How does your team view introverts?

 

One of the ways to reduce bias and educate co-workers about introverts is to bring up the topic with your team. But how do you do this? Here are three suggestions based on my work with diverse organizations across the globe.

1) Take the MBTI- Suggest your team take the Myers-Briggs Type Indicator – This assessment is widely available and should be administered by a certified instructor. You can also get other versions online. The debrief and discussion will open up everyone’s eyes and strengthen working relationships.

2) Take a quiz – Suggest your team take one of our quizzes to get a view of how they use the strengths of introverted leaders, quiet influencers, and genius opposites. The quizzes can be taken on your phone or online and they deliver immediate results. They are designed to provoke awareness and discussion. Note: You don’t have to be introverted to take these assessments. Follow up with solutions and tools from the companion books, The Introverted Leader 2nd edition, Quiet Influence, and The Genius of Opposites.

3) Pose questions – On your next conference call or live staff meeting, pose a question from the list below. Allow time for discussion. If you make it a safe place, people will inevitably weigh in and you will learn a great deal about your team. You will also get ideas on how to make your workplace more introvert-friendly. This knowledge will strengthen your ability to work together.

a) How do you think introverted leadership is relevant to our company’s mission and vision?

b) What challenges do introverts face in our organization?

c) What best practices might we implement to bring out the best in all our team members?

With each of these steps, you are shining the light on introversion and taking it out of the dark recesses of misunderstanding and second-class citizenship. Valuing introverted qualities at work impacts the productivity and well-being of all associates. You can be a catalyst for that important change.

Bloggers resonate with different introverted leader themes

 

Bloggers resonate with different introverted leader themes

Bloggers are a crucial force in spreading new ideas. I have learned so much from the army of bloggers who have embraced The Introverted Leader 2nd edition. They have resonated with different themes and share their unique points of view, making for rich conversations both on and off the page.

Let me share four recent examples from these four creative bloggers and colleagues.

1.Bruce Rosenstein’s  Living in More Than One World post demonstrates his interest in the topic of introverted leadership. Bruce approaches the topic from his rich experience as a former librarian, leadership expert, journalist and currently as an editor and professor. Bruce is a Peter Drucker scholar, among his other talents, and has written two great books on this management guru, who is referenced in the book’s chapter on Managing Up.

He pulls together references about my collaborative work with Susan Cain, a video I made at the American Library Association and other books I wrote to provide a retrospective of my work over the last decade. Bruce wrote, “Now, her new second edition adds a considerable amount of fresh, updated material and it reflects the fact that we not only understand more about how and why introverts have solid leadership qualities, but also that introversion has become a hot topic inside and outside the workplace.” Bruce’s skills show through in this piece and he has done his research thoroughly and with care.

2. Skip Prichard is an author and leadership expert whose new bestselling book, The Book of Mistakes is an impactful read with practical advice. He generously highlights other author ideas in his popular blog. In a post,  The Quiet Strength of Introverted Leaders, he asked questions about meetings that had me digging deep for answers.

One of Skip’s provocative questions concerned a woman who is always interrupted in meetings. What would I advise her? One tip I shared was, “Keep in mind that extroverts typically don’t mind being interrupted because that is often their speech pattern. Extroverts are also usually unaware that they are dominating the conversation until they are stopped.

4. Henna Inam, Forbes contributor, and Executive Coach asked for ideas to help her introverted clients. In her post, The Good News For Introverted Leaders, she begins with some of the common client concerns she hears like:

“He needs to speak up more, you know, make his presence felt in the room!”

“I have no idea what’s she’s thinking when I present to her. She needs to be more vocal!”

“I’m trying to get her promoted, but most of my peers don’t know her. She needs to be more social!”

I suggested that Henna tell her clients, ” Own who you are and leverage the strengths you naturally bring to your workplace. Stop trying to become an extrovert.” That is, by the way, a key theme in all of my books. 

I am very grateful that these bloggers have helped me to look at the topic of introverted leadership through different perspectives and challenge me to provide the best responses that I can.

I hope they will help do the same for you.

