Introversion in the workplace

Being visible at work has advantages. We're not talking about being flamboyant or drawing attention just for the sake of doing so. It's about making sure that your efforts, ideas, support, and contributions are seen, especially in remote work environments.

However… Introverts and people who struggle with their impostor syndrome tend to fall behind on this task. That's why today, we are going to help you understand where this shyness comes from and how to overcome it to shine at work. This is our agenda:

?? The root of introversion in the workplace

???? News: Remote work is now a right

?? Replicating leaders

?? Meditopia's content pick

We wrote the word shyness within quotation marks in the intro because being an introvert is not being shy. Introversion, in fact, is a personality trait and does not imply being afraid of something, much less feeling lonely.

Introverts enjoy subdued and solitary experiences, gaining energy from reflection and losing energy in social gatherings. They're fine on their own. However, this relative comfort zone can cause trouble at work.

You see, introverts can believe their contributions are not 100% necessary, so they wait for someone else to speak up before they do. They are prone to sharing ideas with peers but fail at advocating for themselves publicly.

Since they observe before acting, chances are other coworkers who aren't introverts take the lead and unintentionally shadow others.

If you identify as an introvert and wish to become more visible at work, here are some tips:

So, dear introvert. Next time you're in a meeting, a workshop, or in a brainstorming session, go from ?? Ugh, to ?? Let's do this!

We all know that since the pandemic, remote work has become a highly demanded modality. However, since many companies had to adapt so fast in no time, very few had the chance to actually develop adequate practices to work from home without affecting people's work conditions and mental health. Well, now it's different.

Irish workers now have the right to request remote work from their employers. This is an innovative move based on the Work Life Balance Act, established in 2023.

Employees can make a remote working or flexible working request from their first day of employment but must have 6 months of employment before any arrangement starts. Also, any request must be made at least 8 weeks before the date the employee wants to start the proposed arrangement.

And, of course, remote work also includes several requirements and clauses to make sure it's implemented the right way for both the company and the employee.

This opportunity is not only beneficial for employees who look forward to improving their physical and mental health, it also sets a new precedent for other countries to benefit both, themselves and their talent, of remote work positions.

Let's not forget that, besides the evident comfort, remote and flexible work arrangements allow employees to reconcile with their personal lives on a different level. Reducing commute time and expenses, spending more time with their loved ones, and ensuring better recovery from different mental health and physical conditions are among the most important advantages.

Do you think in the next five years, remote work will be the norm? Would you request it or would you still choose working in the office?

We have talked about introverts already. But what happens with those that are not introverts at all? If you're a manager, you probably already pictured in your mind those employees that have no issue proposing new ideas and showing their worth. Could you use their skills for something else?

The answer is yes, you can turn these leaders into leader replicants. Their role would be to encourage other employees to speak their mind, take the initiative, and enhance their contributions in the workplace.

Here are some steps to develop more leaders within your organization:

1. Identify Innate Leaders: Meet with them and encourage them to support others. This does not make them managers per se, but it does turn them into a figure that people trust and admire.

2. Leadership Training Workshops: Conduct regular workshops focusing on leadership skills, effective communication, and conflict resolution. Equip employees with the tools they need to lead and inspire others.

3. Delegate Responsibility: Gradually delegate leadership responsibilities to potential leaders. This provides them with hands-on experience and builds confidence in their ability to lead.

4. Set Clear Expectations: Clearly communicate expectations for leadership qualities and behaviors. This clarity helps employees understand what is valued and expected from them in leadership roles.

5. Encourage Knowledge Sharing: Create platforms for leaders to share their experiences, insights, and success stories. Workshops and masterclasses are great formats to promote a culture of openness and learning.

6. Lead by Example: Encourage innate leaders to lead by example. Demonstrating positive leadership behaviors creates a model for others to follow and replicate.

By implementing these strategies, companies can transform their innate leaders into leader replicants, fostering a dynamic and empowered workforce that contributes to improved profits and a positive work environment.

Cultivate tools to foster productive responses to unpleasant emotions, address performance-related challenges like imposter syndrome, and manage workplace relationships effectively. Listen to our expert-guided podcast:

Thank you for joining us today in our latest The Professional Zen edition. We hope you develop the courage to speak up more often at work and encourage more people around you to become leaders and drive your company to a higher level.

Please feel free to share this newsletter with your managers and coworkers. You could be inspiring those around you with a very simple action.

See you next month!