Leila Bulling Towne, an executive business coach, tells managers it’s time to start getting to know introverts.
She gives managers three tips for getting the best out of introverted employees:
- Don’t rush to judge.
- Silence doesn’t indicate agreement.
- Give time for preparation.
Her message is that introverts think, then act. To sum it up in my own words: If we don’t respond immediately, it doesn’t mean we don’t know, don’t care or agree. It means we’re processing it for a thoughtful response.
You can watch the full video here.
Does it ring true for you?
3 Feedbacks on "Managing Introverts"
Lee Ann / Living Introverted
Thanks for this post and the link to this great video. I think the information is spot-on and could be extremely useful to managers who happen across it (let’s hope that many do!).
The three points you highlight in your post are words to live by for extroverts in any situation - not only work situations.
Thanks!
Lunch Hour Bytes
I wish all managers and especially hiring managers would learn about introverts. So often we appear as not too bright or not “engaged” in situations because everything is going on INSIDE our heads. While others talk to think, we’re busy thinking and formulating before we speak or act.
Wendy / The Successful Introvert: How to Enhance Your Job Search & Advance Your Career
This is a very important message, one that should be included in all management training courses. I’d also add that silence doesn’t indicate aloofness or snobbishness, either, another incorrect assumption that extroverts sometimes make. Nice post!
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