Can introverts succeed in a people-centric career like HR?

The story titled Can introverts succeed in a people-centric career like HR?  talks about how introverts can thrive in HR roles and that leadership is more about alignment with people's needs than personality type. The article also highlights that success in HR is multifaceted, extending beyond personality types.

In the story, Rajiv Naithani, talks about the challenges and the misconception that HR professionals must be extroverted. He also emphasizes that effective HR leadership is about authenticity, commitment, and building genuine connections, showcasing and how introverts and extroverts can complement each other in creating a supportive workplace.

Read the original article here.

HR leaders are also synonymously referred to as people leaders. Most HR professionals often share that they are people persons and this attribute of theirs drove them into the HR domain. But is it necessary that one has to be a social butterfly to shine as an HR? What if a person isn’t that much extroverted? Can people with an introvert or ambivert nature successfully pursue a career in the HR domain? Does one’s introvertness become a hurdle to succeed in a people-centric career like HR? Let’s ask the HR leaders!

Highlights

• One doesn't have to be in the life of the party to be an influential HR leader.
• The reserved nature of introverts doesn't mean they lack communication skills; rather, they excel in their unique way by carefully considering their words and actively listening. This attentiveness allows them to pick up on subtle cues and understand others deeply, which is crucial in people management.
• Leadership is a skill attainable by introverts, extroverts or ambiverts alike. It's less about one's personality and more about doing what's right for the people one leads, in a way that feels authentic to oneself.
• While the HR profession often brings to mind the HR Generalist roles like recruitment and organizing fun activities/events, it also encompasses a wide range of roles, including performance management, compensation, payroll, organizational development, automation and analytics.
• It's not about whether a person is an introvert or an extrovert; it's about one’s commitment to the colleagues, their ability to inspire and guide, and most importantly, the genuine relationships they build that transcend personality types.

HR leaders are also synonymously referred to as people leaders. Most HR professionals often share that they are people persons and this attribute of theirs drove them into the HR domain. But is it necessary that one has to be a social butterfly to shine as an HR? What if a person isn’t that much extroverted? Can people with an introvert or ambivert nature successfully pursue a career in the HR domain? Does one’s introvertness become a hurdle to succeed in a people-centric career like HR? Let’s ask the HR leaders!

Reserved nature not equals lack of communication skills

Shefali Sharma Garg, Co-chief, People Success, Publicis Sapient, says, “Success in leadership, whether it’s in HR or any other people facing role, is about aligning one's personality with the people’s needs. It does not matter whether the individual is extroverted or introverted. Leadership is a skill that everyone must develop as they grow in their roles.”

“A good leader is someone who is a deep thinker, a listener and has empathy. The reserved nature of introverts doesn't mean they lack communication skills; rather, they excel in their unique way by carefully considering their words and actively listening. This attentiveness allows them to pick up on subtle cues and understand others deeply, which is crucial in people management,” Garg adds.

Early in her professional journey, Garg was advised by her supervisor that her introverted personality could make her appear unapproachable, a challenge that many introverts can relate to. “As a people leader, fostering open communication is essential, but it's a two-way street. For people to open up with me, I had to take the first step and I actively worked on this aspect. This is to underscore that leadership is a skill attainable by introverts, extroverts or ambiverts alike. It's less about one's personality and more about doing what's right for the people you lead, in a way that feels authentic to you,” she says.

Advt According to Garg, the key lies in embracing one’s authentic self and leveraging one’s inherent strengths. “To be an effective leader, you must bring your complete, genuine self to work. It's easier for everyone when you're genuine, as people can tell when you're not,” she points out.

Introvertness isn’t showstopper

Yadhu Kishore Nandikolla, Head of Human Resources, MassMutual India, too finds himself more aligned to the introvert spectrum. He says, “There are many advantages to being an introvert. People who are reticent or speak less are good listeners. Also, while speaking, I would soak in as much and validate all the angles before making a point. It also enables critical thinking to deep dive and think of possible solutions to a given problem. Once you establish your style of working, it's easier to communicate. This provides a boost to the professional relationship within teams and leadership.”

“Introvertness has never been a showstopper. It has never come in my way of performing my responsibilities as a professional. But when you collaborate as a professional, having a pro-people mindset gives you an edge over others,” Nandikolla adds.

HR job roles that ‘suit’ introverts

Devi Prasad Dash, Chief Human Resources Officer, Apollo Health & Lifestyle, says, “While it's true that certain HR responsibilities, such as conducting large group training sessions or leading organisation-wide initiatives, may pose challenges for introverts, it doesn't mean they can't excel in HR. They can thrive in roles better aligned with their personality, such as employee relations, conflict resolution, or data analysis within HR.”

Vijaya Krithika, AVP-HR, Movate, also opines that the success in HR is multifaceted, and it’s extending beyond one's personality type. In her personal experience, Krithika has come across many of her colleagues who are introverts and have excelled in their niche areas of HR. “It's a misconception that only extroverts succeed in HR careers. This misconception arises from a lack of awareness regarding the diverse career opportunities within HR,” she says.

