Any Introvert Who Can Nail These 5 Lessons Will Be Unstoppable

Any Introvert Who Can Nail These 5 Lessons Will Be UnstoppableAny Introvert Who Can Nail These 5 Lessons Will Be UnstoppableA leader is best when people barely know he exists. Of a good leader, who talks little, when his work is done, his aim fulfilled, they will say We did it ourselves.- Lao Tzu While it might not seems so from the outset, most introverts are in an ideal position to become leaders because of the nature of their personality. Introversion and extroversion are considered two opposing points on a scale, but in reality, everyone has certain elements of each trait.The main difference between the two types of personalities is that introverts tend to keep to themselves, reflecting mora on their own psychic conditions, while extroverts are mora social, finding inspiration from the world outside themselves. Introverts make excellent leaders, not necessarily by being social, but by applying their keen thoughts, sense of reflection, and attention to detail in all their project s as well as by forming deeper and more meaningful relationships with their cohorts (everybody knows small talk is an introverts anathema).According to the Lao Tzu quote above, these qualities also contribute in the work of the best leaders. As such, we have a number of world-renowned leaders who have upended their industries just by relying on the natural advantages of being introverted, such as Barack Obama, Mark Zuckerberg, Richard Branson, and J.K. Rowling.Lesson 1 Be Vocal About AccomplishmentsRegardless of the quality of the work they do, introverts tend to get overlooked because theyre not necessarily vocal about their accomplishments. After all, a programmer who quietly keeps to herself is not necessarily going to draw much attention, even if she produces amazing work. Introverts are famously averse to self-promotion, but are fundamentally successful at producing quality work.This makes moving up the chain much harder. Introverts need to have a good sense of what theyre good at, and be able to step up to defend their accomplishments to nab the positions they want.Lesson 2 Foster Deeper, More Meaningful Relationships with Primary Decision MakersOne misconception of introverts is that they are shy, afraid of socializing, or anti-social, when in fact introverts generate more energy through self-reflection. Its not that they cant talk to people, its that their energy levels dwindle during times of interaction.What this means is that when introverts do form new connections, they tend to dive deeper than superficial small talk and foster more meaningful relationships with the people they talk to. This is their advantage- it allows them to relate in a memorable way to the people they talk to. And by meeting more important people in their companies and sharing their unique ideas, introverts can stand out.Lesson 3 Apply the Attention to Detail and Listening Skills to Contribute More Thoughtful Ideas Into DiscussionsA common characteristic among introverts is a more refined attention to detail, and the ability to listen. As they spend so much time in their own heads, they can work out often overlooked aspects of certain projects, and follow their gut to important endpoints.Its these qualities that make them valuable members of any team. They think and listen first, and speak second. By harnessing this innate ability in larger discussions that include different points of views, itll be no time before the people around them start leaning in to hear more.Lesson 4 Take Time on Your Own to Recharge, But Challenge Yourself Socially Every DayMost introverts feel at their best when theyre on their own, so its important for their well-being to have a certain amount of time in a day set aside to recharge, reflect, and bask in isolation. However, its equally important that they take some time to challenge themselves socially and in a low-threat situations, like going out to lunch with colleagues and participating more than usual in meetings.One rule that known introvert Marissa Mayer uses to help her get through uncomfortable social situations is by glancing at her watch, setting a time for herself, and telling herself, You are not allowed to leave until this time. If you are still having a terrible time by this time, then you can leave. By forcing herself into that set timeframe, she is challenging herself to get over initial self-consciousness and opening herself up to the situation around her.Ive applied this in my own life. When Im at a networking event, I always set a time that I can leave. For me this is typically around 30 to 45 minutes after I get there. I can force myself to network as much as possible because I know I dont have to do it for that long, and this has helped me get over my introvertedness.Lesson 5 Use Social Media, Email, and Public Forums to Your Best AdvantageIntroverts might not be very active socially, but what they miss out on in lost interactions, they make up for in social media. Since introverts a re known to communicate better with the written word, particularly behind a screen, its no surprise that many are extremely savvy in social networking.Well, nows a great time to be social network savvy Having a big list of connections and the ability to write eloquent emails has never been more effective in convincing people of your skills and talents.Being an introvert does not mean you cannot be a leader. It simply means you need to learn to play up your strengths.More From Inc.How to Project Power in the Workplace5 Productivity Apps This Executive Swears ByThese 5 Phrases Will Make You a Better LeaderPhoto of people talking illustration courtesy of Shutterstock.

