Sept. 21, 2026

The Quiet Revolution: Mastering Your Inner Power

Show Notes
Transcript

In a culture that rewards the loudest voice in the room, how can we leverage the quiet ones? In this episode, we sit down with Veronica O'Donnell, to explore the mis-understood concept of "Quiet Power." We dive into the science of introversion, art of mindful leadership, and how to assert your presence without shouting. Whether you’re an introvert looking to own your space or a leader wanting to tap into the potential of your quietest team members, this episode will redefine being influential.

ASharpe Outlook is broadcast live Mondays at 8AM PT on K4HD Radio - Hollywood Talk Radio (www.k4hd.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). ASharpe Outlook TV Show is viewed on Talk 4 TV (www.talk4tv.com).

ASharpe Outlook Podcast is also available on Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

Become a supporter of this podcast: https://www.spreaker.com/podcast/asharpe-outlook--6643730/support.

WEBVTT

1
00:00:01.750 --> 00:00:04.530
Hello, and thank you for tuning in to A Sharp

2
00:00:04.650 --> 00:00:10.750
Outlook on K4HD Radio and Talk4TV. I am Angela Sharp,

3
00:00:10.910 --> 00:00:15.710
your host. Our armchair discussions with industry experts will give

4
00:00:15.750 --> 00:00:19.410
you the steps, tools, and information to be successful in

5
00:00:19.469 --> 00:00:25.019
business and to prepare you to be your best self. Hello,

6
00:00:25.039 --> 00:00:28.399
and thank you for joining us here at A Sharp Outlook.

7
00:00:29.239 --> 00:00:34.340
to have another thought-provoking conversation about just things that we

8
00:00:34.539 --> 00:00:38.810
experience on a daily basis. We're talking today about the

9
00:00:38.890 --> 00:00:45.789
quiet revolution, mastering your inner power. In a culture that

10
00:00:45.829 --> 00:00:50.259
rewards the loudest voices in the room, how can we

11
00:00:50.310 --> 00:00:55.219
leverage the quiet ones? So this episode, we're going to

12
00:00:55.280 --> 00:00:59.719
sit down and talk about how to be able to

13
00:01:00.479 --> 00:01:06.129
include those that they call introverts and talk about how

14
00:01:06.829 --> 00:01:13.109
they're often misunderstood and they really do have a quiet power.

15
00:01:14.390 --> 00:01:17.319
We're going to dive into the science of introversion, the

16
00:01:17.519 --> 00:01:21.900
art of mindful leadership, and how to assert your presence

17
00:01:21.959 --> 00:01:26.340
without shouting. Whether you're an introvert looking to own your

18
00:01:26.689 --> 00:01:30.150
space or or a leader wanted to tap into the

19
00:01:30.189 --> 00:01:35.810
potential of your quietest team members, this episode will redefine

20
00:01:35.950 --> 00:01:41.000
what it means to be influential. We as a society

21
00:01:41.359 --> 00:01:48.219
often confuse loud with leadership and quiet with weakness. We

22
00:01:48.260 --> 00:01:51.079
really need to get a better understanding with that because

23
00:01:51.739 --> 00:01:55.590
that's not the truth. Why is it that our society

24
00:01:55.689 --> 00:02:04.299
is so biased towards the loud, obnoxious, rude, mean, and heartless?

25
00:02:05.519 --> 00:02:09.840
Where did this misconception start? We're going to get some

26
00:02:09.990 --> 00:02:14.669
answers today. And I want to talk about this, what

27
00:02:14.710 --> 00:02:22.550
we call quiet power. How do we define quiet power? Well,

28
00:02:22.569 --> 00:02:24.650
there are many people, and I have worked for a

29
00:02:24.729 --> 00:02:28.680
long period of time, that are in the room, that

30
00:02:28.719 --> 00:02:33.659
are very intelligent, have good solutions, have great ideas. But

31
00:02:33.699 --> 00:02:37.340
because the other team members seem to be so loud

32
00:02:38.039 --> 00:02:43.000
or are louder than those particular people, they're always the

33
00:02:43.099 --> 00:02:46.009
ones that get all the attention. They're always the ones

34
00:02:46.370 --> 00:02:48.889
that get called to do the extra work. They're always

35
00:02:48.949 --> 00:02:53.969
the ones that are picked. Why is that? Does being

36
00:02:54.069 --> 00:02:58.509
loud make you smarter? Does being loud make you have