Even though the HR profession often brings to mind the HR Generalist roles like recruitment and organizing fun activities/events, Krithika points out that it also encompasses a wide range of roles, including performance management, compensation, payroll, organizational development, automation and analytics.

“Some of these roles demand analytical thinking, problem-solving and strong written communication skills. In fact, the competencies needed for automation and analytics are similar to those of a technical or functional consultant in any other specialized field,” she says.

Ways to make introvert colleagues feel comfortable

In one of Devi Prasad’s previous assignments, he had an important task of organising a company-wide event to promote team building and employee engagement. And, the lead organiser in his team was more of an introverted person. The guy had to coordinate with various departments, senior executives and external vendors, which can be quite overwhelming for someone who leans toward introversion.

“To support him, we recognized his strengths and designed a communication plan that played to his abilities. Instead of expecting him to make big, flashy presentations to senior leaders, we had him create detailed proposals and communicate through written reports and emails. He excelled in this area, ensuring that all aspects of the event were well-documented and organized,” Devi Prasad says.

“Additionally, we made sure to provide him with a more extroverted colleague to handle face-to-face interactions, when necessary, which relieved some of the pressure on him. In the end, the event was a success, and his introverted nature didn't hinder his ability to excel in a role that required significant interaction. This example shows that with the right support and recognition of individual strengths, introverts can thrive in HR roles and contribute effectively to team projects,” he adds.

Devi Prasad also shares the 3C and 3S framework which will be useful to make introvert people succeed in HR:

1. a) 3C Framework Connect: Stress the ability of introverts to connect with employees. Counsel: Encourage them to provide thoughtful counsel. Contribute: Highlight the positive contributions introverts can make in HR.
2. b) 3S Framework Silent Strength: Acknowledge the strength in an introvert's quiet nature. Steadfast Support: Emphasise their ability to provide steady support. Subtle Solutions: Encourage them to find subtle yet effective solutions.

“In essence, introversion should be seen as a unique set of qualities that can be harnessed effectively in HR. What truly matters in a people-centric career is the ability to connect with others, understand their needs, and make positive contributions to the workplace. So, while extroversion may come more naturally to some HR professionals, introverts and ambiverts can equally make substantial contributions to the field by leveraging their inherent strengths,” Devi Prasad points out.

Commitment >> personality traits

Rajiv Naithani, Chief People Officer, Infogain, says it's a common misconception that to be in HR, one has to be the life of the party and the most vocal person in the room. “That's just not the case. Throughout my career in HR, I have come to appreciate that introversion is not a barrier to success in a people-centric profession like ours. Of course, HR does involve a fair amount of excitement and energy, especially when we're driving company initiatives or fostering team spirit. But what's more crucial is the ability to build trust and credibility,” he opines.

Naithani shares that his MBTI (Myers–Briggs Type Indicator) categorises him as an ESTJ (Extraverted, Observant, Thinking and Judging), who is typically aligned with the more outgoing and socially driven. However, in practice, he doesn’t always resonate with the extrovert's ease in certain social settings. “Large gatherings and parties aren't where I feel most at home, and sparking conversations with new faces isn't something that comes naturally to me,” he says.

“We excel in active listening, which is vital when you're dealing with sensitive issues or trying to understand the needs of employees. It's about being seen as a reliable advisor whose doors are always open. And, these are the areas where I find introverts excel because they create deep and meaningful connections. Our natural tendency to reflect deeply on problems means we often come up with well-thought-out solutions that truly address the core of the issues at hand,” Naithani adds.

Naithani recalls a particular professional event where mingling was the order of the day. There was an expectation (perhaps unspoken) that as an HR leader, he would be the one to circulate and animate the room. “That day, I felt the stretch of my social comfort more acutely than usual. Yet, this aspect of my personality has never truly hindered my professional responsibilities. It prompted me to develop strategies that play to my strengths, such as fostering in-depth discussions in smaller groups or connecting with individuals on a more personal level,” he says.

What Naithani learned is that leadership and professionalism aren't one-size-fits-all. It's about leveraging one’s unique blend of traits to fulfil their role effectively. “You don't have to be in the life of the party to be an influential HR leader. It's about being authentic, credible and committed to your values and the people you serve. And on this journey, I have found that my own blend of qualities has served me and my team well irrespective of whether I am a party person or not,” he points out.

Naithani reiterates that it's not about whether you're an introvert or an extrovert; it's about your commitment to your colleagues, your ability to inspire and guide, and most importantly, the genuine relationships you build that transcend personality types. “I have seen a beautiful balance in HR teams where the quiet thoughtfulness of introverts complements the dynamic energy of extroverts, together creating a workplace where everyone feels supported and understood,” he says.

Summing up, each personality trait is more of a permutations and combinations of multiple character traits within a spectrum rather than some distinct categories. People’s behaviour cannot be narrowed down and enclosed inside a fixed box. An ideal workplace has a space for everyone!