Is Your Voice Being Heard? 5 Tips for Quiet Introverted Leaders

Introverts are often described as being quiet and shy so it should come as no surprise to readers of my blog that introverts also struggle to express themselves in meetings and other large group settings. To make things worse many of us are also prone to ungraciously blurting out what we want to say. I believe that introverts are more likely to interrupt the flow of a conversation by blurting out their thoughts than extroverts are. And we do this because after we have spent some time thinking quietly about what is being said we want to share our ideas and  because we haven’t learned how to interrupt gracefully (see below) we just blurt out what we want to say. So what’s an introvert to do especially one who wants to share her ideas and/or develop as a leader and get recognized for her contribution? One approach that may sound counter intuitive is learn to interrupt! That’s right! But many of us grew up believing that interrupting other people is rude. In the March, 2018 issue of Toastmasters magazine author Karen Friedman has some tips for those of us who would like to develop our interruption skills, starting with a quote from Madeleine Albright: “If you are going to interrupt, you have to know what you’re talking about. And you have to do it in a strong voice.” Fortunately Friedman’s article has some suggestions for how to do this. Here are 5 notable ways to interrupt politely: Start by saying, “please excuse me” before you interrupt Highlight what the last person said and then say “What do you think if we also do this or that?” Look for opportunities to ask a question or to clarify what someone else has said Put up your hand to signal that you have something to say Be prepared No. 5 is especially true at work. If you are going to a meeting or work related group try and find out as much as you can about what the main topic is going to be. This will allow you to think about what you want to say and strategize  when you could interrupt most effectively. Good meeting facilitators will provide you with an agenda beforehand and if they don’t it is up to you to ask for one. Of course it’s not always possible to “be prepared” for everything that might come up during your meetings and that is why Toastmasters is such an amazing resource for introverts. Every TM meeting involves opportunities for members to answer questions and speak extemporaneously. In other words we get to practice speaking without any advance preparation. This part of the TM program is called Table Topics. The person in charge of Table Topics will introduce a theme and ask questions related to that theme. This is probably one of the most challenging aspects of learning how to speak in public. Fortunately it does become easier and it’s usually a lot of fun.  

How Do Introverts Learn to Lead?

How Do Introverts Learn to Lead?   Are leaders born or can leadership be learned? This is an age old question and one that Sarah Wilson is exploring as part of her MBA research. Sarah, who lives in the UK, found my book The Dynamic Introvert online and contacted me to see if I would be interested in participating in her research. In 2012 when I began exploring the topic of leadership there wasn’t a lot research specifically devoted to introverted leaders. At that time author Jennifer Kahnweiler had published her book The Introverted Leader and authors and researchers Adam Grant, Francesca Gino and David Hofmann had published their research into the strengths of introverted leaders. Since then a handful of research projects have been written up in academic journals but none, as far as I know, have looked specifically at the question of how introverts learn to lead. Sarah is interested in the “lived experiences” of introverts and so she asked me to complete a timeline identifying the people and events that had the greatest influence on my career. And as I completed the timeline and looked back on my career there were a number of things that jumped out at me: I had a lot of really great mentors. Very early on in my career there were senior leaders who recognized the potential in me and pushed me to step into leadership positions that I wouldn’t have considered if it wasn’t for their support. I was a “lifelong learner” and took advantage of every opportunity to develop myself as a person and as a leader. Sometimes the courses were provided by my employers but more often than not I paid for them out of my own pocket because I recognized the need to develop my leadership skills. Teaching and helping others was also important to me and I took every opportunity I could to mentor and coach my colleagues as well as students and others who were interested in learning with me. So, how did I learn to lead? Like most of us I learned through a combination of experience and formal education. One of the things that stood out for me as I worked on my timeline was this. I am a humble, quiet leader and I’m happy to develop and promote others. And the fact that I was an introvert didn’t prevent others from noticing my strengths and seeing the potential in me. Over the years I was offered a number of key leadership positions including social work leader and co-leader of a geriatric medical clinic. Of course there were challenges along the way as well. Challenges that I believe other introverts face: I probably spent too much time spent thinking on my own when it may have been more beneficial to talk things through with a colleague or just move into action. I didn’t find my “voice” until I was in my 50’s and I credit Toastmasters for that. Up until then I was invisible in a lot of groups and despite having great ideas I didn’t always get them across to the people who could have helped me to develop and implement them. I asked Sarah why she had decided to focus on how introverts learn to lead for her research project. This is what she said, “I chose the subject as after reading Susan Cain’s 2012 book, Quiet I was inspired to research and learn more about how someone becomes a leader if they are an introvert.  My job role currently involves supporting the leadership team in local government and I found it interesting that mostly extroverts are appointed into senior leadership positions. “ So, as we come to the end of 2017 I’d like you to reflect on how far introverts have come since Susan Cain’s 2012 blockbuster book opened the world’s eyes to the challenges that many introverts face. And as we welcome 2018 you might want to identify your own leadership development goals or if you are in a leadership position consider how you might mentor or coach an introvert who shows potential and would appreciate you help.   Happy New Year! All the best for 2018!    

