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Introverts Are More Successful In Life

Introverts Are More Successful In Life

In a society where speaking up is associated with success, it is easy to see why extroverts are preferred over their quieter introverted counterparts. It seems that the bigger the personality the more likely an individual is to succeed in life. Fortunately for introverts, this is not true. There are a lot of traits that introverts have that go largely unnoticed and are actually major contributors to achieving success. Read on to see how an introvert can excel in life.

They are highly creative

Introverts often have strong creative abilities and know how to utilize them as well. Being creative can help them in the workplace because it allows them to think outside of the box for solutions. Introverts are also known to be great inventors because they know how to be innovative and meet the needs of a certain populations with a fresh new idea.

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They are great listeners

Introverts may be quiet, but that does not mean that they are not paying attention. While more extroverted personalities are stealing the spotlight, introverts are quietly observing everything around them and taking detailed notes. From workplace situation to personal relationships, being able to listen to others often give individuals an advantage because they notice the little details that are crucial to remedying a particular issue.

They are highly independent

Introverts tend to be alone to recharge and thus are highly independent because of this. Whether they are pursuing a personal hobby or a work-related assignment, they are able to avoid social distractions and really focus on the task on hand. While they can also be great team members their ability to work on their own makes them invaluable members of any team.

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They are trustworthy

Introverts can be trusted with confidential information, because they are more likely to not go around spilling the beans as more social extroverts might do. Creating this type of trust is important for success in life whether it is in the workplace creating alliances with co-workers or personal situations building trust that is the foundation of a healthy friendship.

They are self-aware

Introverts are often more in tune with how they present themselves to the world and thus are likely to use this to their advantage. Not only are introverts great listeners to others, but they are also great at self-reflection. Whether they are creating an engaging presentation during a work meeting or realizing their faults during a fight with their partner.

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They think before they speak

Another strength of introverts is that they think about what they are going to say before they speak. This is a great trait to have since the wrong words can be detrimental, whether in the workplace or in personal relationships. Introverts are great at gauging the situation around them and then carefully crafting meaningful thoughts to others. Introverts may not to say a lot in general, but when they do speak everyone makes sure to pay attention because they know they do not just blurt out what is on their minds.

They are sensitive

Introverts are successful because they are sensitive to other people’s needs. Whether they sense something that their boss needs before they are even asked or helping a friend out who is sick with extra T.L.C., these acts of thoughtfulness are always remembered and are replicated. In the future their boss will remember them going the extra mile when they are considering who deserves a promotion and friends will value their friendships with someone who was sensitive to their needs. Sensitive people are always thought of as vulnerable, but in this case sensitivity is definitely a strength.

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Featured photo credit: Flickr via flickr.com

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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