80.20 Humans: The Mathematical Equation to Overcoming Impostor Syndrome

This simple math could revolutionise leadership and liberate women from the shackles of Impostor Syndrome.

Authentic leadership is trending. Thought leaders like Simon Sinek emphasize knowing your “Why,” but let’s be honest—how many leaders are living their “why” and owning the angrier moments of “why wasn’t this done?”

The 80.20 Human model challenges the toxic pursuit of perfection, offering a more grounded, human approach to leadership. Here’s why CEOs should embrace this mindset to foster authenticity, empower female leaders, and redefine success:

1. Perfection is Overrated—and Unproductive
   Imagine a leadership culture where we acknowledge that being 100% perfect isn’t just unrealistic—it’s counterproductive. The 80.20 model reframes mistakes as opportunities for connection and trust. When leaders admit missteps, they create space for innovation and authentic collaboration.

   It’s about mindset. Leaders who view change as a catalyst rather than a threat are the ones shaping the future. We need #UnApologetic women who stop saying ¨Sorry, I don’t know how to do that¨ and say ¨Here’s what I can do for you.¨

2. Failure Fridays: Normalizing Growth
   Picture this: every Friday, instead of casual attire, teams sit together to share their weekly slip-ups. No hiding, no shame—just a refreshing dose of honesty. Leaders could even collect and celebrate the “best error of the week.”

   We could easily normalise being normal. It is not about ignoring mistakes, it’s about realistic expectations. By establishing a culture of transparency, teams trust faster, communicate faster, and innovate smarter. And yes, it’s liberating. We all are that ´one´ – the one with the bad idea, who drank too much at the Christmas party- that one. If we can laugh at our 20%, everyone feels more liberated to offer ideas and then- your team can fail-fast- Silicon Valley style of innovation.

3. Authenticity is the New Botox
   Imperfection isn’t a flaw—it’s relatable. Leaders who drop the mask of perfection connect emotionally with their teams, creating healthier, more engaged workplaces.

   For women, this shift is game-changing. It moves the focus from perceived shortcomings to genuine strengths, empowering them to step into their leadership potential without the shadow of impostor syndrome. It allows women to stop apologising for not knowing everything and now having ever talent required for a successful project. Delegation is the new Botox.

4. Rebranding Weakness as “The 20%”
   Since the dawn of time, humanity has complained about its weaknesses (or, let’s be honest, had their wives do it for them). But what if we stopped calling them “weaknesses” and simply embraced them as the 20%?

   Acknowledging that leaders are human—good, bad and the 20% annoying part creates a culture where realness lives. Imagine a space where leaders openly apologise, rework failed strategies, and share what they’ve learned. Organisations like Fuckup Nights- who have events in 300 cities, celebrate these moments, reframing mistakes as stepping stones to growth; their t-shirts say ¨Be Vulnerable.¨

5. Leaning Into the 80%
   The reality? 80% of the time, we show up, work hard, and make the boss look great. The other 20%? We’re late, forgetful, and sometimes bring fishy lunches to the office. It’s human nature, and that’s okay.

   What if companies celebrated the 80% and acknowledged the inevitable 20%? Buddhist philosophy speaks of yin and yang, and while corporate culture isn’t ready for Zen quotes on every wall, embracing this duality could liberate women from the paralysing effects of impostor syndrome.

6. A Culture of Empathy and Collaboration
   Imagine working in a place where leaders and teams recognise the humanness of their human resources. Instead of striving for unrealistic standards, leaders could focus on what they do well—and ask for help with the rest.

   When teams complement each other’s strengths and celebrate their mistakes, they build resilience and innovation. It’s about valuing the collective 80% and using the 20% as a learning opportunity.

Leading the Future: 80.20 Leadership 

The 80.20 Human model isn’t just a mindset—it’s a movement. Having travelled to 60 countries, worked and living in 5 continents and learned 5 languages, I have realised that humans are the same everywhere. By embracing imperfection and modelling empathy, we can help leaders empower women, and dismantle the barriers holding them back because of unrealistic narratives that are last century. Jessica is also from last century but her 300 person workshops focus on 80.20 human and the Idiot Mindset; she lives in Spain and is writing her first book ¨Barbie’s search for Meaning¨

Remember, it’s not about being the perfect image of flawless office Barbie; it’s about being real, realistic, and being proud that they call you Chubby Barbie. But- that’s another story for another time.

Written by Jessica Brightfield.
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