Inclusion for introverts
If you, like me, have taken a dozen different personality tests over the years (which Star Wars character am I most like?), then you would know the endless debate that has always surrounded this particular brand of personality traits: introverts vs extroverts.
It’s no lie that the world is made for extroverts. Extroverts - true to their label - tend to have a more noticeable personal flair, being more sociable and passionate than their more introverted peers. These traits allow them to stand out more and thus, enjoy a higher degree of recognition and presence in the workplace. Sadly introverts, usually more cautious and socially sensitive, are not rewarded in the same way.
Studies have shown that extroverted characteristics are regularly associated with leadership characteristics and lead to a higher rate of promotion. But in reality both personality types have varying strengths and weaknesses, so this bias favouring extroverted professionals is concerning.
Therefore, it is critical for workplace leaders to pay special attention to introverts as they have so much more to offer than their stereotypes.
Here are 5 strengths that most introverts share:
They are better listeners and are not compelled to take up all the air in the room.
They have greater empathy.
They are more likely to form stronger loyalty with their team.
They have a higher tendency to concentrate longer and get a lot more work done.
They are skilled problem-solvers.
Here’s what organizational leaders can do be more inclusive of introverts in their team:
Be the last to air your opinion in a meeting.
Allow everyone to speak before you and listen to understand, not to reply. Rather than putting an introvert on the spot, sometimes you may need to go the extra mile by sending an email to all meeting attendees asking them to prepare answers to a question you have.Coach introverts to speak up and articulate their ideas better.
I’m sorry introverts, but the hard truth is that if you want to get ahead, you need to learn to deliver your pitch better. The good thing is that communication is a skill, which means, like all skills, you can learn and master it with time.
To come back to the age-old question “But who is better? Extroverts or introverts?”, I can say this: extroversion or introversion isn’t a matter of better or worse. As leaders, it’s not our job to favour our team members based on personality type. So, leave your preconceived bias about introverts at the door, recognise the impact and immense value that they can bring to the table, play up to their strengths, and help them work on their weaknesses. ●