 

 

 

 

Have We Gone Too Far in Promoting Collaboration?

Have we gone too far in collaboration?Overuse of a strength becomes a weakness. I wrote about this in Quiet Influence, a book that emphasized the 6 key strengths of introverted influencers. For example, a strength like listening can be used to make a difference, but overused, opinions never get heard.

One area where we have overused an organizational strength IMHO, (or “in my humble opinion” like my spouse Bill often says), is teamwork. Teams are not always the best way to structure work. I have learned from introverts that there needs to be solitary work time if we are to get the best out of everyone. ALL of us benefit including Introverts, Ambiverts, and Extroverts.

I was invited to write a Viewpoint article for HR Magazine and jumped at the chance. This column takes a contrary view to the prevailing wisdom that teams are a given on just about any project.  The key points come from new research in The Introverted Leader, 2nd edition.

Here is an excerpt:

I was eating a sandwich in the break room of a company where I did some consulting work when I glanced up and saw it: a poster depicting a crew of young, energetic rowers paddling their boat across the water in perfect synchronicity. You probably know the one. The headline reads “There’s no ‘I’ in teamwork!” 

Well, maybe there should be—at least some of the time. Over the past 12 years, I have been studying and writing about introverts at work. Introverts, who get their energy from within, make up between 40 percent and 60 percent of our workforce. For them, time alone can be critical to recharging and contributing to the creative process. 

Don’t get me wrong. When employees collaborate to brainstorm and feed off each other’s energy, great things can happen. In fact, my research has found that teams of “genius opposites”—that is, those that balance introverts and extroverts—get exponentially more accomplished together than their individual members would alone.  Keep reading here.

You can download a free chapter here of The Introverted Leader 2nd edition to get a taste of these and other new learnings about introverted leadership.

Do you agree that we have gone too far in collaboration?

Introverted leaders share their wisdom

Many of you know that my latest book, The Introverted Leader, 2nd edition launched earlier this month. Writing the book gave me a chance to explore new insights about introverted leaders. Readers and audiences really were the ones who contributed the new content. Marketing the book has also been a cool journey. I have spoken to interviewers I admire and written for publications I truly respect.

Here are a few of those interviews you might enjoy. Check these out and consider subscribing to those that resonate with you.

  • Susan Cain’s Quiet Revolution – book excerpt from the Leading and Participating in Meetings chapter
  • Berrett-Koehler’s blog post – Seeking the Next Wave of Introverted Leaders
  • Darcy Eikenberg’s Red Cape Revolution video interview
  • Beth Buelow’s The Introvert Entrepreneur podcast
  • Brandon Smith Show interview – Insight for The Introverted Leader (video) (audio)
  • Craig Price’s Reality Check podcast (episode 249)
  • Julie Winkle Giulioni’s blog post
  • Steve Glaviski’s podcast on Future2
  • My article in HR Magazine – Have We Gone Too Far in Promoting Collaboration?
  • My interview with Becky Robinson of Weaving Influence on The Seven Myths of Book Marketing

Buying a book and writing a short Amazon review would also be so appreciated!

 

 

Marketing Books Like The Introverted Leader In A New Era

 

Last week,  I had a lively, fun chat with book marketing guru Becky Robinson, Founder of Weaving Influence. Becky’s 6-year-old company just launched their 100th book and her team helped me with the successful launch of The Genius of Opposites two years ago. You can watch our interview here. 

I talked about book marketing myths that I drew from a blog post I wrote, Do You Buy Into These Book Marketing Myths?  We also discussed some of the changes in marketing today as I launch  The Introverted Leader, 2nd Edition coming out on March 6th ( and shameless plug: available for pre-order now.:)

It was quite different back in 2008.  We wrote press releases and pitched to print media by phone.  The practice of excerpting key ideas and “hooks” still stands, though today, we contact the press via email and through social media channels like Twitter.

Now we have bloggers and “influencers.” These people have large communities who follow them and are interested in their recommendations. Getting my book covered on an influencer’s  blog or podcast can be a big visibility win.

