Leadership - The Dynamic Introvert

Introverts are Valued But Still Not Seen as Leaders

By Lesley TaylorPosted on July 2, 2021Posted in Introverts, LeadershipTagged C-Suite, Dr. Karl Moore, Extroverts, Introverts, Leadership, Toastmasters International

Do Extroverts Make Better Leaders? In 2015 when I wrote The Dynamic Introvert: Leading Quietly with Passion and Purpose the ideal leader was someone with an extroverted personality. Of course we (I’m a card carrying introvert myself) failed to measure up, especially in the workplace. At that time, and for decades before, introverts were overlooked for leadership positions in favor of their more outgoing extroverted colleagues. Introverts Are Valued Now More Than In The Past When I saw that Dr. Karl Moore, assistant professor at McGill University was giving a talk to UBC business students about introverts, extroverts and ambiverts I wanted to see what, if anything, had changed. I wanted to hear what Moore had to say. Had he discovered anything new since 2015 when I had published my book? Are Introverts Finally Getting the Recognition and Respect that they Deserve? Dr. Moore stated that “We value introverts more now than in the past.” So far so good. But then he said “You have to be extroverted or act extroverted to get into the C-Suite.” The C-Suite is code for senior leadership: Chief Executive Officers, Presidents, Directors, Vice Presidents etc. Here’s an example from a Wall Street Journal article that I quoted in my book: Nearly two-thirds of the 1, 542 senior leaders surveyed in 2006 saw introversion as an impediment to reaching higher (C-Suite) management levels. Extroverts, it would seem by virtue of their outgoing personalities were more intelligent and therefore chosen for leadership roles more often than introverts. Ok, so nothing much has changed. Or has it? Getting To The C-Suite Moore spoke to the need for introverts to change their behavior, in other words to act more extroverted. But he also stated that extroverts need to behave like their introverted colleagues. In other words listen more than they talk, share the limelight with others, and be humble! “Acting like and E or an I when you’re not is exhausting.” Moore told the audience. Of course, introverts discovered this years ago. I learned to take breaks in order to recover my depleted energy, especially after teaching a class or facilitating a meeting. After teaching a leadership class all day I would go home EXHAUSTED! This may sound strange to you but after re-reading my notes I thought to myself, “Why are we all trying to be something we are not?” “Why all the acting out of character if it is so exhausting? “ Throughout my career I struggled to be more extroverted. I found it extremely difficult to speak up in meetings which were dominated by extroverts, each speaker louder than the next. My answer was to join Toastmasters where I learned to speak confidently in front of groups. This was a good thing. Initially it was exhausting and it took me years of practice before I was comfortable speaking in a group. We all need to communicate if we are going to have healthy relationships and we all need to be able to speak up and share our ideas, especially at work. Don’t Be Afraid to Speak Up! Thankfully, the time spent at Toastmasters working on my communication skills paid off but don’t worry I have not become an extrovert. I developed my own unique style of communication. I still pause more than some of my more extroverted colleagues but I feel confident when speaking in front of a crowd and I like the fact that I can contribute my ideas in breakout rooms during ZOOM meetings. If you are an introvert you may disagree with my suggestion that you learn to speak up and speak out. I I agree that we should be accepted for who we are without having to become extroverts in order to fit into society’s expectations of the ideal leader. But now extroverts are also being told that they need to change their personalities to act more introverted. Moore found in his research that introverts are valued more now than in the past but is it enough?

Step Up And Lead With Passion and Purpose – Lessons from the Streets of Vancouver

By Lesley TaylorPosted on March 26, 2018Posted in Introverts, LeadershipTagged Confidence, Dr. Roet, Introverts, Jessica Hannon, Leadership, Magaphone Magazine, Street Paper Network, The Dynamic Introvert

