Leaders invested in diversity and inclusion should build diverse teams where introverts can thrive, argues leadership consultant Jennifer Kahnweiler. The author teaches managers how to support the introverts in their teams and to help them unleash their unique strengths. She explains ways to recognize unconscious biases against introverts and will inspire you to act as the change agent your organization needs by creating stronger, more diverse teams.
Workplaces often dismiss introverted job candidates and celebrate extroversion.
Today’s world celebrates extroversion. As a result, many businesses dismiss qualified introverted job candidates. When organizations do hire introverts, they may fail to give them promotions, as people often unfairly associate extroversion with leadership. Leaders should aim to support diversity on their teams by hiring people of different temperaments.
Extroverts and introverts differ in some crucial aspects: Extroverts feel energized when they interact with others, while introverts find solitude more energizing; extroverts openly share their feelings and accomplishments with others, while introverts are more private initially and humble; extroverts are more excitable and expressive, while introverts tend to be calmer with less expressive faces; and extroverts are comfortable doing new things spontaneously, while introverts like to have time to prepare.
People often focus on negative stereotypes of introverts, believing introversion is a flaw. For example, many assume introverts are shy. Many introverts aren’t shy, and, given the right circumstances...