Did you know that introverts have superpowers? Introvert superpowers are those useful skills that introverts have which are often missing from teams and groups.

Here are number of relevant articles, which I hope you find interesting.

The chemical nature of introversion

The chemical nature of introversion

Introversion is a personality factor which is at least partly explained by biochemical make up. Neurotransmitters are chemicals we all have inside us. Two which are highly relevant to introversion and extroversion.

Dopamine helps us prepare for time with people and challenges. Introverts are more sensitive to it than extroverts, so get tired around people more quickly

Acetylcholine increases alertness and blood flow to the prefrontal cortex, where introverts have thicker grey matter. This is where abstract thought and decision-making are seen.

So introversion / extroversion is real. Introverts going to find some things harder than extroverts and be better at others. A good leader will help their whole team work on their joint strengths.

How do you lead people to get the most from all of them?

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Introvert friendly communication

Introvert friendly communication

Many people struggle to get introverts to communicate with them. This can be especially frustrating in business when a leader wants some of quieter team members to “open up more”. The benefit of doing so is less frustration (both leader and introvert), better team work, better productivity and better staff retention.

Understanding key introvert / extrovert differences (internal processing, people energy and preference for quieter locations) will allow you help others communicate more easily to (plan in advance, allow them more time to reply, and create suitable breaks). The article ends with 10 specific tips to improve a conversation with an introvert.

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How to recruit introverts

How to recruit introverts

Introverts form a third to a half of the population and many selection processes put them at a disadvantage. Not because they can’t do the job, but because many recruiters are subconsciously biased in their search. Recruiting the best person for your role is not about introversion or extroversion, but the competencies and team fit you need.

Planning in more detail before even advertising the role allows you to write the advert more effectively, get a better pool of candidates and prepare better questions which are more likely to find you the person you need. The way you run the interview could also make it easier for extroverts to shine over introverts.

Being more structured in your interview will allow you to dig deeper into the skills you seek, and reduce your subconscious (extrovert) bias. Making your decisions after the interviews, in a structured manner will allow you to select the best person.

This article has eight tips to help you.

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