Archive for the ‘Satisfaction and Productivity’ Category

“There’s zero correlation between being the best talker and having the best ideas. Zero.” – Susan Cain

Susan Cain, author of Quiet: The Power of Introverts in a World That Can’t Stop Talking, contends that our society’s bias against introverts is costing us dearly. The one-third to one-half of our population who are on the introversion side of the introversion-extraversion spectrum are not given enough opportunity to thrive and make their best contribution in school, at work and elsewhere. The bias towards learning and working in groups most of the time, she states, stifles the creativity of introverts. Introverts (and extraverts) need time and space for creative thinking alone. Not getting this time and space is not just a source of frustration for people who are more introverted, it is a loss to our society and economy.

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What are introversion and extraversion anyway? Some people still confuse the two with being shy vs. outgoing. The simple explanation is that extraverts get stimulation from interacting with their environment more than from an internal source. Introverts are more likely to get overwhelmed by too much external stimulation. They get their energy more from within themselves. The two groups also process information and ideas differently. Introverts, generally, need to think before they talk, while extraverts find that talking helps them think. There is no absolute introvert or extravert. We all have elements of both, along a continuum. Those near the middle of the continuum are often called “ambiverts”. I happen to be an ambivert, comfortable in both worlds, but not wanting too much of either.

Whether you are an introvert, an extravert or an ambivert, paying attention to what Susan Cain has to say can help you develop the teams and the workplace culture that enable employees to give you their best. The first link, the best place to start, is an article by Susan that appeared on the Op Ed page of the New York Times on April 29^th of this year. It’s worth the time to read the article. If you like it, watch the video.

http://www.nytimes.com/2012/04/29/books/review/how-the-author-of-quiet-delivered-a-rousing-speech.html?pagewanted=1&_r=2&ref=books%23

Below is the link to Susan’s TED Talk video.

http://www.ted.com/talks/susan_cain_the_power_of_introverts.html

What are your own experiences of introverts and extraverts working together? Please add a comment.

To me, fostering job satisfaction among employees is essential to businesses and other organizations:

• Satisfied employees are engaged in the work they do and bring their best to their work;
• Engaged employees are not only happier but more productive;
• Higher productivity results in a better bottom line.

Job satisfaction, then, is not some airy-fairy concept that is irrelevant to creating a thriving organization. It is an essential ingredient. In his book, The Servant Leader, former Better Homes & Gardens executive James Autry states bluntly that “Business is about people. Business is of, by, about, and for people.” Some of those people are your clients and customers, of course; the others are your employees. If you ignore their needs and wants, you do so at your peril.

One thing that really disturbs me is how many people dislike the work that they do. It seems like a terrible waste. I have worked with thousands of people over the years and I know that everyone has activities that they love to do and are good at doing. Given that we spend the largest part of our waking existence working, whether we get paid or not, doing work that we hate is a waste of our talents, energy and lives. This is also a huge waste for employers, who so often get less than our best.

When people dislike their work, what is going on? It is probably for one or more of the following reasons:

• The work itself may be unpleasant, tedious, dangerous or demeaning;
• The work may be OK for some people, but it is not a good fit for their interests and abilities;
• The people they work with are not a good fit for them and are seen as negative;
• Their boss operates in a way that creates a negative atmosphere (at least for them);
• They don’t get support or appreciation for what they do; they aren’t listened to or valued (keys to job satisfaction for many people);
• They don’t believe the work they do is meaningful, worthwhile or makes a contribution.