical reasoning. Whereas divergent thinking is an unstructured problem-solving method where participants are encouraged to develop many innovative ideas or solutions to a given problem. Where convergent thinking might work for larger, mature organizations where divergent thinking is more suited for startups and innovative companies.
The concept of cognitive biases was introduced and popularized by the work of Amos Tversky and Daniel Kahneman in 1972. Biases are seen as systematic errors and flaws that make humans deviate from the standards of rationality, thus making us inept at making good decisions under uncertainty.
Second-order thinking is a means of assessing the implications of our decisions by considering future consequences. Second-order thinking is a mental model that considers all future possibilities. It encourages individuals to think outside of the box so that they can prepare for every and eventuality. It also discourages the tendency for individuals to default to the most obvious choice.
Lateral thinking is a business strategy that involves approaching a problem from a different direction. The strategy attempts to remove traditionally formulaic and routine approaches to problem-solving by advocating creative thinking, therefore finding unconventional ways to solve a known problem. This sort of non-linear approach to problem-solving, can at times, create a big impact.
Bounded rationality is a concept attributed to Herbert Simon, an economist and political scientist interested in decision-making and how we make decisions in the real world. In fact, he believed that rather than optimizing (which was the mainstream view in the past decades) humans follow what he called satisficing.
The Dunning-Kruger effect describes a cognitive bias where people with low ability in a task overestimate their ability to perform that task well. Consumers or businesses that do not possess the requisite knowledge make bad decisions. What’s more, knowledge gaps prevent the person or business from seeing their mistakes.
Occam’s Razor states that one should not increase (beyond reason) the number of entities required to explain anything. All things being equal, the simplest solution is often the best one. The principle is attributed to 14th-century English theologian William of Ockham.
The Lindy Effect is a theory about the ageing of non-perishable things, like technology or ideas. Popularized by author Nicholas Nassim Taleb, the Lindy Effect states that non-perishable things like technology age – linearly – in reverse. Therefore, the older an idea or a technology, the same will be its life expectancy.
Antifragility was first coined as a term by author, and options trader Nassim Nicholas Taleb. Antifragility is a characteristic of systems that thrive as a result of stressors, volatility, and randomness. Therefore, Antifragile is the opposite of fragile. Where a fragile thing breaks up to volatility; a robust thing resists volatility. An antifragile thing gets stronger from volatility (provided the level of stressors and randomness doesn’t pass a certain threshold).
Systems thinking is a holistic means of investigating the factors and interactions that could contribute to a potential outcome. It is about thinking non-linearly, and understanding the second-order consequences of actions and input into the system.
Vertical thinking, on the other hand, is a problem-solving approach that favors a selective, analytical, structured, and sequential mindset. The focus of vertical thinking is to arrive at a reasoned, defined solution.
Maslow’s Hammer, otherwise known as the law of the instrument or the Einstellung effect, is a cognitive bias causing an over-reliance on a familiar tool. This can be expressed as the tendency to overuse a known tool (perhaps a hammer) to solve issues that might require a different tool. This problem is persistent in the business world where perhaps known tools or frameworks might be used in the wrong context (like business plans used as planning tools instead of only investors’ pitches).
The Peter Principle was first described by Canadian sociologist Lawrence J. Peter in his 1969 book The Peter Principle. The Peter Principle states that people are continually promoted within an organization until they reach their level of incompetence.
The straw man fallacy describes an argument that misrepresents an opponent’s stance to make rebuttal more convenient. The straw man fallacy is a type of informal logical fallacy, defined as a flaw in the structure of an argument that renders it invalid.
The Streisand Effect is a paradoxical phenomenon where the act of suppressing information to reduce visibility causes it to become more visible. In 2003, Streisand attempted to suppress aerial photographs of her Californian home by suing photographer Kenneth Adelman for an invasion of privacy. Adelman, who Streisand assumed was paparazzi, was instead taking photographs to document and study coastal erosion. In her quest for more privacy, Streisand’s efforts had the opposite effect.
As highlighted by German psychologist Gerd Gigerenzer in the paper “Heuristic Decision Making,” the term heuristic is of Greek origin, meaning “serving to find out or discover.” More precisely, a heuristic is a fast and accurate way to make decisions in the real world, which is driven by uncertainty.
The recognition heuristic is a psychological model of judgment and decision making. It is part of a suite of simple and economical heuristics proposed by psychologists Daniel Goldstein and Gerd Gigerenzer. The recognition heuristic argues that inferences are made about an object based on whether it is recognized or not.
The representativeness heuristic was first described by psychologists Daniel Kahneman and Amos Tversky. The representativeness heuristic judges the probability of an event according to the degree to which that event resembles a broader class. When queried, most will choose the first option because the description of John matches the stereotype we may hold for an archaeologist.
The take-the-best heuristic is a decision-making shortcut that helps an individual choose between several alternatives. The take-the-best (TTB) heuristic decides between two or more alternatives based on a single good attribute, otherwise known as a cue. In the process, less desirable attributes are ignored.
The bundling bias is a cognitive bias in e-commerce where a consumer tends not to use all of the products bought as a group, or bundle. Bundling occurs when individual products or services are sold together as a bundle. Common examples are tickets and experiences. The bundling bias dictates that consumers are less likely to use each item in the bundle. This means that the value of the bundle and indeed the value of each item in the bundle is decreased.
