The Leadership Bias: Opening Up the Playing Field to Introverts
Leadership, as traditionally referenced to, is a discriminatory word, favoring only about half our population. Our country has such a strong bias in favor of extroverts that introverts have a really hard time seeing themselves in the word “leadership.” In fact, I am fairly certain that when I (or others) use the word “leadership” without explanation, half of the introverts in the room just shut down, thinking the word doesn’t have anything to do with them. Leadership can be, and should be, inclusive of everyone. Then why do so many of our systems make introverts feel like the word “leadership” doesn’t apply to them?
In my Explorations in Leadership class one of my favorite moments (and when I say “moment,” I really mean process that starts with a moment) comes early on. Students spend a few weeks understanding the word “leadership”; moving away from common place uses of the word. Then we start talking about understanding ourselves and others within the framework of our emerging definitions. We do the Myers-Briggs Personality Test, and we start to decode our behavioral preferences to understand our strengths (and weaknesses, but why focus so hard on those when there are so many strengths to maximize?). It is in this moment that I can see the introverts starting to allow their vulnerability to show. We are now two weeks into the class, and some of them might have been thinking “Is this class about me?” “Am I at a disadvantage; will I be able to get an A?; I am an introvert; I don’t want to be an extrovert and lead — that’s not me!” At this point we discuss a reading by Susan Cain who writes about the power of introverts in her book “Quiet: The Power of Introverts in a World That Can’t Stop Talking.” It’s a really important reading. To be clear, extroverts get their energy from being with other people. Introverts get their energy when they are alone. This does not mean that introverts don’t like to be in groups, that they don’t enjoy people or that they are afraid to express their opinions. Introverts just need alone time in order to fuel back up. They are typically more content in smaller groups or one on one.
However, it is true that introverts don’t tend to be the more gregarious or outspoken in a room. Our classrooms, athletic fields, out of class activities, all seem to favor the vocally participative. We encourage students to speak out, often favoring the ones that do. We give team captain to the talented, and oftentimes, outwardly spirited team member. We make giving speeches and shaking hands a requirement for winning a classroom election. These are all things that introverts may not find as easy to do as some extroverts. It doesn’t mean that aren’t good (and, in fact, they are often great, at this things; it just can require more effort. And, when you are a child, that extra effort along with any unease you might be feeling, can keep you from trying). Many classrooms give a portion of the grade over to class participation. I know I do. And, when I say class participation I mean actively participating in class, not just being there and being prepared. It would seem that I am part of the problem, actively promoting the bias in favor of extroverts. I value participation. I want everyone to have a chance to have their ideas discussed and for their ideas to influence others. I don’t want to only hear the ideas of extroverts. The introverts are typically great observers, and logical, considered thinkers, which means their point of view brings something unique to the table. I want to hear from the introverts. Is it easier for some of the extroverts to contribute? Of course! However, some students are skilled in writing or math and will naturally, without much work, get A’s in those subjects. Others have to work harder — same goes here.
The important part of our conversation about introversion in our leadership class, is that the introverts have often felt that their peers who made themselves known, were outspoken and asked questions easily, got the teachers’ attention, which sometimes translates to more help, or even better grades and more leadership opportunities. The world seems to favor extroverts. For the first 2–3 weeks they probably sat back feeling like the underdog in a class about leadership, which they think will continue to provide acknowledgement and praise to their extroverted peers. I desperately want the introverts to be proud of where they fall on the Myers Briggs Personality Test. Being an introvert does not mean “leadership” isn’t about you. Close to half of our presidents have been introverts, including Barack Obama and Abraham Lincoln. Many CEOs are introverts, including Bill Gates, Mark Zuckerberg and Steve Jobs. Many celebrities are introverts, including Tom Hanks and Steve Spielberg.
http://www.huffingtonpost.com/news/famous-introverts/
As soon as the introverts realize they have been unfairly influenced by a culture that has failed to see the special value they bring, they start to perk up in my class. Suddenly, they see that some of the most important leadership traits are more closely connected with introversion than extroversion (creativity, power of observation, empathy). Equally fun is watching the extroverts give up some of the power of the classroom that they have held for the last 12 or more years and realize they may have unfairly obtained the right to rule this space and others. Students in this class do weekly meta-cognitive reflections. After this week of class, I love reading the reflections of the introverts. They start to acknowledge their leadership strengths, recognize their value and take an unspoken pledge to not relinquish absolute control to the extroverts. After this, the playing field starts to equal, and we can really start to talk about developing our leadership.
For more on the many unique talents of introverts:
https://www.ted.com/talks/susan_cain_the_power_of_introverts?language=en
