Awareness of introversion as a normal and healthy trait in over half of the population is growing.  

Introverted leaders are naturally prone to slowing things down, not acting impulsively, and exercising prudence or wisdom in making decisions that will impact the organization.

There are several reasons why any one of us could feel a bit out of sync with others in the workplace. 

The most successful leaders must learn to identify the two opposing yet necessary leadership styles and include both to create healthy balance.

My first career was in architecture. My father was an architect and it came naturally to me as well. Right out of college, I took a job at a local firm that specialized in school design. Because I had interned with my dad during my college years, I was able to shorten the three years required prior to taking the licensure exam down to two. I took the California architecture exam consisting of nine sections over three days and passed it the first time. With my new license in hand, it didn’t take long for my dad to suggest that we go into business together.

For many Americans, the two remaining presidential choices share a perceived concern that looms large related to personal character, or a potential lack thereof.

Every time I speak to a group of people, there are some in the crowd who’ve never heard the term “ambivert.”

There is a changing of the guard in the American workplace. Boomers are retiring. Busters remain only a small minority. Millennials are now the majority. Generation 2020 is coming.

“Introverts can’t be leaders.  Leaders need to be charismatic, decisive, take-charge kinds of people.”

It’s a common myth that introverts can’t be great leaders. This is due to the fact that leadership theories have favored extroverts for centuries.

Pretending to be someone you’re not is never a great idea. 

Loyalty is the capacity to stick to and stand by a person, a cause or an organization.