37
00:02:58.550 --> 00:03:03.629
better solutions? Does being loud make you anything other than

38
00:03:03.689 --> 00:03:09.520
just loud? And I'm not saying that you cannot stand

39
00:03:09.580 --> 00:03:14.219
by your opinion with confidence, but it doesn't have to

40
00:03:14.259 --> 00:03:19.129
be screaming. It doesn't need to be loud, certainly not

41
00:03:19.250 --> 00:03:23.310
obnoxious and rude. So what is it about our society

42
00:03:23.370 --> 00:03:27.009
that we are so hyped up and aggressive and loud

43
00:03:27.090 --> 00:03:31.469
that those that are more quiet but have just expert

44
00:03:31.530 --> 00:03:36.639
opinions and ideas and solutions and abilities are kept out

45
00:03:36.680 --> 00:03:40.939
of the conversation? And we really need to look at that,

46
00:03:41.620 --> 00:03:45.360
especially we that are in leadership. We need to ask

47
00:03:45.460 --> 00:03:49.199
questions of those that aren't making as much noise because

48
00:03:49.240 --> 00:03:52.229
sometimes the ones that are so loud are probably the

49
00:03:52.349 --> 00:03:56.449
ones that have less confidence than the ones that are quiet.

50
00:03:57.659 --> 00:04:00.900
Sometimes the ones that are quiet are quiet because they

51
00:04:00.960 --> 00:04:04.939
know what they're talking about. They don't need to send

52
00:04:05.020 --> 00:04:10.960
off fireworks and balloons to get attention. They just come

53
00:04:11.000 --> 00:04:14.219
up with the results and give the right answers so

54
00:04:14.259 --> 00:04:18.529
that companies are able to proceed and be successful in

55
00:04:18.569 --> 00:04:21.850
the directions that they're going. But when we have become

56
00:04:21.910 --> 00:04:27.589
so accustomed to all of the noise and the chaotic voices,

57
00:04:28.670 --> 00:04:32.310
and that's what your expectations are of your team, Well,

58
00:04:32.360 --> 00:04:35.720
there are some that are just not going to be

59
00:04:35.740 --> 00:04:39.439
a part of that, and you're missing out on great

60
00:04:39.519 --> 00:04:47.509
information and solutions that would really advance your organization. Imagine

61
00:04:47.550 --> 00:04:52.149
in the boardroom, you have a few team members in

62
00:04:52.189 --> 00:04:58.550
there doing a presentation to the board, and you have

63
00:04:58.610 --> 00:05:03.009
the quiet ones who, you know, pause and wait until

64
00:05:03.050 --> 00:05:05.370
they're actually addressed. And then you have the ones that

65
00:05:05.829 --> 00:05:10.649
interrupt the conversations and make sure that they're heard. I

66
00:05:10.730 --> 00:05:15.310
think maybe some of that is how our leadership is

67
00:05:15.569 --> 00:05:20.850
prepping our ones that are in that boardroom. We're telling

68
00:05:20.889 --> 00:05:28.339
them how to present their information. And then there's also this,

69
00:05:28.500 --> 00:05:31.079
like I said, we've gotten so used to the noise.

70
00:05:31.550 --> 00:05:34.689
And believe me, you can't turn on the television. You

71
00:05:34.709 --> 00:05:39.250
can't even watch a commercial without some type of loudness, rudeness,

72
00:05:39.850 --> 00:05:46.920
you know, obnoxious behavior, noise, some things inappropriate. And is

73
00:05:46.959 --> 00:05:50.800
this what we're becoming in society that it's just a

74
00:05:50.839 --> 00:05:54.959
bunch of noise and Instead of actual solutions. It's just

75
00:05:55.019 --> 00:05:59.259
a bunch of noise. Instead of actual conversation. It's just

76
00:05:59.339 --> 00:06:03.990
a bunch of noise. Instead of having. An actual team.

77
00:06:04.319 --> 00:06:08.930
That is being led. Where all participants are considered. A

78
00:06:08.990 --> 00:06:13.750
part of the program. The project. The idea. The creation.

79
00:06:14.930 --> 00:06:19.670
Because a lot of times. Especially. I had a show recently.