There is another great opportunity today that didn’t exist in 2008. I can have a dialogue with my readers and people who are interested in the topic of introverts at work. Social media allows me to engage with people about the ideas in the book and even get discovered by potential readers and clients who hire me to speak and coach.

Today, it is not necessary to hire pricey PR firms to run your campaign. Much of the info on how to plan for and launch a book campaign can be obtained online. Becky’s new Book Marketing Action Guide, for example,  provides a comprehensive and affordable do it yourself roadmap for getting your book in the hands of readers.

And isn’t that why you wrote it in the first place?

Do you buy into these book marketing myths?

If you are an author or aspiring author you probably know that marketing your book is as important, if not more important than writing the book itself.

Last month, Stephan Dietrich, Managing Director of my German publisher Junfermann asked me to share some ideas about book marketing at their first book marketing workshop for authors.  I drew from my own experiences  to highlight what I titled the “7 Myths of Book Marketing.” 

A write-up is below. There is also a video of the talk that is translated into German.

Do you have any other myths to add?

It was 2011 and I was scanning my inbox when my eyes stopped. An email from Richar Ruiz, former director of a university leadership program in Asuncion, Paraguay caught my eye. He had seen a video on YouTube discussing my book The Introverted Leader and based on that clip was inviting me to visit his country and speak about the topic of introverted leadership.

My next click was to do a Google search to find out exactly where Paraguay was! And my journey to South America began. The experience later that year, speaking at their commencement exercises, running a seminar for business leaders and visiting school children was one I will never forget and could never have imagined during the long process of birthing my first book.

Since then I have been fortunate to have left my home in Atlanta, GA to speak in a number of countries in addition to Paraguay including Germany, The Netherlands, Spain, Vietnam, Singapore, Australia and Canada about the topic of introverts and extroverts in the workplace. I did hope to reach more people globally when I embarked on writing books. These trips have changed my life and I hope I have also impacted people.

In order to reach my goal of speaking internationally, I had to learn more about what sells books. Fortunately, I had some knowledge to build upon. I learned about the value of marketing and public relations in building my coaching and training businesses over the years. You can also draw upon your past marketing experiences to successfully get your book out there.

Here are the 7 Myths about marketing your book with ideas about how to challenge them.

 Myth # 1 – Start marketing when your book launches.

Actually, you should start marketing your book as you are writing it. Why? Readers will be invested in your book before it is even published.  If you are doing research for your book, reach out to your community with surveys and ask for interviews and stories.

You can also take content from the manuscript and divide it up into blog posts in order to raise interest. Social media can be a great tool to share content and mention the book (more about that later). Use your talks and workshops to “float” ideas and see what themes resonate with audiences. At my publisher Berrett-Koehler, we poll people to get their ideas on book titles and cover designs.

Finally, have a plan to directly reach out to your contacts with updates about your progress on writing the book and how they can start to spread the word. You can prepare sample Facebook and Twitter posts to make it easy for your fans to spread the word. By the time of your book launch, people will be waiting and excited to buy the book as well as share it with others!

Myth #2 – See other authors as competitors.

Let’s face it. Other authors do write about our topics and it is natural to feel competitive. But instead of seeing this as a race where you are trying to get ahead look at it as a relay race where you helping each other to cross the finish line. You each can sell many books this way. How can you collaborate? With this mindset, your competitors can become your best allies.

A colleague told me about Susan Cain, who was writing a book about introversion called Quiet(which became a huge bestseller) and he made an introduction to her. We had several stimulating discussions; she gave me a cover endorsement for my book Quiet Influence and invited me to write for her blog. I promoted her work on my social channels and continue to do so. We both realized that our books supported each other in different ways. We have both benefited with press coverage, book sales and work opportunities. It has been a win-win solution. If you do this your readers will see you as a person who is more committed to your topic than promoting yourself.

Myth #3 – The website exists to list your offerings.

Your website is a credibility builder, not simply a sales brochure. You can feature excerpts from your book.   It is also an important place to capture names and build your mailing list.