The Barnum Effect is a cognitive bias where individuals believe that generic information – which applies to most people – is specifically tailored for themselves.
First-principles thinking – sometimes called reasoning from first principles – is used to reverse-engineer complex problems and encourage creativity. It involves breaking down problems into basic elements and reassembling them from the ground up. Elon Musk is among the strongest proponents of this way of thinking.
The ladder of inference is a conscious or subconscious thinking process where an individual moves from a fact to a decision or action. The ladder of inference was created by academic Chris Argyris to illustrate how people form and then use mental models to make decisions.
Goodhart’s Law is named after British monetary policy theorist and economist Charles Goodhart. Speaking at a conference in Sydney in 1975, Goodhart said that “any observed statistical regularity will tend to collapse once pressure is placed upon it for control purposes.” Goodhart’s Law states that when a measure becomes a target, it ceases to be a good measure.
The Six Thinking Hats model was created by psychologist Edward de Bono in 1986, who noted that personality type was a key driver of how people approached problem-solving. For example, optimists view situations differently from pessimists. Analytical individuals may generate ideas that a more emotional person would not, and vice versa.
The Mandela effect is a phenomenon where a large group of people remembers an event differently from how it occurred. The Mandela effect was first described in relation to Fiona Broome, who believed that former South African President Nelson Mandela died in prison during the 1980s. While Mandela was released from prison in 1990 and died 23 years later, Broome remembered news coverage of his death in prison and even a speech from his widow. Of course, neither event occurred in reality. But Broome was later to discover that she was not the only one with the same recollection of events.
The bandwagon effect tells us that the more a belief or idea has been adopted by more people within a group, the more the individual adoption of that idea might increase within the same group. This is the psychological effect that leads to herd mentality. What in marketing can be associated with social proof.
Moore’s law states that the number of transistors on a microchip doubles approximately every two years. This observation was made by Intel co-founder Gordon Moore in 1965 and it become a guiding principle for the semiconductor industry and has had far-reaching implications for technology as a whole.
Disruptive innovation as a term was first described by Clayton M. Christensen, an American academic and business consultant whom The Economist called “the most influential management thinker of his time.” Disruptive innovation describes the process by which a product or service takes hold at the bottom of a market and eventually displaces established competitors, products, firms, or alliances.
Value migration was first described by author Adrian Slywotzky in his 1996 book Value Migration – How to Think Several Moves Ahead of the Competition. Value migration is the transferal of value-creating forces from outdated business models to something better able to satisfy consumer demands.
The bye-now effect describes the tendency for consumers to think of the word “buy” when they read the word “bye”. In a study that tracked diners at a name-your-own-price restaurant, each diner was asked to read one of two phrases before ordering their meal. The first phrase, “so long”, resulted in diners paying an average of $32 per meal. But when diners recited the phrase “bye bye” before ordering, the average price per meal rose to $45.
Groupthink occurs when well-intentioned individuals make non-optimal or irrational decisions based on a belief that dissent is impossible or on a motivation to conform. Groupthink occurs when members of a group reach a consensus without critical reasoning or evaluation of the alternatives and their consequences.
A stereotype is a fixed and over-generalized belief about a particular group or class of people. These beliefs are based on the false assumption that certain characteristics are common to every individual residing in that group. Many stereotypes have a long and sometimes controversial history and are a direct consequence of various political, social, or economic events. Stereotyping is the process of making assumptions about a person or group of people based on various attributes, including gender, race, religion, or physical traits.
Murphy’s Law states that if anything can go wrong, it will go wrong. Murphy’s Law was named after aerospace engineer Edward A. Murphy. During his time working at Edwards Air Force Base in 1949, Murphy cursed a technician who had improperly wired an electrical component and said, “If there is any way to do it wrong, he’ll find it.”
The law of unintended consequences was first mentioned by British philosopher John Locke when writing to parliament about the unintended effects of interest rate rises. However, it was popularized in 1936 by American sociologist Robert K. Merton who looked at unexpected, unanticipated, and unintended consequences and their impact on society.
Fundamental attribution error is a bias people display when judging the behavior of others. The tendency is to over-emphasize personal characteristics and under-emphasize environmental and situational factors.
Outcome bias describes a tendency to evaluate a decision based on its outcome and not on the process by which the decision was reached. In other words, the quality of a decision is only determined once the outcome is known. Outcome bias occurs when a decision is based on the outcome of previous events without regard for how those events developed.
Hindsight bias is the tendency for people to perceive past events as more predictable than they actually were. The result of a presidential election, for example, seems more obvious when the winner is announced. The same can also be said for the avid sports fan who predicted the correct outcome of a match regardless of whether their team won or lost. Hindsight bias, therefore, is the tendency for an individual to convince themselves that they accurately predicted an event before it happened.
Gennaro is the creator of FourWeekMBA, which reached about four million business people, comprising C-level executives, investors, analysts, product managers, and aspiring digital entrepreneurs in 2022 alone | He is also Director of Sales for a high-tech scaleup in the AI Industry | In 2012, Gennaro earned an International MBA with emphasis on Corporate Finance and Business Strategy.
