The Dynamic Introvert

The Dynamic Introvert

Are You Questioning the Status Quo

By Lesley TaylorPosted on Posted in Introverts, LeadershipTagged , , , , , , , , ,

Are You Questioning the Status Quo? Perhaps one of the most crucial—and most difficult—aspects of being a leader is the need to continually question the status quo. Most of us don’t like constant change but we risk losing out on opportunities to grow if we refuse to consider alternatives. A few years ago a friend and fellow introvert told me he thought that questioning the status quo was difficult for introverts. Of course he was speaking from his own experience but I too have found myself afraid to speak up when the stakes were high. Looking back I realize that this was situational and that it was most difficult to for me to speak up when I was in in a management meeting and I was competing with other managers. Perhaps my voice was too quiet or I hadn’t yet “found my voice” or my confidence. Perhaps I didn’t feel safe in speaking up against decisions that were being made by people in more senior leadership positions. A recent review of an online thesaurus provided the following synonyms for challenging the status quo: cause trouble, complain, protest, disagree, make waves, etc. If these are the words that are reserved for people who do speak up then it’s no wonder that many of us prefer to keep quiet. Of course there were other situations when it was easier for me to challenge the process—when I was urging my own team to reach higher goals or develop new programs or services or when I was challenging myself to learn something new. I first came across the concept of challenging the status quo or process in The Leadership Challenge written by James Kouzes and Barry Posner. In their book the authors focus on two main areas: searching for opportunities and experimenting and taking risks. It can be risky to speak up but if you are fortunate to work in an organization that recognizes and rewards you for challenging the process your job will be that much easier. Change can evoke feelings of fear or powerlessness. But it is also a fact of life and leaders are in the business of helping people and organizations change successfully. What can we do to prepare ourselves and the people who work in our organizations? Start by preparing yourself. Answer the following questions and then discuss your answers with your boss or with a coach or colleague. STOP & REFLECT Why is challenging the process difficult? Is it more difficult for introverts than for extroverts? When have I challenged the process? Was I successful? What did I learn about myself? In what situations would I find it easy to challenge the process? In what situations would I find it difficult to challenge the process? How can I make it both safe and rewarding for others to speak up and suggest improvements or changes?   Challenging the status quo is one of the most powerful skills that we can learn. I’d like to leave you with a quote from Lolly Daskal who reminds us: “Don’t challenge for challenge’s sake; learn from the experience.”   The Dynamic Introvert!

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The Power Of Giving

By Lesley TaylorPosted on Posted in IntrovertsTagged , , , , , , , , , ,

The Power of Giving 1.  There is more to giving than the exchange of gifts! Greetings! For most of us it is traditional to give gifts to family and friends during the holiday season. But how many of us extend our giving to those outside this close circle? Recently I came across the book The Power of Serving Others, by Gary Morsch and Dean Nelson. Gary Morsch is a physician and the founder of the Heart to Heart Organization which provides relief to people around the globe. Dean Nelson is a journalist. Gary and Dean’s message is: You can start where you are! 1.  Everyone has something to give. 2.  Most people are willing to give it if they see the need and the opportunity. 3.  Everyone can do something for someone right now. There are MANY benefits for those of us who serve others. For instance, giving to others, in whatever way we can, gives our lives meaning.    Scientists have been busy studying the effects of giving on human health & behavior. In fact scientists are now discovering that “serving others is part of our genetic code”.  In March an article in Science reported that “people who spend more of their income on others are happier than people who spend more on themselves”. There are numerous ways you can give to others: volunteering and donating to charity are two of the most common, but there are other opportunities to make a difference. Kiva is a microfinance organization that is making it possible for us to transform the lives of people by giving them “micro loans”. In fact you can support someone by lending them as little as $25.00. This is possible because Kiva helps us to connect with others who are also interested in “micro lending”. Kiva’s mission is to connect people through lending for the sake of alleviating poverty. This organization makes it possible for us to lend small amounts of money to entrepreneurs around the world. You won’t get a financial return on your money but your original investment will be returned and you will have made a huge difference in someone’s life. There is very little risk involved as the majority of loan recipients repay their loans. You can find out more by checking out Kiva’s website below. Finally, if you still need a reason to do something for others this holiday season, another research study has found, “that people who focused on themselves were more likely to have coronary heart disease, than people who focused on others.” Remember, you can do something right now!  As you make plans to celebrate the upcoming holiday season think about one small thing you can do to help someone else. Gumboot Rules These wonderful rules for life come from the Gumboot Garden Café in Roberts Creek B.C.: ·       The best things in life aren’t things ·       Never judge a day by the weather ·       Tell the truth—there’s less to remember ·       Speak softly and wear a loud shirt ·       Goals are deceptive—the unaimed arrow never misses ·       Age is relative—when you are over the hill you pick up speed ·       There are two ways to be rich, make more or desire less ·       Beauty is internal—looks mean nothing…and for those of us living on the wet, west coast…NO RAIN…NO RAINBOWS This month’s favorite websites: www.kiva.org This organization provides micro loans to people around the world who live in poverty. These people are entrepreneurs who need small loans to become self-reliant. I have been supporting KIVA for years. If you are travelling on the Sunshine Coast you really must stop in Roberts Creek and experience The Gumboot Café! This post was originally written for my coaching website and appeared as e-Newsletter #9, November/December, 2008 Lesley at www.thedynamicintrovert.com