Your website is the place that prospective and current clients visit as well as the press. Therefore, your offerings should be clearly listed and easy to find. Your website should be dynamic and reflect your brand. If you have some euros to invest, pay for a good website design.

Consider putting your blog on your website so that your information is constantly changing and you are relevant to your readers. Your blog should be updated at least weekly. This will also help your search rankings.

Myth #4 – Social media and public relations is a waste of time and money.   

It can be if you are not smart.

Social media is a key part of your book marketing strategy. A recent survey said that 89% of journalists turn to blogs when researching stories. 65% turn to social networking sites and 52% use Twitter as a resource (from Mastering the New Media Landscape, p. 58 (Berrett-Koehler, 2016) Barbara Cave Henricks and Rusty Shelton) your content and be sure to share others postings (this is the key to getting more followers and fans). See which sites your community prefers and focus on those sites.

Many people hire PR firms to help them with book promotion and they are very disappointed that this doesn’t lead to their book becoming a bestseller. The truth is that the key to becoming a bestseller is illusive but you increase your chances of book visibility by getting good PR.

Work with PR consultants as partners to plan and share your ideas about the best media targets and pitches for your book. Then ask for regular reports so they are held

accountable. Also remember that journalists can help sell your books. Be prepared for your media interviews and offer quality content. The media will return to you for quotes on stories in the future as well, keeping your book’s title alive well after the launch date.

Myth #5 – Speaking for free doesn’t sell my book – 

Speaking for free gets you visibility and gives you practice so you learn how to talk about your book. Think of these as marketing opportunities. Be open to taking every chance you can to practice speaking. That is how you will improve and make yourself an in-demand speaker.

When you present talks about your book you also hear what aspects of your book are most intriguing to people to include in future speeches. Always try to sell your books at these talks. Book clubs, special interest groups at companies and professional and community groups welcome the chance to have an author visit so think creatively about which groups would be most interested in your topic.

Myth #6 – Giving away books doesn’t sell books.

The expression “Quid pro quo” refers to “something for something.” People feel obligated to give something back to someone who has given them something. When you offer a free-signed book to a person who shows interest in your work, that person will inevitably mention the book to others. This is called “Pass Along Sales.” You can request that these people write a review of the book on Amazon if they liked it. This is very positive for your book’s rankings. Also don’t underestimate the impact of people noticing your book’s cover as your giftee reads their copy in your local coffee shop or on the airplane.

Myth #7 –  Books won’t make you money.

Your royalty check might buy you a nice dinner but it won’t pay the mortgage. However, if your book is aligned with your business you have an excellent chance of securing business and developing long term client relationships. People looking for a coach, trainer or speaker will often contact a book’s author to ask about their services.  Your book gives you instant credibility and offers the proof that is needed to demonstrate your expertise. Many authors have been surprised at what an excellent lead generator their book becomes. Johanna Vondeling, Vice-President Berrett-Koehler publishers refers to it as a “gold-plated business card”.

 So congratulations! You have accomplished what millions talk about but rarely accomplish. You have published a book to be proud of and you have done it with Junfermann, a great publisher (Stephan did not pay me to say that!)

I spent an unforgettable week in Germany; a trip I never could have envisioned when writing my first book. It is now the time to bear the fruits of YOUR labor and make a difference with YOUR book. Start by challenging these marketing myths and you are on your way to achieving results you could never have imagined.”

 

 

 

 

 

Quiet dedication is equal to extroverted and charismatic leadership

 

Introverts make the listicle I love lists of recommended books. These  “Listicles.” as they are known, help me cut through the clutter online. Even if I don’t get to read the entire list of recommendations, I can check out the excerpts.  This also goes for listicles of recommended films, tv shows, podcasts, blogs, etc. You might be like me and enjoy getting a feel for new and useful content. 

It was a nice surprise to discover The Introverted Leader and the description of “quiet dedication” included on a recent list created by Tamanna Mishra for the website YourStory. 

Note: The 2nd edition of The Introverted Leader launches on March 6th and is available for pre-order now.  New content on introvert-friendly workplaces, interviewing for introverts and coaching and counseling techniques for introverts is just some of the new content you will find. 

