Do You Over Value Loquacious Staff Members?


Although Estes attended every board meeting and did a great job auditing financials, I don’t remember him saying six sentences in twelve meetings.

In the midst of discussing a complex fund raiser involving multiple chefs, donated food, and unpredictable weather, Estes said, “I’d like to chair this project.”

Estes’ seemingly bold statement shocked eight other confident board members into silence. After a pause, Estes repeated, “I’d like to lead this effort.”

Because I had judged Estes as the classic, withdrawn introvert, he would have been the last member I would have chosen for this purpose. But since no other members seemed anxious to tackle the challenge, we reluctantly accepted Estes’ offer. As you might guess, Estes did a superb job planning, coordinating and executing the event to great success.

I think managers and peers often over value talkative extroverts while short-changing quiet, unassuming introverts. Recent research by Professor Cameron Anderson and others suggests that extroverts tend to lose status over time as their performance falls short of expectations.

By contrast, while they may have fewer opportunities, the status of anxious and withdrawn introverts tends to increase over time as their unrealized talents produce above expectations.