Adriana Modersitzki
Many women working in male-dominated industries experience imposter syndrome, that persistent feeling of self-doubt that tells you you’re not qualified enough, not experienced enough—despite all evidence to the contrary.
Even the most accomplished professionals aren’t immune to these thoughts. But for women in industries where they’re often the only female in the room, the pressure to constantly prove yourself can be exhausting. You may find yourself over-preparing for meetings, hesitating to speak up, or waiting until you feel 100% qualified before applying for new opportunities—while your colleagues jump in with what may seem to you, like half the preparation and twice the confidence.
In our previous blog, What’s It Really Like Working in a Male-Dominated Workplace?, we explored the external challenges women face—workplace culture, unconscious bias, and navigating male-dominated teams. But confidence isn’t just about external barriers; it’s also about how we see ourselves.
This article focuses on the internal battles—how imposter syndrome affects women’s confidence and career growth, and how to actively overcome it. If you’ve ever held yourself back from speaking up, doubted your expertise, or hesitated to apply for opportunities you’re more than qualified for, this is for you.
Imposter syndrome doesn’t always announce itself loudly. Sometimes, it’s a quiet voice in the back of your mind, subtly influencing the way you behave at work. If you’ve ever found yourself hesitating in these situations, it may be playing a bigger role in your career than you realise:
What’s missing isn’t more experience or another qualification—it’s the confidence to own your expertise. Many women assume that confidence is something you either have or you don’t. The truth is, confidence isn’t about knowing everything—it’s about trusting your ability to figure things out.
Women often underestimate their skills, even when they have extensive experience and expertise. In contrast, research has shown that men tend to apply for jobs when they meet just 52% of the criteria, while women wait until they meet more. The difference? Confidence, not competence.
You don’t need to wait until someone else validates your abilities. The moment you start showing up and speaking up with conviction, people will start seeing you as a leader—not because they’ve given you permission, but because you’ve decided to own your expertise.
So how do you start?
How you speak directly impacts how others perceive your authority. Women are more likely to soften their language, hedge statements, or use fillers that unintentionally diminish their credibility. The way you deliver your ideas is just as important as the content itself.
Small but powerful shifts to build confidence in how you speak can include:
❌ “Sorry, can I just add something?” → ✅ “I have an important point to share.”
❌ “I just think maybe we should consider…” → ✅ “Based on my experience, I recommend…”
Lower your pitch at the end of sentences. A rising tone at the end can make statements sound like questions, unintentionally signaling uncertainty.
Pro Tip: Watch confident speakers and leaders—pay attention to how they own their space, project their voice, and speak with conviction. Confidence isn’t about volume—it’s about clarity and certainty.
Executive presence isn’t about being the loudest in the room—it’s about the way you carry yourself, communicate, and engage with others. Women often feel pressure to “prove” themselves, but the most influential professionals own their space from the start.
How to Build Executive Presence in a Male-Dominated Workplace:
· Master your body language. A firm handshake, good posture, and direct eye contact immediately signal confidence.
· Speak with conviction. If you know something to be true, state it with certainty—don’t frame it as a question.
· Stay composed under pressure. The person who remains calm in high-stakes situations becomes the leader others trust.
🎧 Podcast Recommendation: Speak Up: Develop Your Executive Presence & Leadership
📖 Book Recommendation: All the Leader You Can Be: The Science of Achieving Extraordinary Executive Presence by Suzanne Bates
Many women struggle to advocate for themselves—not because they lack achievements, but because they don’t actively track their impact. When it’s time to negotiate a raise, apply for a promotion, or update your resume, having measurable results at your fingertips eliminates hesitation and gives you data-driven confidence.
We recommend that you set up a simple brag book (spreadsheet or document) and track:
· Key projects & measurable outcomes (e.g., revenue growth, cost savings, efficiency improvements).
· Positive feedback & performance reviews.
· Challenges you overcame—especially those that led to successful turnarounds.
· Opportunities you pursued (leadership responsibilities, speaking engagements, training initiatives).
Pro Tip: Set a monthly or quarterly calendar reminder to update your brag book.
Many women hesitate to apply for jobs or promotions unless they meet 100% of the listed qualifications, while research shows that men apply when they meet only 60%. This isn’t about competence—it’s about confidence.
We recommend:
· Within reason, apply before you feel “fully ready” for that next step.
· Stop self-rejecting. Don’t assume you won’t get the role—let the employer make that call.
· Reframe your mindset. Instead of asking, “Am I qualified?” ask, “Can I learn and adapt quickly?”
The right support system can accelerate your career growth. Many women assume that male allies are their best bet in male-dominated industries, but women supporting women is equally powerful.
A female mentor or sponsor can help you navigate challenges, build confidence, and open doors to new opportunities. If you don’t already have one, it’s worth seeking out professional networks that connect women in your field.
For more on this, check out our previous article on the power of mentoring for female leaders.
Imposter syndrome isn’t a sign that you don’t belong—it’s a sign that you’re stepping outside your comfort zone. And that’s where real career growth happens.
At The Elite Collective, we regularly help women navigate career advancement in male-dominated industries, including Defence, law enforcement, emergency services, and other high-pressure fields. We know what it takes to position yourself for leadership, transition into new roles, and articulate your value with confidence.
Whether you’re looking to step into leadership, transition out of the military or police, break into a new industry, or gain confidence in your job applications, we can provide the tools and guidance to help you advance with clarity and confidence.
You can find our FAQ here, our fee structure here, and our contact form here.
Let’s build your path forward.
We respectfully acknowledge the traditional custodians of the land upon which we live and work, the Ngunnawal people.
We acknowledge and respect their continuing culture and the contribution they make to the life of this city and this region, and extend that same respect to all Aboriginal and Torres Strait Islander people.