I was pleased to see the great work of my book’s endorsers, Adam Grant and Dan Pink included here. Both Drive and Give and Take  are classics.

Here is the article:

Five management books that will help you kickstart 2018 on a high note 

“For professionals – C-suite and mid-level management alike – the process of learning does not – and more importantly, should not – stop. As you grow in your role, so do the challenges that arise directly or through your close circle of mentors and leaders. How does one learn to respond to such situations? The answers lie in books.

From human challenges such as persuading customers and motivating employees to operational challenges that involve creating order in a system that seems to be built on the premise of chaos, there is a lot that business books have spoken about in the past and continue to do so. It is this advice from management experts and business leaders that can steer you in the right direction.

The year-end holiday season is the best time not just to reflect on your personal achievements but also to catch up on the lessons learned by businesses across the globe. So here’s a reading list featuring books on entrepreneurship, leadership, human relations, and every other topic a professional might be interested in.

Persuasion is the core of all businesses. Great leaders are masters at selling to their customers, instilling loyalty in their employees, and etching a mark in the industry. This is exactly why Influence: The Psychology of Persuasion is a timeless read for professionals. Cialdini uses instances from his own experiences and applies them to the psychological principles of professional life. Throughout the book, the author also interviews professionals from diverse roles and functions as a proof point for his analogies.

The Introverted Leader: Building on Your Quiet Strength, Jennifer Kahnweiler

After many years of focusing on popular ideas like “winning friends” and “influencing people”, new-age professionals are demanding a new kind of inclusion – the inclusion of diverse personality types at work. According to modern workplace discourse, success doesn’t always have to come from taking centre stage. Quiet dedication is as much a skill as extroverted and charismatic leadership. Jennifer Kahnweiler’s book does a great job of articulating this.

The Introverted Leader is a compilation of interviews with over 100 introverted professionals who talk about their experiences and tools to deal with and succeed in an extroverted culture. The book also includes great advice for introverts from Kahnweiler’s perspective and articulates the different skills and strengths introverts have and can tap on to rise through the ranks. The book is a must-read not only for introverted professionals but also for leaders who must learn how to include introverts in workplace discourse and decision-making.

Drive: The Surprising Truth About What Motivates Us, Daniel Pink

Motivating teams and employees is one of the most business-sensitive tasks that leaders and managers contend with every day. Daniel Pink’s Drive is an argument on what truly motivates individuals. Most organizations take a carrot-and-stick approach to employee motivation, focusing largely on external factors like appreciation, salary hikes, and promotions. Pink argues that motivation is an intrinsic thing, and is truly driven by autonomy, expertise, and purpose. The book also advocates a hybrid approach to management that caters to motivation and fulfillment needs of diverse individuals.

What makes this book truly relevant in our times is the fact that it is the first time in history that three generations are in the workplace together. Along with the increasingly inclusive nature of teams and workplaces, it all makes managerial behaviour that much more complex. Drive breaks down what we all know but don’t always remember – that people management is the art of saying what one needs to hear, in ways that they understand.

Managing the Mental Game, Jeff Boss

Most of the challenges, at work and in life, can be overcome by training your mind to respond differently to negativity, pessimism, and insecurity. That is exactly what executive coach and former Navy SEAL Jeff Boss discusses in his book, Managing The Mental Game. The book is a guide to mental training techniques that enhance self-belief, confidence, and fortitude to overcome challenges and push the boundaries of success.

A very simple take on life’s complex issues, the book makes mental training a lot less intimidating and more relatable for the average professional. It provides a very basic knowledge of understanding your mind and overcoming mental traps like uncertainties while giving pointers on how to attain mental focus. Cutting through the jargon of neuroscience, the book reflects upon change, thought architecture, and retraining your mind to reject negative thoughts and replace them with positive ones.

At a time when the boundaries between professional and personal lives have blurred and lives have become much more stressful than ever before, Boss’ book comes as a refreshing lesson in cutting through the chaos and prioritizing moving forward in life and work.

