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Show Notes

Are you an introvert who finds it challenging to speak up and be heard in the workplace? Do you want to create a psychologically safe environment that supports introverts and allows their unique strengths to flourish? If so, this episode of The Quiet And Strong Podcast is for you. Join your host, David Hall, as he delves into the topic of “Cultivating Psychological Safety for Introverts in the Workplace.”

In this episode, David explores the concept of psychological safety and its crucial role in empowering introverts to thrive. Drawing on insights from the book “The Four Stages of Psychological Safety” by Timothy R Clark, David reveals strategies and reflection questions that can help both individuals and organizations foster a psychologically safe environment.

From understanding the differences between introverts and extroverts to celebrating learning from mistakes and challenging the status quo, David provides valuable takeaways for listeners. You’ll discover how to create an inclusive and supportive workplace culture that allows introverts to shine and contribute meaningfully, while still embracing their natural preferences.

By tuning in to this episode, you will learn how to cultivate a psychologically safe environment that values introverts’ unique strengths, allows them to speak up confidently, and enables them to make a positive impact in their careers. Don’t miss out on this opportunity to gain valuable insights and practical strategies for personal and professional growth.

Tune in to The Quiet And Strong Podcast now and join David as he explores the world of psychological safety and empowers introverts to thrive in the workplace.

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Books referenced in this episode:

The Four Stages of Psychological Safety” by Timothy R Clark

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Contact the Host of the Quiet and Strong Podcast:

David Hall

Author, Speaker, Educator, Podcaster

quietandstrong.com
Gobio.link/quietandstrong
david [at] quietandstrong.com

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Timestamped Overview

[00:00:35] A podcast discusses gaining confidence as an introvert, sharing strategies and the importance of embracing vulnerability.

[00:03:29] Do you believe in equality and accept others? Encourage growth and support? Grant autonomy and challenge the status quo? Aim for psychological safety and inclusion.

[00:09:26] Challenging the status quo drives innovation, growth, and competitiveness.

[00:12:36] Psychological safety empowers introverts to contribute in a supportive, inclusive environment.

[00:13:36] Accept things out of your control, change environment if needed, find a place to grow and be heard. Explore more episodes and take a free personality assessment.


Podcast Transcript

David Hall [00:00:10]:

Hello, and welcome to episode 133 of the Quiet and Strong Podcasts, especially for introverts. I’m your host, David Holl, and the creator of Quiet and Strong .com. This is a weekly podcast dedicated to understanding the strengths and needs of introverts. Intro version is not something to fix, but to be embraced. Normally, we’ll air each episode on a Monday. Be sure to subscribe on your favorite platform. Leave a review. That would mean a lot to me.

David Hall [00:00:35]:

Tell a friend about the podcast. I’ll get the word out there. The intro version is a beautiful thing. On the podcast, we talk a lot about how to gain confidence when it’s lacking, and having your voice heard as an introvert. Of course, not all introverts lack confidence, as I know many confident and even outspoken introverts. But when you’re lacking confidence, understanding and embracing introversion along with some success strategies geared towards introvert and take you far. In episode 125, we discussed how introverts can gain confidence, specifically focusing on strategies for building self assurance, embracing your introverted nature, we can gain confidence through self awareness, preparation, practice, gradual exposure to new experiences, setting realistic goals, and taking care of ourselves through recharge time, and allowing time for thinking, focus, and reflection. We also discussed the importance of embracing vulnerability, utilizing introverted strengths seeking support from like minded individuals or coaches.

David Hall [00:01:40]:

Remember, confidence is not about becoming an extrovert. but about embracing your authentic self and recognizing the worth and strength that introversion brings. About the same time I recorded this episode, I had a couple different guests on the podcast bring up the concept of psychological safety. I was also coming across it in some things I was reading. And when I’m hearing about something over and over again, I try and pay attention. So after a recent episode I had with my guest, Joanna Rabo, she recommended a great book, the Four stages of psychological safety, defining the path to inclusion and innovation by Timothy R Clark. I’ve been reading it now, and I highly recommend it. I’ll add it to the show notes.