80
00:06:20.779 --> 00:06:24.139
Back last year, about this time, we were talking about

81
00:06:24.160 --> 00:06:29.290
those that are neurodivergent and being able to set up

82
00:06:29.470 --> 00:06:32.810
atmospheres where they're able to come into the workplace to work,

83
00:06:33.769 --> 00:06:37.189
maybe cutting out some of the noise, maybe softening some

84
00:06:37.230 --> 00:06:40.930
of the light and, you know, the things that kind

85
00:06:40.990 --> 00:06:47.279
of cause them to feel uncomfortable because they're I'm here

86
00:06:47.319 --> 00:06:50.300
to tell you some of them are the smartest, especially

87
00:06:50.319 --> 00:06:55.519
those in the tech world, especially those that are programming,

88
00:06:55.620 --> 00:07:03.019
especially those that understand science. They are brilliant. Their ideas

89
00:07:03.100 --> 00:07:07.800
are brilliant. Their brains just work differently, but they are smart.

90
00:07:07.860 --> 00:07:11.000
They have great ideas. They are ones that you would

91
00:07:11.079 --> 00:07:17.060
want to actually hear from. But because we have some

92
00:07:17.540 --> 00:07:22.040
misconceptions as to what their capabilities are, what they can do,

93
00:07:22.120 --> 00:07:25.839
what they can contribute. I'm here to tell you, you're

94
00:07:25.879 --> 00:07:32.439
missing out on some excellent talent. And maybe you might

95
00:07:32.500 --> 00:07:36.389
want to change the organization slightly. so that you bring

96
00:07:36.449 --> 00:07:40.199
them in, give them a great working environment, and you

97
00:07:40.319 --> 00:07:45.060
make it possible for them to show just how brilliant

98
00:07:45.100 --> 00:07:47.839
they are and give you the kind of answers that

99
00:07:47.980 --> 00:07:56.149
make your organization just shine, shine brighter than the competition

100
00:07:56.209 --> 00:08:00.149
because you've got the brightest ideas, you've got the best team,

101
00:08:00.709 --> 00:08:05.569
and you're hearing from the right people. But, you know,

102
00:08:06.350 --> 00:08:10.329
we have to decide whether or not we as leaders,

103
00:08:11.850 --> 00:08:17.019
we prefer to process, you know, I know those that

104
00:08:17.100 --> 00:08:21.879
are more quiet. They prefer to process internally and compete

105
00:08:22.160 --> 00:08:26.399
with someone who thinks out loud in real time. It's

106
00:08:26.560 --> 00:08:29.860
difficult for them to be able to do that. it's

107
00:08:29.920 --> 00:08:34.230
difficult because they are quiet because they do internalize their thinking,

108
00:08:34.269 --> 00:08:40.029
but when they actually, uh, communicate their solutions, they are superb.

109
00:08:41.049 --> 00:08:43.590
But when they are being put in a situation where

110
00:08:43.710 --> 00:08:46.879
they're having to compete for attention, they're having to compete,

111
00:08:47.100 --> 00:08:50.860
compete to be heard. And you have others that are

112
00:08:50.940 --> 00:08:55.799
so loud that, um, you're not even going to be

113
00:08:55.860 --> 00:09:00.799
able to be heard, then it creates an environment where

114
00:09:00.879 --> 00:09:06.120
this is not a competitive environment where everyone is given

115
00:09:06.159 --> 00:09:09.580
a chance to be heard. This is an environment where

116
00:09:10.659 --> 00:09:15.019
if these people get shouted down, they don't get considered

117
00:09:15.080 --> 00:09:17.919
at all. And this is where we really have some

118
00:09:17.970 --> 00:09:21.750
problems in our organizations when these kinds of behaviors are happening.

119
00:09:22.059 --> 00:09:24.919
And believe me, I know that these kinds of behaviors

120
00:09:24.960 --> 00:09:30.190
are happening in corporate environments. And maybe things would be

121
00:09:30.210 --> 00:09:32.210
a lot better and we wouldn't be looking for so

122
00:09:32.230 --> 00:09:36.549
many robots if we started actually listening to the human

123
00:09:37.429 --> 00:09:43.000
intelligence that's sitting right in front of you. Introversion isn't

124
00:09:44.059 --> 00:09:50.629
just a personality type. It's an energy management strategy. And

125
00:09:50.649 --> 00:09:52.549
this is what I want to say to all of

126
00:09:52.620 --> 00:09:57.090
you that you say that you're introverts. You're not loud.