Step Up and Lead with Passion and Purpose – Lessons from the Streets of Vancouver In my last post I focused on confidence and I have to agree with Dr. Roet that our confidence increases the more we challenge ourselves and we succeed. Today I want to share a story about a woman whose organization is all about helping people build confidence by challenging themselves and succeeding each and every day they go to work. There are many successful introverts who prefer to stay out of the limelight but for most of us challenging ourselves even a little bit can help us learn new things and increase our confidence so we can become outstanding leaders. Here’s an example, I recently read about the experience of Jessica Hannon, executive director of Megaphone Magazine, and self-described introvert. For those of you not familiar with Megaphone it is part of a world-wide street paper network that is helping homeless and marginalized people to change their lives. In fact, there are currently 9000 vendors in 34 countries around the globe. In the February, 2018 issue of Megaphone Jessica shared her story with the magazine’s readers: When I was first hired at Megaphone five years ago, I gave selling magazines on the street a try. Honestly, it was terrifying. I’m an introvert as it is, and there’s a real sense of vulnerability when you’re out there on the street. But then, soon enough, it wasn’t so bad. That experience reminds me how much I admire our vendors, who push through the discomfort to put themselves out there. And the first time I did it, it was really intimidating, just like the first few times I had to speak in front of a crowd. I used to be very afraid of public speaking, of approaching people in public, and of making requests of people – for fundraising, for instance. I still feel it sometimes, but it has lost most of its power over me just through repetition. It was scary the first time I spoke in front of a room of people, but I did it because I cared about what I was doing very much, and each time I did it after that, it got a little more familiar and a little less scary. Many years ago I was introduced to Megaphone by Bob, one of the vendors in Vancouver, and ever since then I have been impressed by how the Megaphone organization has grown and developed. So when I read Jessica’s story in February I wanted to learn more about how this fearless introvert had found the courage to leave her comfort zone and step into a situation that felt strange and uncomfortable. I think what made it possible for me to step out of my comfort zone in that moment was: My love for Megaphone was greater than my fear of discomfort. Because it is an organization and a cause I care very deeply about, and it was important for me to understand the vendor experience, I gritted my teeth and moved through the discomfort. Being passionate about what you are doing goes a long way to making it possible for you to push yourself out of your comfort zone. Here are a few additional ideas to help you succeed: Get comfortable with challenging yourself. Push yourself a little bit at a time. Stop and reflect on what you are learning through your experiences. Learn to deal with low levels of anxiety and stress Build in some down time to recharge your energy levels. And please check out what Jessica and her team are doing and find ways to support the work of this amazing organization. Lesley

Leading with Meaning and Purpose

By Lesley TaylorPosted on January 28, 2017Posted in Introverts, LeadershipTagged inroverts, leadership development, Meaning, mental health, Michael Arloski, personal energy, Purpose, U of Minnesota, wellbeing

What does it mean to lead with meaning and purpose? How will knowing your purpose make you a better leader? How can you tap into your purpose? What exactly is purpose? Purpose, is the reason we exist! As humans we want to know what our lives are about and that our existence matters. If you are curious about how meaningful your life is you can check out the Meaning of Life Questionnaire (MLQ) and other resources at the University of Minnesota’s Lab for the Study of Meaning and Quality of Life. What is the link between meaning and purpose? For starters, if you are engaged in work that taps into your purpose, you are more likely to find your work meaningful. When I’m engaged in work that I find meaningful I notice that I feel: Happier Less stressed Confident Powerful Motivated Creative Generous Energized And I attract people who want to work with me. But what has this got to do with leadership? Everything! As an introvert, a writer and a leader I have been most interested in the link between how I live my life and the amount of energy that I have. Being a leader in today’s chaotic workplace is exhausting for many of us. In order to survive we need to have an edge and being able to tap into our personal energy source (the one that comes from living a life that has meaning) is priceless. Working on something that you find meaningful will energize you and, Help you did deep in order to complete a long and challenging change management project. Help you present a talk or facilitate a meeting (especially important for introverts who may find this aspect of work stressful). Help you ace an important job interview. In a recent webinar psychologist Michael Arloski, noted that purpose is something that we discover. Some people find their purpose early in life. Others take longer. Some unfortunate people may never find out what they are truly meant to do with their lives. Of course meaning and purpose can change over time and we can have more than one purpose. If you lead with meaning and purpose you are more likely to experience a higher sense of mental health and wellbeing and likely be a more effective leader.

Cultivating Inclusion: Help People Succeed as Themselves!

By Lesley TaylorPosted on August 13, 2016Posted in Introverts, LeadershipTagged Diversity, Inclusive Workplace Environments, Introverts, leadership development, Organizational Culture, Step-up B.C., Stonewall, Vancity Credit Union, White Spot Restaurant