David Hall [00:02:26]:

So in the book, Clark defined psychological safety this way. Psychological safety is a condition In which you feel included, safe to learn, safe to contribute, safe to challenge the status quo. All without fear of being embarrassed, marginalized, or punished in some way. So not only do introvert need to become self aware to gain confidence, they also need to have a psychological safe environment to feel included. To learn and grow, have their voice heard, and feel comfortable to challenge the way things have always been done. It’s important for both introverts and extroverts to have a cycle with to have a psychologically safe environment to thrive. However, the strengths and needs of introverts and extroverts can be very different, and that needs to be understood by individuals, leaders, informal leaders, and all in the organization. So to start with, Clark Gibbs, 4 reflection questions that you can ask yourself.

David Hall [00:03:29]:

1st, do you truly believe that all men and women are created equal And do you accept others and welcome them into your society simply because they possess flesh and blood even if their values differ from your own? 2nd, without bias or discrimination, you encourage others to learn and grow, and you support them in that process. even when they lack confidence or make mistakes. 3rd, do you grant others maximum autonomy to contribute in their own way as they demonstrate their ability to deliver results. 4th, do you consistently invite others to challenge the status quote in order to make things better, and are you personally prepared to be wrong based on the humility and learning mindset you have developed? So what do you think about those questions? How are you doing on contributing to a psychologically safe environment? And, of course, this can be a work in progress. It can take some time. But where are you? So let’s start with inclusion. Why is this important? As human beings, we wanna feel connected. and that we belong.

David Hall [00:04:37]:

So here’s some key reasons why inclusion is important. Inclusion ensures that everyone, regardless of their background, identity or characteristics is treated with respect. It promotes a society where everyone has a fair chance to succeed and contribute. Inclusion brings together individuals with diverse backgrounds, experiences, perspectives. This diversity fosters creativity innovation, and problem solving by allowing for a wide range of ideas and viewpoints. Inclusive environments encourage collaboration and teamwork among individuals from different backgrounds. When people feel included and valued, They’re more likely to work together effectively, share knowledge, and support one another. Personal growth and development for inclusion provides individuals with an opportunity to learn from others who have different perspectives and experiences.

David Hall [00:05:30]:

This exposure helps broaden understanding challenge biases, and develop empathy and cultural competence. Inclusive societies promote social cohesion, by fostering a sense of belonging community among all members. It reduces divisions, discrimination, exclusion, leading to stronger relationships and a more harmonious atmosphere. And next, we need to make it okay to make mistakes. It’s often said that experience is the best teacher. Success comes from trying things out, making mistakes, reflection, and continuous improvement. This reminds me of the story of Thomas Edison and the light bulb. It’s often misrepresented as the tale of failure.

David Hall [00:06:19]:

While it’s true that Edison faced numerous challenges and setbacks during his quest to invent a practical and commercially viable electric light bulb, It’d be incorrect to say failed at it. When he asked about this repeated failure, he famously said, I have not failed. I just found 10,000 ways that won’t work for that quote. A 1000 ways, 2000 ways. So it just depends on where you read. But You found 10,000 ways that won’t work. As I’m recording, I’m grateful to have some light in the studio, and I’m happy that innocent didn’t give up. You can foster a culture that embraces learning and growth, and here’s some strategies.

David Hall [00:06:59]:

Lead by example, show vulnerability, and admit your own mistakes. This sets a positive tone and encourages others to do the same. Encourage open communication. creating an environment where people feel comfortable sharing their mistakes without fear of judgment or punishment. Emphasize that mistakes are opportunities for learning and improvement. Well, mistakes happen. Focus on learning rather than blaming or criticizing. Help individuals understand it.

David Hall [00:07:28]:

You know? What went wrong? And how can we improve for the future? And promote a growth mindset, encouraged the belief that abilities and skills can be developed through effort and practice. emphasize that mistakes are part of the learning process and should be embraced as opportunities for growth. Celebrate learning in progress. Recognize and celebrate the lessons, learn from mistakes. I like the positive outcomes that result from taking risks and trying new approaches. And, honestly, sometimes it’s not even a mistake, but you just realize, you know what? Here’s something I can now do better. And to make it psychologically safe to contribute, think about these steps. Encourage open communication.

David Hall [00:08:15]:

Promote open dialogue and active listening where individuals feel comfortable expressing their thoughts, opinions, concerns without fear of judgment, or retribution. Empower autonomy and decision making. Grant individuals the autonomy to make decisions and contribute in their own unique way. Trust their abilities and provide them with necessary resources and support to succeed. And then challenging the status quo is important. because it drives innovation, growth, and progress. The world’s always changing. We needed to continuously innovate to do our best work and stay relevant.

