Browse through listings on any job board site and you are bound to find
a number of postings that include “outgoing” as one of the desired qualities. Some even include it in the job title, as in
the following listing from a major staffing firm: JOB TITLE: Outgoing Accounting Clerk For A Growing Retailer.
Other examples include such phrases as:
“outgoing and customer-focused,” “outgoing and career-oriented,” “outgoing and
energetic,” “outgoing, passionate and quick-thinking,” It’s no wonder that
those who wouldn’t describe themselves as “outgoing,” might feel a bit put off.
In a culture where speaking up, thinking
on your feet and projecting social energy are highly valued, those who prefer a
more introspective way of approaching the world, introverts, often feel less valued.
And yet, as Susan Cain points out in her book, Quiet: The Power of Introverts in a World That Can’t Stop Talking, without
introverts we would not have the theory of gravity, the theory of relativity,
Peter Pan, The Cat in the Hat, Charlie Brown, Google, Harry Potter and a
variety of other innovations we’ve come to know and love.
The concept of introversion vs.
extraversion is credited to Carl Jung, who defined introversion as
characterized by an inward orientation
and extraversion as characterized by an external
orientation. Unfortunately, this has been translated over the years into
common stereotypes that label introverts as quiet, shy and anti-social and
extraverts as loud, outgoing and gregarious. The distinction, however, is
really more about where an individual derives his or her energy. Introverts
re-energize through self-reflection and solitude. They are not necessarily shy
or anti-social, they just tend to feel drained by too much social interaction.
Extraverts, on the other hand, re-energize through social interactions, and
tend to feel less energetic with too much quiet time.
Introversion and extraversion are not
either/or qualities. We all have elements of both and given the situation we
may prefer to lean more strongly on one than on the other. Let’s make no mistake about it, introversion
qualities bring a great deal of value to a given situation, a relationship, a
team and an organization. Let’s look at
5 qualities that are key strengths of introversion.
Introverts:
Listen
first, talk second. Whereas when
people with strong extraverted qualities talk with others who have strong
extroverted qualities, the discussions are often a rapid volley of ideas and
statements with little time for processing, introverts tend to listen first,
process, then talk. They help prevent those “gems of ideas” from getting lost
in the fray.
Build
deep, lasting relationships. While we
tend to think of extraversion as a key requirement for salespeople, studies
prove otherwise. People with strong introverted qualities have powers of
observation and innate listening skills that help them devise well-formulated
customer solutions, which lead to long-term relationships. These strengths also
contribute to their success on teams and as leaders.
Are
effective leaders of extraverts. A
recent study by Harvard Business School found that on teams displaying mainly
extraverted qualities, an extraverted leader can be a liability if everyone is
contributing ideas and the leader is too busy participating to listen, act upon them, or facilitate the group to make room for everyone
to contribute ideas. An introverted leader, however, is more likely to lead the
team in a manner where everyone has an opportunity to think first, offer their
input and then process the ideas. This can lead to higher quality contribution
where people feel heard and valued for their ideas. The end result of this can lead to cutting
edge innovation.
Influence, quietly. “When individuals with strong introverted
tendencies need to be influencers, they focus on careful thought and depth.
There isn’t much fanfare or much noise. In their quiet, humble way, introverted
influencers make sure that the people they are hoping to impact have the space
to get the message. Yet they are frequently overlooked and underestimated by
organizations and colleagues who buy in to the idea that talking reigns
supreme.” Jennifer Kahnweiler, Ph.D., in
her book, Quiet Influence, The
Introvert’s Guide to Making a Difference.
Bring a different perspective.
Any team is stronger when it includes
members with different talents and skill sets, varied backgrounds and diverse
personalities. Ensuring that your team
comprises a variety of perspectives will improve performance and success. Make sure that adequate space is made for all
individuals to reflect on topics prior to the discussion, and once the
discussion begins, make sure that everyone has the space to offer their
insights and perspective.
As the old adage says, “If both of us think exactly alike, one of us
is unnecessary.”
Lead on,
Rebecca