127
00:09:57.179 --> 00:10:01.259
You're more quiet with your information. your skills, your knowledge,

128
00:10:01.299 --> 00:10:07.399
your solutions. What I'm saying to you is let's change

129
00:10:08.820 --> 00:10:13.679
the idea. You're not an introvert. You're just someone that

130
00:10:13.759 --> 00:10:19.539
manages your strategies internally. And you want to share it.

131
00:10:20.629 --> 00:10:26.450
And I call it, and so does a guest, Veronica O'Donnell.

132
00:10:27.029 --> 00:10:34.480
She says, quiet power is for those who actually are introverts.

133
00:10:35.360 --> 00:10:42.000
You have a quiet power, and it is unbelievable. And

134
00:10:42.159 --> 00:10:47.549
it brings so much opportunity to others that are there

135
00:10:47.970 --> 00:10:51.840
that maybe aren't as noisy anymore. I want to encourage

136
00:10:51.879 --> 00:10:56.779
you not to hold this in, not to hide, not

137
00:10:56.840 --> 00:11:01.080
to be afraid, not to be ashamed. You are intelligent.

138
00:11:01.120 --> 00:11:06.710
You are smart. You actually have a way of thinking

139
00:11:06.809 --> 00:11:09.379
and getting solutions, but you just don't need to go and,

140
00:11:09.629 --> 00:11:14.090
like I said, send off fireworks to get attention. You

141
00:11:14.129 --> 00:11:18.190
just sit there until someone notices that you're there. And

142
00:11:18.230 --> 00:11:21.879
I'm saying leaders, leaders. Let them have an opportunity to

143
00:11:21.980 --> 00:11:28.200
speak because they do have great solutions. The extroverts, they

144
00:11:28.240 --> 00:11:33.860
generally aren't listening. And so they just begin speaking. They

145
00:11:33.899 --> 00:11:37.159
just begin talking. Sometimes it's not even on the topic.

146
00:11:37.200 --> 00:11:44.490
They're just talking. And that behavior, it kind of intimidates

147
00:11:45.470 --> 00:11:48.789
those that are more quiet and And we need to

148
00:11:48.889 --> 00:11:53.970
find a situation where you can better invite that quiet

149
00:11:54.070 --> 00:12:00.320
power into your ideas, into your projects, into the things

150
00:12:00.379 --> 00:12:04.240
that you're trying to achieve and goals, and have a

151
00:12:04.320 --> 00:12:10.200
collaborative environment without putting people on the spot. I know

152
00:12:10.240 --> 00:12:14.820
when I first started working years ago, and I was

153
00:12:14.879 --> 00:12:20.190
working in... accounting and finance and during that time you

154
00:12:20.230 --> 00:12:26.330
know computers and technology and software and all of that

155
00:12:26.370 --> 00:12:30.129
stuff was starting to become very prevalent and so you

156
00:12:30.169 --> 00:12:34.669
had to learn about it and and if you didn't

157
00:12:34.720 --> 00:12:37.679
know when you were in college initially they weren't really

158
00:12:37.820 --> 00:12:40.879
offering the classes initially because it had not become a

159
00:12:40.940 --> 00:12:45.379
thing and so you were learning on the job and

160
00:12:45.460 --> 00:12:48.549
so A lot of people were very quiet. They didn't

161
00:12:49.129 --> 00:12:52.860
tell anyone that they understood. They didn't tell anyone that

162
00:12:52.889 --> 00:12:56.340
they could do the work. And so they weren't included

163
00:12:56.500 --> 00:12:59.179
in the teams that were doing a lot of the programming.

164
00:12:59.840 --> 00:13:03.759
They got left out. And I watched them. I saw that.

165
00:13:04.639 --> 00:13:09.899
And it broke them. It really did. I watched it,

166
00:13:10.049 --> 00:13:15.460
and it was so uncomfortable. I, myself... I might have

167
00:13:15.480 --> 00:13:19.240
been a little quiet, but I always stood up for myself.