David Hall [00:08:52]:

I worked at blockbuster video during college, and they were everywhere. They just put many mom and pop shops out of business. And now, many years later, I hear that there’s one hold out left when there used to be so many. I wonder how things could have been different. There could have been things they could have done to challenge the status quo. Here’s some key reasons why challenging the status quo is beneficial. Challenging the status quo encourages new ideas approaches solutions. It pushes us to question existing norms, systems, practices.

David Hall [00:09:26]:

leading to innovative breakthroughs and advancement. By challenging the status quo, we can identify areas for improvement and feel better and find better ways to doing things. It helps us to avoid complacency and stagnation, fostering a culture of continuous learning and growth. The world is constantly evolving, and what worked in the past may not be effective in the present or future. Challaching the status quo allows us to adapt, change our circumstances, embrace new technology, and stay ahead of the curve. Organizations and individuals that challenge the status quo often gain a competitive edge, they’re more likely to identify emerging trends, seize opportunities. and differentiate themselves from others in the market. By challenging the status quo, we foster a culture of curiosity critical thinking, innovation, enables us to push boundaries, explore new possibilities, and create positive change in our personal and professional lives.

David Hall [00:10:24]:

So so far, everything that we’ve talked about have been for introverts and extroverts. So let’s talk just a little bit more about what introverts might need specifically. So for introvert psychological safety, can play a crucial role in ensuring their well-being, enabling them to thrive in social and professional settings. Here’s how psychological safety is relevant for introverts. In psychologically safe environments, introverts can feel accepted and valued for their unique qualities and contributions. When they feel safe, they’re more likely to share their perspectives, ideas, and skills without the fear of judgment or rejection. So provide encouragement to speak up. Introverts may be less inclined to speak up in large groups or fast paced discussions.

David Hall [00:11:12]:

However, in psychologically safe spaces, they’re more likely to voice their thoughts and participate actively. Knowing that their input will be respected and considered. It power others to set boundaries. Psychological safety allows introverts to set boundaries for themselves. such as needing time alone to recharge or having opportunities for one on one interactions. Feeling safe to express these needs helps prevent burnout and supports their overall well-being. Provide opportunities for thoughtful reflection. Introverts often prefer to process information internally before contributing to a discussion.

David Hall [00:11:50]:

In a psychologically safe environment, they have the space and time to reflect which can lead to more thoughtful and well articulated contributions. As introverts, we do best with preparation for meetings, presentations, speeches, in certain conversations. Recognize individual work styles. Psychological safety involves recognizing and respecting different work styles This acknowledgment benefits introverts as they may excel in independent tasks and creativity. when given the autonomy to work in ways that suit their preferences. Make it about the outcomes and not the process to get to the outcomes. Support social energy management. Introverts may find social interactions draining, especially in non supportive environments.

David Hall [00:12:36]:

Psychological safety allows them to navigate social situations with less anxiety, only they won’t be forced into uncomfortable or overwhelming interactions. In summary, psychological safety for introverts involves creating an inclusive and supportive environment that values their unique strengths. and provides ways for them to contribute in ways that align with their natural preferences by fostering psychological safety We can empower introverts to thrive and make meaningful contributions to the teams and organizations they belong to. So, again, wherever you are in the organization, You can promote psychological safety. It’s important for everyone, but understanding different individuals, both introverts and extroverts. And the many other nuances we have with our various needs, gifts, drinks is all part of this. It takes time to get to know people and time to create a psychologically safe environment, and no one is perfect. Keep working at it.

David Hall [00:13:36]:

There will be things outside of your control. You may decide it necessary eventually to change environments, and that’s okay. We should be in a place. or we feel we belong, we can learn and grow. Our valuable ideas are heard even if it changes the way things have always been done. Thank you so much for joining me. Hope you take some time to explore other episodes and learn from our amazing guests. Remember, if you’re interested in getting to know yourself better, there’s now a free type finder personality assessment on the quiet and strong website.

David Hall [00:14:13]:

This free assessment will give you a brief report, including the 4 letter Myers Briggs code. I’ll add a link to the show notes, and I’d love to connect with you Reach out at david@quietestrong.com, or check out the quietestrong.com website, which includes blog posts and links to social media for quiet and strong. Send me topics or guests you’d like to see on the show, and get to know your introverted strengths and needs and be strong.

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