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How Do Introverts Manage Change?

By Lesley TaylorPosted on Posted in IntrovertsTagged , , , , , , ,

How Do Introverts Manage Change? “What’s preventing you from making change?” was the title of a recent article in the Kelowna Daily Courier. The author, Linda Edgecombe, identified 3 reasons why people don’t succeed at making the changes they want:  Fear Time “I have to think. I need to plan before I make any changes!” Number 3 was the one I identified with most. How about you? If so, perhaps you are an introvert too? Personal change can be difficult but what about organizational change?  Maybe you’ve been told that the plant that you work in is being closed or the company you work for is going out of business. Or perhaps your experience is more like that of a group of scientists in the UK who are all being centralized onto one large research campus –a massive move involving a great many changes both personal and organizational. How do introverts fare with organizational change? In my experience we are likely the ones digging in our heels. Asking endless questions and over analyzing everything. But, organizations would do well to listen to us because we often make better decisions because we “think things through”.  Here’s what author Susan Cain has to say, “Introverts think before they start, digest information thoroughly, stay on task longer, give up less easily, and work more accurately.” The downside for introverts is that we are not likely to embrace change and we certainly aren’t as spontaneous as extroverts tend to be. And at some point we need to let go, get out of our heads and move forward. Here are some suggestions from change guru, William Bridges: Lots of us can feel isolated during changes at work. This can be a challenge for introverts who may not socialize with colleagues at the best of times.  Depending on your comfort level you may need to push yourself to connect with others both inside and outside of work. If you are in a leadership position you will need to communicate frequently and provide updates before, during and after the changes have occurred. As an introvert you may need to push yourself to interact with people who are relying on you for information. When I worked in health care during a time of hospital closures and non-stop organizational change we used “transition teams” to coordinate the work. These teams included representatives from the departments that were being affected plus a number of support staff. If you are planning a change in your organization and considering utilizing a transition team, I recommend that you look for a balance of  personality types to ensure that the best decisions were being made and the organization can move forward when the time is right. Better yet, if you are planning a change in your organization make sure to consider the needs of everyone and consider how each personality type can play a part in making the change a success!   The Dynamic Introvert

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10 Reasons to Read The Dynamic Introvert: Leading Quietly with Passion and Purpose