Leading with Meaning and Purpose

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!

  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.

The Mysterious Introvert

The Mysterious Introvert   Do you know any introverts? We are the quiet ones. We prefer our own company. And we certainly don’t like public speaking? Or do we? Introverts are full of contradictions. We often confuse people and sometimes we even confuse ourselves. What is an introvert you ask? When I started writing my book The Dynamic Introvert I discovered how little I understood introversion and how little I knew myself. My Awakening!  Let me give you an example, a few years ago I worked on a management team for a large non-profit organization. One Monday morning Susan, the head of the physiotherapy department, stopped and asked me how my weekend had been. I paused to consider her question and then instead of responding to her immediately I had a conversation with myself, in my HEAD: I thought, “should I tell her about the hike I went on yesterday? or should I tell her about the dinner party I organized on Saturday? Or? All of a sudden I noticed that her eyes had glazed over and she was walking away. The fact that she walked away struck me as odd but it wasn’t until I started doing research for my book that the light bulbs started going off!!! It’s no wonder people are confused. For decades it was believed that introverts were in the minority, at least in North America, and compared to extroverts, we were described as: withdrawn, boring, unsociable, shy, not high in confidence, and self-centred. Who was deliberately spreading this inaccurate information? Was there a conspiracy? Ever since psychiatrist Carl Jung introduced the personality traits of introversion and extroversion to the world, about 100 years ago, we’ve been told that extroverts comprise a whopping two-thirds of the population. So in order to be successful introverts have tried really hard to act like extroverts; it seemed as if extroverts got all the breaks: the best jobs, the promotions and other opportunities. But in reality there are as many introverts as extroverts. Self-Preservation 101: (the introverted brain) Another thing you should know is that introverts are easily aroused. All joking aside it doesn’t take much for us to become overstimulated. Our brains are wired differently from extrovert’s brains. We have more blood flow and electrical activity in the “neo cortex”. When this happens our brains may “shut down” and stop functioning. A few years ago I was at a Toastmasters Evaluation workshop. In the morning we listened to some great speakers and in the afternoon we broke into small groups. In my small group I was told that I would be summarizing our discussion and reporting back to the plenary session. That’s when my difficulties began. I didn’t know it at the time but my brain was highly aroused by all the activity and noise in the room and I quickly became overwhelmed. We were in a LARGE, NOISY room and it seemed as if everyone was talking at once. I tried to write down the comments that people were making so that I could summarize them but the more I tried to focus the more my brain BUZZED until eventually it shut down. At least that’s what it felt like! Later on when I was asked to report on our group’s discussion, my mind went blank, and I stumbled over my report. I was mortified. Looking back I now realize that I should have excused myself from the working group and found a quiet spot to THINK and process all of the information that I had taken in. The Mysterious Introvert To some people we are mysterious but to others we are downright annoying. It’s fairly easy to know who the extroverts are. They are the life of the party…the person with the lampshade on his or her head surrounded by a circle of laughing friends. In contrast, the introverts are lined up along the wall looking like they would rather be anywhere else. Or is it the opposite? In reality an introvert is not always easy to spot. We may, in fact, be the life of the party. Pass the lampshade please! Where we really get into trouble is in the workplace. We drive the extroverts crazy because in meetings we don’t say very much and they have to try to guess what we are thinking. The extroverts feel that we are unprepared or simply don’t have any opinions, so they dominate more; and the introverts stop trying. And they may even disappear…in plain sight. But it’s not completely our fault. Blame it on our brains. When we take in a lot of new information we need to think about it before we discuss it. Extroverts have the advantage here because they process information by talking about it. One solution is to raise our hands and wait to be recognized, which doesn’t always work. Another is to join Toastmasters and find our voices! Introverts of the world unite indeed!!! This post was adapted from a speech that I gave recently at my Toastmasters Club.  

Self-Leadership and Personal Mastery by Lesley Tayor

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    

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