Introverts in an extroverted world
“There’s zero correlation between being the best talker and having the best ideas”[1]
For much of the leadership development programme Pete (not his real name) had quietly listened and occasionally attempted to find a small space to contribute amongst the clamour of extrovert voices. It was a struggle given the speed of conversation in the room, but the facilitators tried hard to notice and to give space for Pete to express himself. Then the magic happened. In the midst of a heated group discussion on an organisational challenge, Pete took the stage as it were, and delivered a well thought-through, brilliantly crafted, passionate, on-the-nail analysis of the situation. It felt like he had just stood up to deliver a political manifesto which resulted in applause and stunned, admiring looks from his now silent listeners.
Pete is a strong introvert[2], easily overlooked as having nothing to say in a crowd of talkative extroverts, yet when he speaks it is pure gold. I wonder how often he feels heard, how often he gets the opportunity to communicate his depth and quality of thought, how often people specifically ask him for his opinion if it is not readily offered there and then?
As leaders it is important that we lead people according to who they are, so that we enable them to bring their best. Susan Cain, author of “Quiet: The Power of Introverts in a World that Can’t Stop Talking”, argues that “our most important institutions, our schools and our workplaces, are designed mostly for extroverts and extroverts’ need for lots of stimulation.”[3] Consider our vast numbers of open plan offices, impromptu meetings where people have to think and communicate on their feet, and the expectation to be social and chatty to name a few.
How can we provide our introverted colleagues, like Pete, with the best opportunities to shine? Can we re-consider our office arrangements, meeting culture, communication patterns, timing and pace to allow for greater reflection and consideration? Can we ask them how we can support them to bring their best contributions?
Perhaps you are an introverted leader yourself who feels the pressure to operate in an extroverted way. How can you lead in a way which is more in line with your authentic self and which allows others to benefit from your strengths?
[1] Quiet: The Power of Introverts in a World that Can’t Stop Talking, by Susan Cain
[2] Introversion and Extroversion are terms related to human personality theory introduced by psychologist Carl Jung. The popular understanding of introversion and extroversion, most notably through the Myers-Briggs Type Indicator, relates to where people prefer to derive their energy. Introverts feel energised by reflecting on concepts and ideas in their inner world. Extroverts feel energised by interacting with the external work of people and things.
[3] The Power of Introverts, Susan Cain, Ted Talk (https://www.youtube.com/watch?v=c0KYU2j0TM4)