168
00:13:19.799 --> 00:13:23.379
So I guess maybe I could have been considered one

169
00:13:23.399 --> 00:13:25.330
of the loud ones. I was going to make sure

170
00:13:25.470 --> 00:13:27.929
that I was heard, even though they didn't want to

171
00:13:27.970 --> 00:13:31.409
call on me. I always just made sure. I was like, oh, well,

172
00:13:31.710 --> 00:13:35.820
you know, everyone else had an opportunity to talk, but

173
00:13:35.889 --> 00:13:38.899
no one asked my opinion. Well, I have an opinion,

174
00:13:39.159 --> 00:13:42.179
so I'm going to express it right now while I

175
00:13:42.220 --> 00:13:44.960
have the floor. And then I would tell them what

176
00:13:45.000 --> 00:13:48.730
my thoughts were. And it's like, oh, wow, we never

177
00:13:48.759 --> 00:13:53.309
thought about it that way. Yeah. So now what are

178
00:13:53.330 --> 00:13:55.629
we going to do? Let's put this together and let's

179
00:13:55.669 --> 00:13:58.990
make things happen. And let's collaborate all of the ideas

180
00:13:59.350 --> 00:14:04.629
and let's go forward. So I understand how you can

181
00:14:04.669 --> 00:14:09.809
kind of be left out just because. But you still

182
00:14:09.850 --> 00:14:14.409
have that quiet power. and use it for an opportunity

183
00:14:14.649 --> 00:14:19.139
to be able to persuade those that are there. You know,

184
00:14:20.019 --> 00:14:23.360
silence is often seen as awkward. How do you turn

185
00:14:23.440 --> 00:14:27.960
silence into a tool for persuasion or negotiation? When that

186
00:14:28.059 --> 00:14:33.440
moment of silence starts in a conversation, when you're working

187
00:14:33.700 --> 00:14:37.460
on something that is going to be complex, or doesn't

188
00:14:37.480 --> 00:14:40.179
have to be so complex, but you're working with a

189
00:14:40.220 --> 00:14:46.340
team of people, Being able to voice your opinion and

190
00:14:46.419 --> 00:14:51.090
share your ideas, it is important. Because, like I said,

191
00:14:51.529 --> 00:14:54.769
just because you're loud doesn't necessarily mean that your solutions

192
00:14:54.809 --> 00:14:59.830
are the best. And right now in a society where

193
00:14:59.850 --> 00:15:03.639
people just run over others, It's going to be difficult,

194
00:15:03.679 --> 00:15:05.820
but I think, like I said, we need to start

195
00:15:05.879 --> 00:15:10.179
being more attentive to how our meetings are being conducted.

196
00:15:10.240 --> 00:15:13.799
We need to become more attentive as to everybody that's

197
00:15:13.879 --> 00:15:18.279
in the team is being addressed and given an opportunity

198
00:15:18.330 --> 00:15:22.370
to speak, whether they shout it out first or they're

199
00:15:22.389 --> 00:15:25.549
the last person to talk. They still have ideas, and

200
00:15:25.590 --> 00:15:30.889
I believe they need that opportunity to do that. And

201
00:15:30.929 --> 00:15:33.490
I know many of you have experienced this very thing

202
00:15:33.529 --> 00:15:36.269
that I'm talking about. So I want to ask, how

203
00:15:36.320 --> 00:15:43.700
do we advocate for ourselves in asking for promotions, pitching ideas,

204
00:15:44.360 --> 00:15:47.559
or standing our ground without feeling like we have to

205
00:15:47.639 --> 00:15:52.610
adopt a persona that's not our own? Those that are introverts,

206
00:15:52.950 --> 00:15:57.490
they are being forced to come outside of their personality

207
00:15:57.750 --> 00:16:01.460
and become someone that they're not. Just to have an

208
00:16:01.539 --> 00:16:04.919
opportunity to be heard. Just to have an opportunity to

209
00:16:04.990 --> 00:16:10.990
be considered in the team that's working together. We should

210
00:16:11.029 --> 00:16:15.389
not have working environments where it's so competitive. And I

211
00:16:15.429 --> 00:16:18.190
don't like the idea of you being competing with one

212
00:16:18.230 --> 00:16:22.529
another at work. You're a team. How are you competing

213
00:16:22.940 --> 00:16:26.360
against one another? If I'm in finance and you're over

214
00:16:26.419 --> 00:16:29.279
in sales or you're over in distribution or you're over

215
00:16:29.360 --> 00:16:33.720
in retail... how am I competing? We have different ideas

216
00:16:33.779 --> 00:16:36.679
because we're in different areas of the organization and we

217
00:16:36.700 --> 00:16:41.220
have different processes that we, you know, carry out and

218
00:16:41.360 --> 00:16:44.620
all of them are collaborated together so that they actually

219
00:16:44.679 --> 00:16:47.559
meet the goal because the processes are all now complete

220
00:16:47.600 --> 00:16:51.039
because everyone participated. But then when you try not to

