Smart Minds, Silent Doubt

A short, sharp reflective tool for lawyers who want next year to feel less…chaotic.

For those of you who know us at Fell, you know our views on Imposter Syndrome. The all-too-common self-doubt with the all-too-common negative spin.

The reframe - Confident Humility. Not a fake or a fraud. Just confident enough to know what you know and humble enough to know you have more to learn.

This isn’t gender specific and it isn’t a diagnosis. It’s not about labelling yourself or reinforcing a story that keeps you small. It’s about awareness. Patterns. Perspective.

High performers often experience doubt not because they lack competence, but because they care about standards. Growth. Impact.

The question isn’t, “Do I have imposter syndrome?”
The better question is, “How is my relationship with doubt shaping the way I show up?”

This assessment is designed to help you notice the gap between your capability and your self-perception. To understand whether doubt is sharpening you or silently shrinking you.

No judgement. No drama. Just data.

Because when you shift from self-doubt to confident humility, you stop trying to prove yourself and start trusting yourself. And you deserve that!

There are no right or wrong answers.

Be honest.

This is for your insight, not your performance review.

Grab that notebook and pen and let’s get started.

For each statement, rate how often you experience it:

1 = Never

2 = Rarely

3 = Sometimes

4 = Often

5 = Always

A. Inside the Mind

  1. I fear that others will eventually realise I’m not as capable as they think.

  2. I often feel like a fraud even when evidence shows I’m competent.

  3. When praised, I tend to believe it’s because of luck or timing.

  4. I worry I won’t live up to expectations in the future.

  5. I compare myself unfavourably to others who seem more skilled.

B. Beliefs & Stories

  1. I doubt whether I truly earned my role or success.

  2. I believe I’m not as talented as others think I am.

  3. I feel like I’m “winging it,” even if I’m prepared.

  4. I find it hard to internalise positive feedback.

  5. I assume others are naturally more capable than I am.

C. Behavioural Patterns

  1. I over prepare to avoid making mistakes.

  2. I avoid opportunities that push me outside my comfort zone.

  3. I struggle to speak up or assert myself unless I’m sure.

  4. I take on more work to prove my worth.

  5. I hesitate to accept leadership or visibility opportunities because I feel unqualified.

D. Emotional & Well-Being Impact

  1. I feel unusually anxious before meetings, presentations or negotiations.

  2. I replay conversations, worrying how I sounded or whether I appeared competent.

  3. I feel relief rather than pride when something goes well.

  4. I criticise myself more than I pro-actively celebrate achievements.

  5. I sometimes avoid seeking feedback because I fear what I’ll hear.

Result & Interpretation Guide

High scores don’t mean a deficit. They indicate patterns worth noticing and shifting.

  • Occasional doubts that don’t significantly hold you back.

    You experience moments of doubt, usually in new, visible, or high-pressure situations.

    What this suggests:

    • Your confidence is generally stable

    • Self-doubt is situational, not habitual

    • You are likely stretching yourself appropriately

    Watch for:

    Letting isolated moments of doubt undermine otherwise solid performance.

    2026 Focus:

    Use discomfort as a signal of growth rather than a warning sign.

  • Awareness is a strength; patterns may be limiting you.

    Imposter thoughts are influencing how you think, behave, and show up — often without you fully realising it.

    What this suggests:

    • You are competent, but not consistently confident

    • You may overwork, overprepare, or self-censor

    • External validation carries more weight than internal trust

    Common signs at this level:

    • Discounting praise

    • Saying yes too often

    • Hesitating to step fully into authority

    2026 Focus:

    Shift from proving to owning your capability.

  • Persistent inner critic influencing behaviour and confidence.

    This critic is likely shaping your professional identity and energy levels.

    What this suggests:

    • You are operating under constant internal pressure

    • Success brings relief, not satisfaction

    • Your capability is not being fully experienced or enjoyed

    Important reframe:

    A high score does not mean low competence.

    It usually reflects high standards, intelligence, and sustained responsibility.

    2026 Focus:

    Develop emotional self-trust and reduce the cost of self-doubt.

Pattern Spotting (The Lawyer Bit)

Rather than focus on the total score, look at where your highest scores sit.

If Section A is highest (Inside the Mind):

Your challenge is internal narrative and self-talk.

👉 Focus on separating facts from assumptions. Ask, is this real? What do I need to prove it?

If Section B is highest (Beliefs & Stories):

You intellectually know you’re capable but emotionally don’t buy it.

👉 Focus on internalising evidence, not just collecting it. Take a sneaky peek back through your achievements to date - impressive isn’t it!?

If Section C is highest (Behaviour):

Imposter syndrome is showing up in how you work.

👉 Focus on boundaries, delegation, and visibility. Don’t panic - we’ve got you covered!

If Section D is highest (Emotional Impact):

Self-doubt is draining energy and attention.

👉 Focus on emotional regulation, not more competence. Build up your self-awareness and EQ skills.

Evidence Check (Non-Negotiable)

Grab that notebook and pen yet again!

1. List 3 recent professional successes.

For each, note:

  • What you did

  • The skill involved

  • The judgment call you made

This is not arrogance. It’s accurate record-keeping. And no-one other than you needs to see this.

2. Complete the sentence:

“If I trusted my judgment 10% more in 2026, I would…”

Small shifts compound quickly.

3. Honest reflection.

Trigger Patterns

  • When do ‘imposter’ thoughts show up most (presentations, promotions, praise)?

  • What internal narrative runs when that happens?

Behavioural Ripple

  • What behaviours do these thoughts lead to (overwork, avoidance, people-pleasing, anxiety)?

  • What small action do you avoid because of these thoughts?

Evidence Inventory

  • List recent achievements (and the skills you used) to accomplish them.

  • Notice where you attribute success to external factors vs. skill.

4. Final Thought

Confidence isn’t the absence of doubt. It’s the ability to act without needing constant reassurance.

Which brings us to my favourite question -

If someone recommended you tomorrow, what would they say you’re known for?