Valuing Introversion on Teams

If a third to half of the US population is introverted and we need to come together to innovate and solve problems, it behooves us to better understand the value of introversion.

In Susan Cain’s Ted Talk http://www.thepowerofintroverts.com/about-the-book/ she states that the US culture tends to value “action over contemplation.” She also distinguishes between shyness and introversion.

“Shyness is fear of social judgment. Introversion is more about how we respond to stimulation. Introverts tend to feel the most alive when they are in quieter, solitude environments.”

A colleague of mine described it like this, “When someone asks you a question, the whiteboard of your mind starts filling in the blanks. You become energized. When someone asks me a question, my whiteboard is blank. So I panic if there is pressure to answer immediately. It takes me a while to collect my thoughts.”

If you want to maximize the talent on your team, find the right “zone of stimulation” that is right for each team member. Ms. Cain’s suggests the following ways to honor the value of introversion:

• Stop the madness for constant group work. Provide time, space, privacy and autonomy for people to work alone.
• Go to the wilderness. Unplug and get inside your own head and heart and reconnect to natural rhythms.
• Stop faking it. Acknowledge and claim the strengths of introversion in yourself and others.

DISC and Crucial Cues

DISC is a great tool to understand communication, problem-solving, decision-making and work style preferences on teams. It's also incredibly helpful to increase awareness of how team members deal with tough conversations. When we are centered and neutral it's easier to have courageous dialogue in service to team goals. When we are not, our DISC preference can block the very conversation that is needed.

In "Crucial Conversations" by Patterson, Greeny, McMillan and Swtizler, the authors suggest that when stakes are high, opinions vary and emotions are strong, we have different coping mechanisms to stay safe. Here are some cues to look for as their research relates to DISC:

• D's (Driver/Dominance) may become more autocratic by controlling or masking as they fear loss of control. 
• I's (Influencer/Expressive) may push back by attacking or labeling as they fear rejection.
• S's (Steadiness/Amiable) may acquiesce by avoiding or withdrawing as they fear loss of stability. 
• C's (Conscientious/Analytical) may avoid by withdrawing or masking as they fear criticism.

Extroverted styles tend to be more assertive, louder or violent in their response to stress while introverted styles tend to be more passive, quiet or silent. Strive to understand your own preferences and those you work with to minimize self-protection and maximize performance!

For more on crucial conversations check out http://www.vitalsmarts.com/