Over the years a considerable amount has been written about creating more diverse workplaces. As I was writing The Dynamic Introvert I became aware of the fact that introverts often feel excluded, especially when it comes to leadership opportunities. Of course introverts are not the only ones who feel this way which begs the question, “how do we create workplaces and schools that are inclusive for everyone?”. Diversity is the NORM but inclusion is not. Not long ago I read an article urging readers to “start building actively inclusive environments”. This makes more sense to me than focusing on, for example, increasing the number of disabled workers, or the number of transgendered people, or the number of introverts in management/leadership positions. According to Meri Williams of Agile People in Sweden, “We must help people succeed as themselves and decrease the impact of failure and the risk of humiliation.” What a brilliant idea! But what would an actively inclusive environment look like??? “An inclusive workplace is one where all differences brought to the workplace are recognized. Where people feel valued and that their contribution is considered important.” Step-up B.C. There always seems to be one marginalized group or another or even whole groups of people who are excluded from participating fully. Diversity programs are not new and are even mandated in some places. Vancity Credit Union’s work inclusion program “aims to increase the number of employees with disabilities in the credit union’s workforce.” Often a person’s disability is obvious but not always. Sometimes we can hide who we really are in order to fit into the existing culture. Gays, lesbians and transgendered people might fit into this category. But pretending to be someone you are not can take its toll: “People perform better when they can be themselves. As much as 40% better. Much energy is spent if you have to hide who you really are or pretend to be something you are not.” Stonewall, How do we create a more inclusive workplace? Start with a VISION of what that would look like in your organization. Include everyone in this work. Years ago I attended an OD workshop in which the President of the White Spot Restaurant chain, which, by the way, is one of the most successful restaurants in B.C., talked about how his company had taken 3 years to create its vision and how they had tried to involve as many employees as possible during that time. One of the participants asked him what he would do differently next time around and he said, “He would provide more opportunities for people to be involved in the process.” Here are a few more things you can do to create a more inclusive workplace: Be a learner. Be willing to challenge yourself and grow. Be inquisitive. Seek a range of perspectives. Model inclusive behaviours. Demonstrate that “none of us is as smart as all of us.” Champion the change effort. Be an active advocate for change. Speak out when necessary. Hold the organization accountable. Hold yourself and your colleagues accountable for all of the above.

Self-Leadership and Personal Mastery by Lesley Tayor

By Lesley TaylorPosted on April 1, 2016Posted in Introverts, LeadershipTagged Introverts, leadership development, MBTI, Myers Briggs Type Indicator, Personal Mastery, Personality Types, Peter Senge, The Big Five Personality traits

Self-Leadership and Personal Mastery Peter Senge popularized the concept of “personal mastery” in his classic book The Fifth Discipline. A huge part of personal mastery is the ability to know and develop aspects of one’s personality. It is human nature to want to understand what makes us “tick”: What are we good at? Where are our weaknesses or our areas for growth? What do other people think about us? What does our personality say about us? Self-assessment is a skill that can be learned and doing this work (and sometimes it does feel like work) is a life-long journey in which we take responsibility for our own development. There are many tools and resources that we can use to help us as we seek to learn more about ourselves. The MBTI or Myers Briggs Type Indicator is one such tool. As many of you know the MBTI is used by millions of people around the world and is popular with human resources professionals. A few weeks ago I completed the Myers Briggs Personality Type Indicator certification, something I’d considered doing over the years but never had the opportunity to do until recently. In taking the MBTI training I was surprised to learn that Myers Briggs is more than just the 16 – 4 letter type combinations, e g INTJ or ESFP. And going into the training I have to admit I was rather sceptical. Apart from learning about my own personality type, I was surprised to discover that the MBTI is not a personality test at all and should not be used to predict job fit or leadership potential. The instructor dealt with some of my scepticism by explaining the important difference between personality type and personality traits. She also explained that the MBTI, if used properly, can help us gain insights into the following: Where and how we focus our attention which is related to where we get our energy from How we prefer to take in information How we prefer to make decisions based on that information How we prefer to deal with the external world Knowing and acting on this knowledge can help us to become better leaders. It’s important to recognize that personality traits are different from personality type. Psychologists study and measure what are referred to as the big five personality traits (OCEAN): Openness Conscientiousness Extroversion/Introversion Agreeableness Neuroticism Personality psychologists are able to measure our personality traits and determine how much of a particular trait each of us has and how we compare with other people on these measures. If you are planning to hire someone for a job that requires a large measure of agreeableness, for example, a personality test may help you to determine which of your candidates is the best “fit”. The Myers Briggs Indicator does not measure personality and so cannot assist you in this aspect of your hiring process. I will share some of what I learned about the MBTI in future posts. There are many different personality tests all with their own strengths, weakness and limitations. It’s also important to note that our personalities are partly determined by genetics and partly determined by the environment that we grew up in. We can also influence our personalities by consciously developing our skills and choosing to adapt our behaviors. Despite helping us to better understand ourselves and others, it is important to remember that personality tests are not the answer to everything and should be used accordingly. Cheers! The Dynamic Introvert

Are You Questioning the Status Quo

By Lesley TaylorPosted on January 12, 2016Posted in Introverts, LeadershipTagged Barry Posner, challenge the process, Introverts, James Kouzes, Leadership, Lesley Taylor, Lolly Daskal, Self-Coaching Questions for Introverts, The Dynamic Introvert, The Leadership Challenge

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!