By Lesley TaylorPosted on Posted in IntrovertsTagged , , , , , ,

10 Reasons to Read The Dynamic Introvert: Leading Quietly with Passion and Purpose  According to personality psychologist and author Dr. Brian Little “It’s cool to be an introvert these days”.  And, as I’ve been discovering, the topic of introverts is “priming the pump” for a lot of interesting conversations. In fact, I had one of these conversations this past weekend with Corinne* a colleague who is enrolled in a leadership degree program at a university in British Columbia.  As we talked Corinne informed me that the first time she thought much about her personality was in the residency portion of her leadership program. It seems that one of the most transformative experiences was when her cohort completed the Myers Briggs Type Indicator (MBTI) and then debriefed it with their instructor.  Corinne is an extrovert and had never spent much time thinking about the challenges faced by introverts until she observed how they struggled with exhaustion during the 12 hour days that are typical of the two-week residency period. She confessed that “she had just assumed that everyone was like me, that we all process our thoughts in the same way”. She also recognized that her introverted colleagues were struggling to find a way to contribute to conversations in the group.  But Corinne did something that I think is totally brilliant; she changed her behavior to accommodate the introverts in the group. Recognizing that she needed to talk out loud in order to express her ideas she took to writing her ideas down thereby providing some much needed “air time” for the introverts in the group.  What Corinne observed is not unusual. Introverts often find that they are invisible at work or that they are overlooked for promotions or leadership opportunities. Unfortunately not everyone is as aware as Corinne. It may be cool to be an introvert but in most organizations there is still a need for awareness and education about the challenges that introverts face and the strengths that they bring to the workplace.  The Dynamic Introvert is a unique leadership book that… 1. focuses on the strengths of introverts as leaders 2. provides evidence as to why introverts are effective leaders 3. encourages readers to create a Personal Leadership Development Plan or PLDP 4. offers a unique blend of research and practical ideas 5. provides information about how introverts can manage their energy 6. gives the reader self-coaching questions for each section of the book 7. debunks the myth that extroverts make better leaders than introverts 8. offers practical tips for self-promotion 9. challenges readers to think about introverts in a different way 10. advances the introvert conversation  The Dynamic Introvert is available at the following locations:  Village Books in Richmond, B.C. Odin Books in Vancouver Black Bond Book, various locations AND online!  *Corrine’s name was changed to protect her privacy.  

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What is a Dynamic Introvert?

By Lesley TaylorPosted on Posted in IntrovertsTagged , , ,

What is a Dynamic Introvert? “What is a dynamic introvert?” “What does the title of your book mean?” I was taken by surprise by Colleen’s questions. I thought about them for a moment and then I mumbled something unintelligible. As the author of The Dynamic Introvert and an introvert myself I should have had the answers on the tip of my tongue. Colleen’s questions were “spot on” and my subconscious must have been on overdrive because shortly after I got back home, it hit me: the title* of my book The Dynamic Introvert is a “play on words”. Perhaps not in the truest sense: according to Wikipedia a “play on words” is “a literary technique, a form of wit, in which the words that are used become the main focus of the book.” I certainly didn’t intend for The Dynamic Introvert to be a comedy. My aim was to grab reader’s attention, encouraging them to think about what it means to be an introvert and how our understanding of introverts needs to change. I believe that introverts have been misunderstood for too long and that there is nothing funny about being an introvert when you feel overlooked and undervalued. If I have learned one thing while researching and writing The Dynamic Introvert it is that we are all very different and none of us can be “pigeon holed”. Of course there are introverts who are quiet and reserved. These introverts may prefer their own company to the company of others. But most of the introverts I’ve met along the way defy the way introverts are portrayed. So, back to Colleen’s first question what is a dynamic introvert? One of the most brilliant descriptions of a dynamic introvert comes from Judy Curson, a physician and educator in the UK who wrote “I think many of us are dynamic. We just make less fuss and noise about being dynamic than some extraverts. Our energy and enthusiasm is often hidden from the external world.” Many of us are dynamic in the way that Judy describes. We can be social and dynamic in the same way that extroverts can be dynamic. Words such as gregarious, outgoing, fun, interesting, and energetic could be used in place of dynamic here. These are words that I would use to describe the many dynamic introverts who I know and who could easily be mistaken for extroverts. The difference is that these dynamic introverts need “down time” or time to recharge their batteries. This spring Barry and I spent six days at Yellow Point Lodge on Vancouver Island. Yellow Point Lodge was built in the 1940s and hasn’t changed much over the years, or so I’m told. Guests stay in a variety of rustic cabins. Each cabin is strategically placed so that it faces a body of water called The Stuart Channel. There is also accommodation on the second floor of the main lodge. The main floor of the lodge consists of a large communal dining room, kitchen, offices and a great room which has windows on two sides and a massive stone fireplace on the third. This is where people congregate before and after meals and at any time during the day when they are not outdoors enjoying the spectacular scenery. Meals in the dining room take place around large circular tables that seat 9 or 10 people. At each seating we have the opportunity to meet new people and interact with people we have gotten to know over the years. On the surface it appears that the majority of guests are extroverts, due to their outgoing, friendly behavior. But I now know, having vacationed at Yellow Point Lodge for a number of years that things are not what they seem and in fact many of my fellow guests are in fact dynamic introverts.  What is not so obvious, unless one looks for it, is that these introverted guests often disappear throughout the day to recharge their batteries. They quietly leave the group and return to their rooms or go for solitary walks in the woods. Back to Colleen’s questions: What is a Dynamic Introvert? What does the title of the book mean?   What do you think? Is it a play on words or can introverts be dynamic?   * I owe a great deal of gratitude to my editor and friend Margaret Davidson who came up with the title The Dynamic Introvert.    

