“Be yourself”. We have all heard this expression so many times, coming from so many people, that it has become hackneyed and questionable. We have read it in self-help books, we have heard our parents, teachers, and guidance counselors say it to us, and we have even said it to ourselves on occasion. Because, like any cliché, though it may be overused, there is an undeniable truth to it. The key to success and happiness is embracing our individuality. Yet, the same society that has worn out this phrase over hundreds of years doesn’t seem to follow its own advice. Society is constantly attempting to mold people into its idea of model citizens. This happens with a variety of qualities that might be considered undesirable, and it is plainly visible
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Introverts are actively discriminated in workplaces because of society’s tendency to favor extroverts. As Grant, Gino, and Hoffman found in their studies, 96% of managers and executives in companies are extroverts. This shows a clear inclination towards extroverts when it comes to leadership positions, as it is estimated that only half of the general population is extroverted. “In a 2006 survey, 65% of senior corporate executives viewed introversion as a barrier to leadership” (Grant, Gino, Hoffman). People might say that this makes sense, since it is a well-known fact that extroverts are better leaders. Leaders must be charismatic and strong, and these are clearly attributes that are more common in extroverts. However, research has shown that this preconception is false. “To be sure, extroverted leaders have important strengths. However, they also tend to command the center of attention and take over discussions. (…) In contrast, introverted leaders tend to listen more carefully and show greater receptivity to suggestions” (Grant, Gino, Hoffman). Their research has shown that introverted leaders are often more effective when dealing with proactive employees. Yet, most leaders in companies are extroverts, which means that introverts, despite being equally, or in some cases better qualified for leadership positions, are being passed over for them because of this distorted
Introverts are actively discriminated in workplaces because of society’s tendency to favor extroverts. As Grant, Gino, and Hoffman found in their studies, 96% of managers and executives in companies are extroverts. This shows a clear inclination towards extroverts when it comes to leadership positions, as it is estimated that only half of the general population is extroverted. “In a 2006 survey, 65% of senior corporate executives viewed introversion as a barrier to leadership” (Grant, Gino, Hoffman). People might say that this makes sense, since it is a well-known fact that extroverts are better leaders. Leaders must be charismatic and strong, and these are clearly attributes that are more common in extroverts. However, research has shown that this preconception is false. “To be sure, extroverted leaders have important strengths. However, they also tend to command the center of attention and take over discussions. (…) In contrast, introverted leaders tend to listen more carefully and show greater receptivity to suggestions” (Grant, Gino, Hoffman). Their research has shown that introverted leaders are often more effective when dealing with proactive employees. Yet, most leaders in companies are extroverts, which means that introverts, despite being equally, or in some cases better qualified for leadership positions, are being passed over for them because of this distorted