If it is the fittest that will survive to the end, then as per the Biblical passage, the meek must be fit enough to earn inheritance of the earth. Throughout history, we have been witnesses to opposing – and sometimes ambiguous – blanket statements that have set the norms for social behavior and societal hierarchies.
Leadership is one such thing. Those who are in the position of leadership are looked upon for guidance, direction, and regulation. Successful leadership stems from a strong sense of confidence, which in turn leads to the ability to make key decisions for a group of people. But is there one size that fits all? Along with everything else, and especially in the face of the evolving, modern-day workspace, does this change too?
Challenge conventional thinking
As social animals, we have a tendency to equate capability or the ability to get things done with those who are extroverted. Extroverts seem more confident, energetic, engaging, and highly competent at bringing people together. In a workplace setting, and specifically in the area of disruptive innovation, assertiveness plays an important role.
However, perhaps, it is the traditional identities that need to be disrupted. While being farsighted and performance-driven will always remain relevant, leaders should consider and selectively adopt new identities. According to a thought-provoking research conducted by Adam Grant at the Wharton School, introverted leaders tend to deliver better results. This is because as team members introverts are more likely to participate proactively, and in leadership positions are far more lenient.
Extroverts, on the other hand, are more prone to seek control, which ultimately hampers the potential of the project. Introverts may not fare as well as their more talkative counterparts at pitches, or when it comes to the big-ticket presentations. But, their tolerant and accommodating attitude is conducive to innovation.
When we take a broad view of history, the most innovative people in any field are those who work in solitude. Introverts with their insightful and methodical approach are likely to fare better with data crunching, and data-backed discussions.
The big picture
In any team, it is the strength of the common goal that can inspire and motivate individuals. Introversion or extroversion only dictates the process of working that an individual may adopt based on his or her personality.
Effective leadership lies in finding ways to create unlimited potential with limited resources. That means, to be disruptive, you don’t need to advertise a personality-specific job vacancy or even disrupt your core offering. Business leaders must simply combine utilizing the right resources, along with simple applications, to bring about disruptive innovation. If you want to successfully challenge established businesses, the focus should be on building a unique business model for the market.
To do this, what businesses need are committed teams that can work well when thrown in together. However, brainstorming sessions in groups are viewed as less productive than when individual team members work alone, and then pool in their ideas. Why? This is because such processes bring about a sense of balance within an organization. This balance makes room for both introverts as well as extroverts, allowing both opportunities to foster excellence in an environment that suits them.
When companies create such a system of balance, growth becomes holistic. Through an equal amount of personal and professional development, every team member is empowered to tap into the diverse potential within themselves as well as those around them. And, yes, introverts can drive disruption.
27 November 2019
Should business leaders trust introverts to drive disruption?
- Posted by Awfis Editorial