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The Changing Face of Diversity Leadership – Why Introverts Need Apply!

By Lesley TaylorPosted on Posted in IntrovertsTagged , , , , , , , , ,

The Changing Face of Diversity Leadership – Why Introverts Need Apply! I’m always on the lookout for new ideas to share with my readers. Recently I participated in a webinar sponsored by Blessing White and Catalyst. Blessing White is a global, employee engagement and leadership development consulting firm while Catalyst is a leading non-profit organization dedicated to creating more inclusive workplaces. These two organizations are known for their global research and their progressive leadership programs and recently they teamed up to provide a new series entitled Leading with Inclusion. Inclusion, which they described as “belongingness and uniqueness” is valued by both men and women around the world. Their findings suggest that workers want to be valued for their contributions, their talents and their experiences. But too much focus on uniqueness can lead to alienation. This might happen if your organization created a leadership development program that focused exclusively on one group. Too much focus on belongingness can lead to workers feeling part of the organization only if they conform to expected behaviors…such as introverts feeling they must act like extroverts in order to succeed. The focus of the webinar was on managing diversity in order to turn it into a competitive advantage. And although a part of me wants to see organizations pay attention to diversity because it is the RIGHT thing to do I realize that in most cases organizations won’t spend money on something that doesn’t have a positive impact on the “bottom line”. The way we approach diversity in North America has shifted over the last 30 years from equal rights legislation to affirmative action to diversity management. But, according to the experts at Blessing White and Catalyst, diversity management is not just about “appreciating differences”. If diversity management is to succeed it must deal with unconscious bias. Most of us are not even aware of the biases that affect our daily decisions. During the webinar we were asked to think about the people that report to us and to write down the names of 2 or 3 people. We were then asked to keep those people in mind as we answered the following questions: Who are you most likely to advocate for? Who are you most likely to engage with socially? Whose past experiences are you most familiar with? Who do you have the most conversations with about career goals, aspirations and development needs? And do these people have similar backgrounds, looks, education, personalities etc.? As human beings we tend to gravitate toward people who are most like us…people we feel most comfortable with. We were also asked to reflect on the people who did not make our list and what happens to those people? Being an inclusive leader is not easy and requires self-awareness and the ability to say yes to the following questions: Do you enable all direct reports to develop and excel? Do you admit mistakes, accept and learn from different points of view? Do you provide personalized feedback to help each member of your team develop his or her talents? Do you seek opportunities to mentor or advise employees from a different background than your own? Of course you don’t need to be in a formal leadership position in order to ask yourself the above questions. Diversity is not a new challenge for employers and a lot has changed in the 30 + years since diversity appeared on the human resources radar but there are still issues that organizations need to pay attention to. The most recent challenge for organizations and the one that Blessing White and Catalyst are trying to find answers to is that talented employees continue to leave organizations in droves because they don’t see a “fit” and they don’t feel supported.        

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