The Introvert's Guide to Leadership Presence - Quiet Revolution
This is a professional note extracted from an online article.
Read more efficiently
Save what inspires you
IDEA EXTRACTED FROM:
Quieter people tend to make themselves small, tight. You don't have to make yourself large, just centered.
You may struggle with eye contact and need to learn how to focus your gaze to build leadership presence.
But controlling your gaze is not about going eyeball to eyeball. You have to try and make eye contact with each person, for at least five second.
You need to resonate your voice in your mouth, not your nasal passages or your throat.
To see what it feels like to have your voice resonate in your mouth, make an “mm” sound so that your lips begin to tingle. Then, say “me” and note what it sounds like. By moving your sound forward in your mouth, you will naturally develop more resonance.
You develop resonance through relaxation, not by force.
Keep your gestures fluid if you want to highlight your message and build your leadership presence.
If you are continuously moving your hands in the same way, you are connecting your behaviors to your feelings, consciously or not. You want your gestures to be connected to your message, not your mood.
Don’t just pace around the room—move with purpose.
SIMILAR ARTICLES & IDEAS:
If you recover your energy while alone or in quiet surroundings, you’re probably an introverted type of person.
You can experience the benefits of both types when you push yourself to ...
13 more ideas
Is the unspoken element of communication that we use to reveal our true feelings and emotions - gestures, facial expressions and posture.
When we are able t...
Signs of a disengaged, disinterested or unhappy audience:
Being aware of these signs can help you to adjust what you say and how you say it, so you can make him feel more at ease and receptive to your viewpoint
Some signs that people may be bored or disinterested in what you're saying:
When you notice that, you can re-engage people by asking a direct question, or by inviting people to contribute an idea.
3 more ideas
High-performing organizations deliver roughly five times as many positive statements (supportive, appreciative, encouraging) as negative ones (critical, disapproving, contradictory). That’s because...
We tend to focus on giving employees critical feedback. But, by focusing on their weaknesses, we only create competence. By focusing on their strengths, we create excellence.
Give equal measures of positive and negative feedback. We usually gloss over the strengths, but focus in great detail on the critical feedback. Add examples and details to your positive feedback.
Be objective when you speak about a negative event. Rather than placing blame or evaluating the problematic situation, describe it and its consequences, and suggest acceptable alternatives.
8 more ideas