Give and Take, Adam Grant

No matter what your personality type, one’s professional equity is almost always defined by the quality of interactions they have with their colleagues, managers, and teams. That’s the idea behind Adam Grant’s Give and Take. Moving away from traditional and often individualistic drivers of success such as passion, hard work, and luck, Grant focuses on traits that make individuals into givers, takers, or matchers. Grant then uses his research as a Wharton professor to prove how these engagement styles define success. A widely acclaimed book, Give and Take is an insightful lesson in effective networking, collaboration, influence, negotiation, and leadership skills, and in essence, a powerful force that holds the key to transforming not only one’s professional life but even communities and organizations.

This reading list touches upon contemporary needs such as mental fortitude, communication, and the inclusion of diverse personality types. Which one of these are you adding to your reading list? Do mention your favourites in the comments below.”

Lessons from the courtroom for introverts and extroverts

share_05I had the same reaction many of us have upon seeing the word “SUMMONS” on the letter in my mailbox. “Jury duty? How can I get out of it?” and,  ” At the very least I will get some reading done. I haven’t been selected the other three times I have gone down to the county courthouse so this will probably be the same. “

The Jury Experience 

Monday morning I took public transit to the county courthouse in a sad part of downtown Atlanta. I was starkly reminded of my white suburban privilege. As I waited with several hundred jurors we were told that there were a number of trials on the docket that day and that many of us would be required to serve.

I started to get curious about the experience. After all, didn’t both the promo video and pleasant jury administrator say that in a democratic society, it was our responsibility as citizens to serve on a jury of our peers?

My spouse, Bill had served on a murder trial several years ago in this same county and was greatly affected by the experience. I mulled all this over and was simultaneously intrigued and nervous about the potential of serving.

Surprise. My number was called for the final juror pool. I never realized that the three days I spent serving as a juror would prove to be so enlightening and disturbing at the same time. I learned that all of us involved in deciding the fate of the defendant had roles to play and during the trial, we were expected to play our parts. It was only after the experience ended did this become clear to me.

The three-day trial was held to decide if a young man was guilty of aggravated assault with a deadly weapon. There was a great deal of evidence for us to consider and multiple witnesses. My eyes were opened as I learned about the way the wheels turn in the courtroom, the role of gang violence, drug busts and the complex challenges law enforcement faces in crimes like this.

I listened intently and absorbed the body language of the witnesses and other players during every minute I was in the courtroom. We were instructed many times by the judge to not discuss the case, and this extrovert felt the fatigue of keeping my conflicting theories and reactions inside without having a chance to verbalize them.

Act The Part 

What became quickly apparent is that we ALL had roles to play in this courtroom drama. Here are some observations:

The Defendant – He was dressed up in a new suit, looked focused and took constant notes. Was he told to do that by his defense attorneys in order to show he was paying attention?

The Judge – She was SERIOUS and a woman who meant business. She chastised both the prosecuting and defense attorneys equally and would let us jurors use only pencils to take notes because the clicking noise of pens was “distracting.”  Her demeanor showed that she owned that courtroom.

The Defense Attorney –  She had a flair for the dramatic,  wore stilettos and went after witnesses coolly and intently.

The D.A. – A laid back southern gentleman with a folksy, conversational style. He slowly and methodically presented his case.

The Jury – Our foreperson was a gregarious, retired school principal who led us in a memory name game on our first morning.  From the start, we all seemed to bond pretty well. We went from banter in the jury room to somber, silent walks into the jury box.

Stepping Back Into Character 

After two days, the closing arguments ended and we entered deliberation.  Everyone on the jury had their chance to be heard. We were instructed to make absolutely sure that, any guilty decision was based on the evidence and that we found the defendant guilty, it was beyond a reasonable doubt. This was a huge responsibility and we wanted to be as certain as possible that we made the right decision. We unanimously came in with a guilty verdict.

Here is what happened. After the verdict was announced,  the judge told us that she and the attorneys would be visiting us in the jury room. They wanted to learn how we had made our decision and what had influenced our thinking.  What evidence did we weigh? They said they found feedback helpful.