221
00:16:51.120 --> 00:16:54.940
listen to someone because they're more quiet, you've missed a

222
00:16:55.080 --> 00:17:01.169
major step, a major process, a major, um, Arrangement that's

223
00:17:01.230 --> 00:17:04.490
going on and that's part of your processes that need

224
00:17:04.509 --> 00:17:08.490
to be complete so that everything flows the way it

225
00:17:08.569 --> 00:17:13.640
should flow. But how do we get us to change

226
00:17:13.680 --> 00:17:18.940
the environment so that we're not forcing people to be

227
00:17:19.000 --> 00:17:22.480
someone that they're not? Because they won't be successful at it.

228
00:17:22.809 --> 00:17:25.390
And then you'll be saying, hmm, I don't know about

229
00:17:25.430 --> 00:17:28.299
this person. Well, you're forcing them to be someone that

230
00:17:28.319 --> 00:17:33.339
they're not just so you will listen. We need to

231
00:17:33.660 --> 00:17:38.160
understand that we have quiet people and we have loud people.

232
00:17:39.940 --> 00:17:42.940
And the quiet people you wish would get corrected and

233
00:17:43.019 --> 00:17:47.509
stop being quiet. No, I don't think that's the idea.

234
00:17:47.650 --> 00:17:49.950
I don't think that's the thought. I don't think that

235
00:17:50.049 --> 00:17:52.630
is what is supposed to happen. I don't think that

236
00:17:52.650 --> 00:17:56.059
they need to change their personality of who they are

237
00:17:56.710 --> 00:17:59.279
or the way they communicate or the way they speak.

238
00:17:59.980 --> 00:18:04.779
I think the environment needs to change so that everyone,

239
00:18:05.339 --> 00:18:11.019
everyone's personality, whatever it is, they are considered part of

240
00:18:11.059 --> 00:18:15.380
the team and they get the same level of of

241
00:18:16.259 --> 00:18:21.990
respect and they are listened to just as much and

242
00:18:22.049 --> 00:18:26.430
as well as all the others who have been taking

243
00:18:26.549 --> 00:18:31.470
on this persona of being aggressive and pushing their way

244
00:18:32.380 --> 00:18:38.359
through the organization. I'm not sure when we all started

245
00:18:38.680 --> 00:18:42.519
behaving this way. I guess maybe some of the television

246
00:18:42.980 --> 00:18:47.670
programs we've been watching has influenced us to be mean girls,

247
00:18:47.730 --> 00:18:52.349
bad girls, you know, all these different things that we

248
00:18:52.410 --> 00:18:56.250
see visually. Now we want to become those. That's entertainment.

249
00:18:56.609 --> 00:18:59.430
And then there's the real world. And that's what we're

250
00:18:59.470 --> 00:19:05.869
wanting to make sure we understand. You know, If I

251
00:19:05.910 --> 00:19:11.710
was wanting to give some advice to someone who's feeling

252
00:19:11.750 --> 00:19:19.049
that they're being talked over, I would still say, remain

253
00:19:19.089 --> 00:19:25.160
your authentic self. Be yourself. of who you are and

254
00:19:25.220 --> 00:19:27.640
try to be someone else just so that you can

255
00:19:27.680 --> 00:19:30.980
be heard or so that you can appear to be

256
00:19:31.079 --> 00:19:34.920
someone that can be promoted or just to make people

257
00:19:35.029 --> 00:19:38.109
like you or whatever it is. You're going to end

258
00:19:38.230 --> 00:19:43.910
up internally inside yourself. You're not going to be feeling

259
00:19:44.430 --> 00:19:48.009
good about yourself. You're not going to be feeling that

260
00:19:48.069 --> 00:19:51.119
you are who you are. You're going to feel like

261
00:19:51.160 --> 00:19:57.140
you've betrayed and you've got the imposter syndrome. You're trying

262
00:19:57.180 --> 00:20:00.509
to pretend you're someone that you're not. You need to

263
00:20:00.569 --> 00:20:05.250
be you. And this is who you are. And that

264
00:20:05.289 --> 00:20:10.650
doesn't change your abilities. It doesn't change your intelligence. It

265
00:20:10.690 --> 00:20:14.750
doesn't change how much you know and all the wonderful

266
00:20:14.809 --> 00:20:20.589
things you're able to create. Don't let the loudness force

267
00:20:20.630 --> 00:20:23.269
you to be someone else because you're going to be

268
00:20:23.309 --> 00:20:28.150
unhappy with that. Use that, as I said before, as

269
00:20:28.269 --> 00:20:34.009
your quiet power and you just bring your presentation when

270
00:20:34.069 --> 00:20:37.450
people are quiet enough to hear what you have to say.

