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15 Things That Introverts Would Never Tell You

15 Things That Introverts Would Never Tell You

Introverts get a bad rap in a world that celebrates extroversion and “people-persons”. There are things introverts wish you knew about them that would help any relationship or situation. For instance, we are not anti-social or depressed, we’re just different. In fact, many envy us for our self-contained, cool manner that keeps others calm, focused, and safe. People love us, in secret. As introverts, we have many “ways” that only our closest friends understand. Here are several things about introverts you may not know.

We don’t care about your birthday.

Any introvert who works in an office knows how it feels to be hustled for birthday cake money. It makes us squirm when a random office person cheerily volunteers that it happens to be their birthday. We think they expect us to respond with like enthusiasm and interest, and maybe even accept their invitation to join them for drinks with a group of about 300 other random people to celebrate. Three hundred is a bit of an exaggeration, but feels that way to an introvert who just wants to go home. If you don’t invite us, we’re not offended. We’re relieved.

We don’t need you to care about our birthday.

Yeah, we don’t. We have friends who genuinely know us and care, if we care. However, an interesting thing about introverts, is some don’t need to celebrate it. We’re okay with quietly honouring the day on our own or with a group of friends we’ve carefully selected. We don’t have to let the world know.

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We are not really listening as you recount your weekend.

Unless you are part of our circle of friends, we don’t care what you did last weekend. We are of the mind that everyone has a right to privacy, and if you chose to spend it in a drunken stupor or beating down the door of your ex, then that is up to you. We don’t judge, and find it takes too much energy to give it to people we don’t know. Just because we work with you, that doesn’t mean we know you.

We hate crowds.

Large groups of people make us tired. All the stimulation of having so many different types from all walks of life can make us a little woozy. Some introverts are empaths, so they tend to take on the energy of others easily. We sometimes feel like we “know” everyone in the room and get easily overwhelmed with the swirl of activity.

We don’t really like networking events.

This is especially hard for introverts who run a business. Networking makes us feel like we have to perform. We struggle to say the right thing and listen attentively. We don’t really care since we don’t know you. Even in business, we have to feel connected to someone on another level to get the most out of a networking type of event. This takes time, and choosing the right event, and coming up with a plan to offer value to others, while getting some for ourselves.

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We force ourselves to act like we like you.

This is the nasty truth. We know who we like and don’t. It can stem from many reasons that can have its roots in childhood to what we ate for breakfast this morning. Don’t take it personally. We appreciate honesty, and sometimes it hurts. To survive, we have to supersede these feelings and be nice. Nice can be harder than being real.

We know how to get stuff done.

We pack our alone time with activities–projects, phone calls, emails, rough drafts and blueprints for world takeover of our next big idea (which we have lots of). We value solitude because it lets us experiment with new concepts, plan and stretch our imagination. Anything is possible when we spend time alone, and what we create may change our lives, and yours, too.

We like to write things out.

We love email because it helps us get what we need without interruptions. Interruptions throw us off course, and we need to expend more energy to get back on track. So, please don’t call unless it is a close-ended question.

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We feel safe with the right people.

When we have the right people in our lives, we give our all. We give our best selves. We become protective warriors who will fight almost any cause for someone we love. Just ask our friends. We blossom in the right company, and shine. It takes us time to find the right people, and when we do, we don’t hold back.

We do have friends, who really like us.

Introverts like people, and people like us. Most introverts have no issue with hanging out in groups, and spending time with others. If we have friends, it’s because we consciously chose them. We’ve put effort into the relationship, and our friends know that. We go to bars, parties, and meet new people. The difference is that not everyone we meet becomes a friend.

We can do the extrovert thing, for a while.

We have to do that to get along. We can be the life of the party, host the networking event, and be the chairperson of the charity. We do this willingly, knowing that at the end of the day we can go home. When we get there, it may take days, or weeks to replenish ourselves, and feel ready to do that again.

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We are not shy, rude or uptight.

At first, we may seem that way. Get to know us, and we can actually make you laugh, and hold a conversation that lasts more than 15 minutes. The thing is, we don’t share this with everyone. Being “social” or “sociable” is an option, not a way of being. We can’t fake happy or excited really well, and we show what we think on our face, not as much in our words.

We are okay alone.

We have lots going on in our heads and don’t need more. Unlike our extrovert counterparts, we don’t need others for stimulation. We’re constantly working out life in our heads. We entertain ourselves with creative projects and know how to take ourselves out for a good time. More people, means more stuff to deal with, and we’ve got enough of our own energy to hold.

We hate small talk.

We’re thinkers, and we relish conversations about big ideas, theories and ideals. We rarely get into small talk and do so comfortably.

We make a choice to be with you–appreciate it.

We value our alone time and are picky about who we let in. Letting in the wrong person will drain us, leaving nothing for ourselves. We tend to attract extroverts who suck our energy, and search out likeminded introverts for our groundedness, deep thinking and sense of control. We appreciate our time with other introverts and have an understanding of each other’s limits and boundaries.

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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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