And so they appeared. The mood shifted dramatically from the courtroom. The prosecuting and defense attorneys no longer glared intensely at each other. They were actually laughing as they debriefed some of their interactions and moments in the trial.

The judge’s demeanor shifted and she was smiling. She explained that she acts “stone-faced” up on the bench because smiles could be interpreted as favoritism for one side or another. And because she is one of the few black females in her position, she believes she is held to a higher standard. The judge also got in some opinions about SEC football.

Why Acting the Part Matters 

Actually, this switch in behavior makes perfect sense. We ALL have to play roles according to the situation.  In most work scenarios we must adapt to the culture and people as the scene changes.

Consider if the DA and attorney started kidding each other the way we saw them do in our post-trial meeting. I am pretty sure the jurors would have been confused and, if a mistrial wasn’t called, it certainly would have impacted our decisions. Or, what would have transpired if the judge had shared her strong opinions about women and football, especially with Georgia Bulldogs fans in the jury box!.  Impartiality would have gone out the window.

We do have to adapt and hide some of our true selves if that serves the scenario. Read  Unless You’re Oprah Be Yourself Is Terrible Advice by author and professor Adam Grant for research that supports this view.

In my coaching work, introverts ask me why they need to be more visible and vocal. And extroverts ask why the need to slow down and be quiet. The answer is that those different behaviors can help us achieve results that we couldn’t if we stayed in our comfort zones. We sometimes need to act the part that is called for.

For all its flaws, the criminal justice system continues to function. If the many professionals charged with carrying out justice can act the part when the stakes are high then we should take a cue from their playbook and stretch into new behaviors when necessary.

And I do hope you get a chance to serve on jury duty. I think you will find it to be an eye-opening, if not transformative experience.

Anyone?Anyone? Engaging Introverts in Your Trainings and Meetings

 

I like to show a video clip in some of my classes from the movie Ferris Bueller’s Day Off. You may know the one. The teacher, played by Ben Stein, is trying to get students to answer his question and the camera pans to an array of bored students who say absolutely nothing. He repeatedly asks, “Anyone? Anyone?”

I am not saying that Introverts are those bored students but if we don’t engage all personality types in our programs and meetings, we are missing a huge opportunity to reach our entire audience.

Introverts prefer solitude and often succumb to people exhaustion. Group meetings and training programs don’t typically allow for these preferences. However, as aware facilitators, we can build in breaks, give people time to think and not overdo it on the group activities.

We can also step back and look at how our organizations are catering to the needs of all preferences.  I shared some ideas on the topic for Chief Learning Officer. 

Some excellent questions came in on this topic during a speech I gave at a NASBA, conference. This is a group that certifies accountants (think CPAs, etc.). The folks are delivering training in classrooms and online to trainers of accountants and finance people. A good guess, if you think most are introverts.

Here are a few questions that came in during the program and shortened versions of my responses:

“How do I know that the quieter participants actually heard what was said?” A: Ask them to paraphrase what they heard. You need feedback when sharing information and you can ask for this in a non-threatening way.

From an introvert: “How do you convey to extroverts that a lack of a response doesn’t mean you aren’t listening. You are just thinking!”  A: You can bring this up early in the session when expectations are being discussed. Or take a sidebar with the instructor. They will usually be receptive.

“ I know some of my team members have points to make but are holding back their comments. How can I get them to share? A: Try prepping them by talking with before the group discussion to let them know you are going to ask them to share a comment. The introverts will be grateful for this preparation time.

“How can you respond when you ask a question and your audience just stares at you? A. Pause and wait for someone to answer. Usually, someone will and if they don’t you can say, “Some people have said that….” Just to get the ball rolling. Also, try asking people to write down their answers to some of your questions before speaking.

“People complain when we put them roundtables. They prefer the room set up in lecture style.” A. Just be sure to build in time for people to work alone and in pairs. The small group set up is good for discussion but it can be overused.

With practice, you will be able to find strategies that work for ALL your students: introverts, extroverts, and ambiverts. It is really a matter of being aware of your audience and flexing your style when needed.