Three Clever Ploys for Dealing with Dumb Job Interview Questions From the CEO

Three Clever Ploys for Dealing with Dumb Job Interview Questions From the CEOThree Clever Ploys for Dealing with Dumb Job Interview Questions From the CEODont get tripped up by daft interview questions, by moving the conversation towards your ability to do the job.An article that promises We got 10 CEOs to tell us their one killer interview question for new hires ought to be full of impressive questions that directly connect the behavior and past performance of the candidate to the job, right?Unfortunately, no.As it happens, the ten CEOs that Quartz assembled have the usual mess of dumb questions, self-important nonsense, and bizarre voodoo rituals.And while theres a good explanation for how even the top dog at a company can end up asking the worst interview questions, the important outcome for you is to make sure that dumb questions dont keep you from landing a great gig.These bad questions shouldnt cause you concern, and in fact, theyre an opportunity for you to shine by gently mov ing your answers to the core of what really matters - your likely success in the job.Interviews are strange, of course. Its tough for you to get a feel for whether youre supposed to be buddies with the person across the table, or be trying to impress them, or puffing yourself up. Thats why its so common to have a bit of sympathy for anybody whos going on a job interview - almost everybody says good luckBut we should also have a dash of compassion for the person doing the interviewing. As behauptung CEO questions confirm, most interviewers in the United States are horribly trained - if trained at all - and are often just thrown into interviewing without preparation, education, or practice.Thats how you wind up on the receiving end of questions like these - and lets face it - these are terrible questions Talk to me about when you were seven or eight. Who did you want to be? A key test comes early in the meal I give them the wine list. I told him to sing for us Would you rather b e respected or feared?The reason theyre terrible is they have nothing to do with job performance.And I dont just mean directly. There are plenty of questions that are not directly about how you did your job that are nonetheless effective in assessing future job performance (Ken Moelis Monopoly question being a good example of assessing analytic skills via non-job-related subject matter.)What I mean is that these questions are not predictive of future job performance. There is nothing about what you wanted at eight years old, how well you know your way around a wine list, or your propensity to sing in public that has any ability to determine whether or not youll be good at the role youre interviewing for.So lets get to the practical matter how should you handle dumb questions from the CEO, or anybody else, in an interview?Here are your three clever ploys for dealing with interview oddities. You can use some variation of these responses, always delivered in a pleasant, accommodating, welcoming way, to move the conversation to the substance of your ability to do the job.The But What About Me? MoveWhat are you trying to understand better about my background with this question? Perhaps I can help clarify something I havent made clear.The Let Me Highlight What I *Am* Good At GambitI think what youre trying to ask is whether Im good at ___________ fill in the blank with something youre good at. Let me share with you the time thatThe Jiu Jitsu, Turn-It-Right-Around-And-Send-It-Back ActionI know this job is important for your team / group / company. What would be the answer youre looking for from somebody in this role, and I can tell you if I match up with that?Each of these moves, alone or in combination, can help you keep your interview flowing in the right direction. So rather than frittering away valuable interview time on answering daft questions, or getting annoyed with an praktikant interviewer, turn the conversation towards something that puts your abilities in a better light.For exampleWould you rather be respected or feared?Help me understand what are you trying to assess about my experience with that question. Whether Im effective at motivating people, right? Well, let me tell you about the time thatSing for us.I think what youre trying to ask is whether Im comfortable in front of audiences, and the answer is definitely not Thats why Im applying for this economics analyst job. Numbers sing to me, I dont sing for themWhat did you want to be when you were seven or eight?Great question, and I know this job is important for your team. What kind of answer are you looking for from the candidate youll hire for this role? And then I can tell you whether I match up with that.In every case, turn the conversation back to the job, your experience, and how your background indicates that youll be successful in this role.And with that, have a great week in the job searchIm rooting for you

