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Managing Introverts like Audrey Hepburn

Last Updated: April 7, 2022
By: Hope
By: Hope

What I Liked

What I Didn't Like

Before we get into it... who am i?

Always good to put a name to a face, so firstly, my name is Hope!

Like you, I was stuck working 8-10 hour days building someone else’s dream.

I worked at one of those cool tech companies that has omelet stations for breakfast & craft beer on tap for after hours.

To a lot of people that’s a dream, but to me… something was missing.

All I really wanted, was to actually enjoy life – more vacations, less stress, buy myself nice things without worrying about the cost… but that was something my 9-5 couldn’t provide me.

That was until a few years ago when I discovered a way to make money online by actually helping real people. 

People in this case were local business owners across the US.

Me and My Puppy

The page above is an example of how I do it. That one-page site generates $1,500/mo and I haven’t even touched it since it was put up.

That’s an $18,000/year raise from just one page.

That’s why local lead generation is my #1 business recommendation for recurring, semi-passive income. If you want to learn about that business model, click here.

Important: I am not an affiliate

for the opportunity in this review

Why Does That Matter?

A lot of course reviewers have no experience with any of the business models or programs they review, and so they’re just making stuff up.

They do that because they want you to click through their link to buy from the person that the review is about!

They have no clue what it’s actually like to run the different types of businesses they write about.
I have absolutely no relationship with this program, so you can rest easy knowing I’m going to give you my honest opinion.
This review is written based on my own experiences with this business model.

All that being said, let’s jump into things.

Managing Introverts like Audrey Hepburn

Management Monday: Managing and Motivating Introverts

Modern business is all about extroverts, teams and collaboration, which is great. However, history has proven that it’s important not to overlook the value of introverts. The world recognizes introverts such as Warren Buffet, Jo Rowling, Johnny DeppAudrey Hepburn and Steven Spielberg as some of the most impactful leaders, artists and innovators. It would be a shame for the business world to burn-out or suppress a future Warren Buffet. Workplaces are much more attune to nurturing extrovert talent and often don’t understand how to help rather than stifle bright introverts.

It is important to understand that introverts are an important asset to the business world. Healthy companies need both to survive. In fact, studies by psychologists Mihaly Csikszentmihalyi and Gregory Feist reveal that often the most creative people in many fields are introverted (New York Times). Below are some tips to help introverts feel welcome and part of the team, without overwhelming them. Different tips are right for different scenarios.


Managing Introverts:

1)      Introverts can be vocal on topics of interest to them. During team meetings, find ways to incorporate their interests into the discussion, which will help get them to start talking.

2)      Naturally, introverts internalize a lot. Know that it will help motivate an introvert if they’re in an environment where they have time to process and think. To put this to use, practice having two weekly meetings, one in which problems, goals and ideas are laid out and a second where the team is invited to discussion. This gives the introverts time to mull over the topics.

3)      Introverts are likelier to share their ideas in writing than they are trying to win out over other people’s voices. Try having everyone turn in any ideas they have on paper during the week and then discuss them as a whole.

4)      Make the work space friendly to introverts. Provide areas in the office that are quiet and secluded where people can think.

5)      Avoid making the mistake of trying to make introverts into extroverts. At the National Cancer Institute in Bethesda, Maryland, gene specialist Dean Hamer conducted a study revealing that the D4DR gene on Chromosome 11 affects dopamine, a neurotransmitter connected to excitement, motivation and physical activity. Extroverts have a long D4DR gene and as a result require more external input to maintain their level of drive. Introverts, on the other hand, have a shortened version of this gene, so too much external excitement can exhaust them and disrupt their thinking (Chron and Collaborate). Introversion is not a defect. It is thought to be genetic and is a positive trait when embraced.

6)      Don’t overload introverts with meetings and phone calls. If an introvert is hired for the purpose of coming up with big ideas, it is important to give them quiet and uninterrupted time to do just that. Too often, introverts are given goals and strategic projects, but then bombarded with unnecessary internal and external communication, which blocks their progress. Monitor this for introverts in the office to help them thrive. While it is important for them to be aware and part of the team, it should be done tactfully.

7)      Another tactic is to set up one-on-one meetings more regularly and group meetings less often. Contrary to popular belief, most introverts are vocal and enjoy discussion, but prefer to talk with one person at a time. So balancing the amount of small and large meetings gives both introverts and extroverts opportunity to flourish.

8)      Another idea would be to create an introvert/extrovert friendly environment. Talk to employees about the genetic differences between both introverts and extroverts. Talk to them about the strengths and value of each. Establish a system where each employee is given a sign that reads introvert on one side and extrovert on the other. This sign can be hung on their door during their working (non-meeting) hours and flipped to the status of their choosing. This way introverts gain their valued quiet time, but extroverts who need discussion and collaboration to reboot know which other employees are on the same page at that time.

There’s no doubt that incorporating introverts on teams and motivating them is worth the effort. They are creative and bring a different form of innovation than extroverts, which is equally and sometimes more valuable. They are the ones who are always thinking, always strategizing and often working in isolation to produce brilliant outcomes, like introvert Bill Gates working alone on his computer to eventually develop Microsoft. Nurturing introverts isn’t rocket science, but it can be done and is worth the results. In the words of a famous introvert, Audrey Hepburn, “Nothing is impossible. The word itself says ‘I’m Possible!’”

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