Tanveer Naseer

Leadership Coach, Speaker, and Writer

4 Keys For Bringing Out The Best From Introverts

Learn about 4 steps organizations can take to tap into the full potential of introverted employees found in their workforce.

The following is a guest piece by Kate Rodriguez.

One of the hottest themes in management and leadership today is the importance of understanding the introvert at work.

The idea that workplaces reward extroverts has been around for a while. Discussions on the differences between those with outward-looking personalities (extroverts) versus those with inward tendencies (introverts) has been around for years – the concept was introduced by psychiatrist Carl Jung in 1921 – but it has reached fever pitch since the 2012 release of the book “Quiet” by Susan Cain, which asserts that introverts are dramatically undervalued and organisations suffer as a result.

Research points out that while nearly half the population is introverted, extroverts hold the majority of leadership roles. “The research I’ve done shows that about 25 to 30 percent of CEOs are introverts,” explains Karl Moore, associate professor of strategy and organization at Desautels Faculty of Management at McGill University. This indicates there are also a significant number of introverts leading extroverts and not just the other way around, as the research tends to suppose.

Professional roles of introverts vs. extroverts

Introverts and extroverts tend to migrate to career fields that play to their dispositions, says Moore. People-facing jobs, like sales, management consulting and investment banking are dominated by extroverts. Introverts alternatively often move into Click here to continue reading »”4 Keys For Bringing Out The Best From Introverts”

Do You Lead Others Through Flattery or Praise?

Last week, Mike Myatt wrote an interesting post on the differences between flattery and praise. After reading his piece, I got to thinking about this subject in terms of how leaders communicate and guide their teams, and the impact these comments can have on their employees.

Perhaps the best known story regarding the downsides of flattery is Aesop’s fable “The Fox and the Crow”, where a fox comes upon a crow perched on a tree branch, holding a piece of cheese in its beak. Eager to have that piece of cheese, the fox calls out to the crow and starts to flatter the bird about how attractive it is and how it must have the most beautiful voice of all the birds. The fox asks the crow to sing a song so that the fox could enjoy its beautiful voice.

The crow, caught up in the flattering remarks being given by the fox, opens up its mouth and lets out a squawk, causing the cheese to fall from its mouth down to the ground where it’s snatched up by the fox. As the fox walks off with the cheese, he tells the crow “Do not trust flatterers”.

This is often the most common viewpoint on the issue of leadership and flattery, of how it can cause leaders to lose their perspective by getting caught up in seeking the adulation of others, instead of ensuring that they are effectively leading their team.

While leaders can be susceptible to falling prey to flattery like the crow in the story above, the other issue that’s not as often discussed is the problem of leaders communicating flattery to their employees instead of praise as a means to keep their team engaged, or worse manipulating them into doing their bidding.

When we encourage others through flattery, it’s not because we’re driven to Click here to continue reading »”Do You Lead Others Through Flattery or Praise?”

Are You Fitting Employee Personality Into Your Leadership Puzzle?

Which personality type is best suited for leadership – the extroverted or the introverted? It’s a question that surfaces every now and then in discussions on leadership, often with the consensus that while an extrovert would appear to have an easier time leading others, introverts also have unique attributes which prove to be of benefit to those in leadership positions. Now, thanks to a recent study by Adam Grant, Francesca Gino and David Hofmann, we have tangible evidence that there are situations and team make-ups where an introverted person would perform far better than an extrovert in the leadership role.

For most leadership thinkers, this study serves to provide empirical proof for what we already surmised – that extrovert and introvert personality types both offer unique advantages that serve to benefit those who lead others, along with distinct limitations that can make this position a challenge at times for them to do effectively. This study also serves to reinforce a concept that has been a running theme on my blog – that business is indeed personal because people are involved.

Of course, if we’re recognizing that a leader’s personality has an impact on their effectiveness in managing their team, it’s only reasonable that we consider the role personality plays on the other side of the workplace equation. Specifically, that we recognize how Click here to continue reading »”Are You Fitting Employee Personality Into Your Leadership Puzzle?”