These are the 4 steps to a healthy mentor-mentee relationship

These are the 4 steps to a healthy berater-mentee relationshipThese are the 4 steps to a healthy berater-mentee relationshipEvery working professional dreams of having a mentor in their field who believes in them.At their best, mentors are the senior advisors you can call on in times of crisis, the ones who guide you when you stray. Theyre thesuccessful Big Names with the clout to pluck you out of obscurity and introduce you to all the right people.Its a beneficial relationship for both the junior lebensgefhrte seeking guidance and the senior one dispensing wisdom. Mentors get the pride and joy of helping a future star succeed, mentees get the much-needed confidence and network to succeed.But behauptung relationships can deteriorate quickly when the mentor-mentee relationship is seen as a transaction where mentorship goes in, and success magically comes out. Usually, these relationships fail when one side doesnt see that having a mentor is a two-way street.Heres what mentors and ment ees need to do to prevent their partnership from souring.1) Set time-management expectations from the beginningMentees need to realize that their mentors times is valuable. Mentees should not schedule a meeting at the last minute. There should be no late-night Hail Mary texts demanding career advice on whether or not they should take the job. These excessive communications do not reflect well on you, the mentee. It makes it seem as if you dont respect your mentors time.As the senior partner in this relationship, mentors should set the example and delineate time parameters from the beginning. Say what times and days you can be available to be contacted. Be firm that if your mentee cannot make a time, they must give at least 24-hours notice.2) Clarify what you need and what you can giveAsking for a mentor is not sending a vague, generic request to pick a successful persons brain. The foundation to a good mentee-mentor relationship begins with both sides being clear about what they wan t and what they can bring to the table.Harvard Business Review outlines what a mentee should know about what they want before seeking out a mentor. Do you need a coach to work through performance-related issues, a sponsor who can champion your promotion, or a connector with access to the relationships you need to do your job well? Knowing what you want is critical to not wasting yours or your mentors time.For mentors, its important to set and manage expectations from the beginning about what you can offer your mentee advice on negotiating a contract, a connection to that important person, or ongoing feedback on projects. When a mentee is being vague about goals, a good mentor will kindly ask him or her to be specific about how they can help, so that the mentor can redirect them to the right person.That means no meet-ups for career advice coffee until everyone is on the same page about what this meeting will entail.3) Facilitate the good energyMentorship should be energizing for both sides. But not everyone has the spirit to be a mentor. Not everyone has the maturity to be a mentee. Before you embark on a mentor-mentee relationship, its good to choose your dance partner wisely.For mentees, that means not being a vampire draining the life fromthemby asking many questions or sending excessive communications, according to Harvard Business Review.For mentors, that means facilitating your mentees growth and not immediately shutting down your mentees ideas. Consider the off-the-wall, ambitious idea of your mentee. Theyre entrusting you with their hopes and fears. Good mentors encourage their mentees energy. They acknowledge that their mentees success will look different from their own.4) Acknowledge the work that goes inAbove all, being a good mentor or mentee means acknowledging the work thats going into making this relationship work. For mentees, it means thanking your mentor for their advice in words and through actions.For mentors, it means going the extra mile t o help bring out the best in someone. In a world where our careers are long and winding, roles can be reversed and the mentor can one day become the mentee.As journalist Ann Friedman explains this two-way street, You should always be kissing down and sideways, to the people who are going to be working alongside you and coming up behind you. Im really aware of my impending irrelevance, Friedman told the Longform podcast. I want there to be some journalist who remembers when I got on the phone with her in 2013 and helped her negotiate for her first salary and throws me a bone. I think about that moment a lot.