Counting big on introvert resources at your disposal

Sep 15, 2014

Often time, some good talent is denied an opportunity on ground that the talent has attributes of being an introvert. This is not right.

trueBy Imran Nsubuga

Often time, some good talent is denied an opportunity on ground that the talent has attributes of being an introvert. This is not right, especially for organisations as they end up losing on such a source of competitive advantage on falsified grounds.

It is not even a ‘best practice’, and in most cases happens because of the limited utilisation of the talent management processes available.

Carl Jung defined introversion as an "attitude-type characterized by orientation in life through subjective psychic contents" (focus on one's inner psychic activity); and extroversion as "an attitude type characterized by concentration of interest on the external object" (the outside world).

Many people try to equate and confuse ‘introversion’ with ‘shyness.’ Mistaking introversion for shyness is a common error. Introverts prefer solitary to social activities, but do not fear social encounters like shy people do.

However, introversion is mostly about where you get your energy from. Extroverts get their energy from other people a bit like an actor or performer, and introverts from within - which is why they need time alone to recharge.

There are introvert organized and unorganized persons, well prepared and unprepared leaders, as well as all other personal and leadership characteristics on everyone.

Introverts can do a better job leading because they are analyzing things objectively instead of people-pleasing. By nature introverts are generally studious, as such they tend to be rational and intuitive. Overall, better decision makers to an organisation. Among the key characteristic of a good leader is good listenership. You will never be a great listener, if you can only hear your own voice.

Let us ponder over some reasons why introverts can make better leaders – especially at the top.

They are better listeners than extroverts: Introverted leaders are generally considered to be better listeners than extroverted leaders. A study shows that introverted executives with proactive groups can be extremely successful because introverted leaders carefully listen to what their teams have to say and vice-versa. This is because extroverted leaders are usually less approachable to proactivity. If you're an extroverted leader, learn from your introverted colleagues and work on your listening skills so you can carefully process and implement your team's thoughts.

They embrace solitude: Introverted leaders are boosted by spending time alone. It gives them opportunities for self-reflection, reasoning, speculating, monitoring, arranging or envisioning, not to mention reading, researching and writing. However, not all extroverts lead in this way, the fact that they gain energy from socializing. It helps to reduce interruptions and supports in staying more determined. This develops the introvert’s ability to think. Introverts can impart a lot in that context.

Introverts are the wizards of preparation: Thoughtfulness, consideration, and thorough preparation are principles every leader should employ. But for introverts, these vital principles come inherently. This is because introverts think before they speak, whether communicating with their team, delivering presentations or interacting with colleagues. They devote time thinking through their objectives and preparing for queries.

Introverts challenge themselves: Introverts spend a lot of time thinking. They are likely to be aware about areas where they need to improve. This type of focus and awareness is very important to the growth of a leader and their team. This will to challenge oneself will motivate teams to do the same by evaluating themselves, their colleagues, and the team to improve.

They emphasis on deepness: Introverted leaders like to dig deeper, researching on problems and ideas before moving on to new ones. They seek intensity over width. They are attracted to significant discussions, not insignificant talk, and they know how to ask good questions and really listen to the response.

Introverts exhibit coolness: Leaders showing a calm sense of self-confidence can do miracles for a company. When a catastrophe arises or times get rough, there is nothing more challenging than a high-stress, high-anxiety leader asking for the reports. Introverts possesses it naturally. Their careful, analyzed, and calm acts are not only more helpful for encouraging a company or team, but also for creating the same type of approach of coolness in others.

Certainly, there are benefits to being an extrovert, but an introvert’s ability to hear others, planning, theorizing, organizing information, and thinking evidently has its own values!

However, introverts are likely to fit better for active teams and extroverts fit better for passive teams.

It is proper to think that a leader needs to be a combination of introvert and extrovert (introvert in heart and extrovert in face). In the hard times, he or she needs to find the solution and initially relaxing the people by introversion. But for motivation and exciting teams to achieve victory, extroversion proficiency is necessary. However, that can be earned by practicing both and balancing both ends of the continuum as appropriate. Long term success comes from the ability to strike a balance.

In some cases, people fluctuate in their behavior all the time, and even extreme introverts and extraverts do not always act according to their type. Both introverts and extroverts have their virtues. Debating which makes the best leader is like deciding which color is best, green or blue?

I hope that our society will change their approach towards introverts and count the positive traits of an introvert as well, because it exists and its infinite once tapped into.

The writer works with KPMG Uganda

imransubuga@gmail.com