271
00:20:38.960 --> 00:20:42.539
And if you do that often enough, they're going to

272
00:20:42.599 --> 00:20:45.640
know who you are. They're going to understand that's who

273
00:20:45.680 --> 00:20:48.319
you are. And they're going to give you the space

274
00:20:48.720 --> 00:20:54.250
that you need because they love your solutions. They love

275
00:20:54.269 --> 00:20:59.829
your ideas. They love what you have to offer to

276
00:20:59.849 --> 00:21:05.289
the organization. So you definitely want to just be you

277
00:21:06.269 --> 00:21:12.609
and not change. Instead, we spend a lot of time

278
00:21:13.730 --> 00:21:19.509
teaching introverts how to survive in a loud world instead

279
00:21:19.549 --> 00:21:24.390
of doing, as I said before, changing the work environment

280
00:21:24.650 --> 00:21:30.630
to accommodate for those that are quiet also. It's not

281
00:21:30.670 --> 00:21:35.619
a difficult change in the organization. It's called respect. And

282
00:21:35.670 --> 00:21:40.680
if you have an environment where everyone is respected, everyone

283
00:21:40.880 --> 00:21:46.319
is a part of the team, everyone is encouraged to

284
00:21:46.380 --> 00:21:51.259
bring ideas, then you won't have this competition about the

285
00:21:51.319 --> 00:21:54.920
loud one trying to shut down those that are more quiet.

286
00:21:55.900 --> 00:21:58.940
But that is an organizational problem. It is not the

287
00:21:59.000 --> 00:22:02.740
problem of the introverts. It is not the problem of

288
00:22:02.809 --> 00:22:09.220
the neurodivergence. The problem is the work environment, which is, hello, leaders.

289
00:22:09.599 --> 00:22:14.140
That is your responsibility to change the working environment so

290
00:22:14.180 --> 00:22:18.180
that all people are considered and a part of the

291
00:22:18.279 --> 00:22:24.150
team and everyone's voice is included and considered in the

292
00:22:24.190 --> 00:22:29.410
decision making. That is a leadership issue. That is not

293
00:22:29.930 --> 00:22:38.009
the problem of the individuals in your organization. If you're

294
00:22:39.029 --> 00:22:44.789
a CEO of a company, what structural changes would you

295
00:22:44.890 --> 00:22:48.869
make to ensure the most thoughtful ideas rise to the

296
00:22:48.930 --> 00:22:53.700
top rather than just the loudest ones? I'm asking you

297
00:22:53.759 --> 00:22:57.740
that question, you leaders that are out there. What are

298
00:22:57.759 --> 00:23:01.240
you going to change in your organization to make sure

299
00:23:01.779 --> 00:23:07.500
that everyone is heard? You're the CEO. You're the CFO.

300
00:23:08.240 --> 00:23:13.420
You're the director. You're the VP. You're the leader. What

301
00:23:13.460 --> 00:23:16.140
are you going to do to make sure that every

302
00:23:16.279 --> 00:23:19.900
voice is heard? What changes are you going to make

303
00:23:21.619 --> 00:23:26.400
to make sure others are not left out just because

304
00:23:27.019 --> 00:23:31.789
they're not yelling and screaming their ideas? And in fact,

305
00:23:31.809 --> 00:23:36.099
I probably, well, I know I will. You don't have

306
00:23:36.140 --> 00:23:40.480
to scream your ideas. You don't have to shout over

307
00:23:40.500 --> 00:23:45.880
other people. In fact, it would even be nicer if

308
00:23:45.940 --> 00:23:51.150
you would encourage the more quiet ones to speak up.

309
00:23:52.390 --> 00:23:59.890
Give them the space. Say, hey, we haven't heard from Linda. Hey,

310
00:23:59.910 --> 00:24:02.779
we haven't heard from Charles over there. We want to

311
00:24:02.839 --> 00:24:06.140
hear your ideas. We want to make sure everybody's included.

312
00:24:06.809 --> 00:24:11.609
I've been in organizations and I've seen that happen and

313
00:24:11.650 --> 00:24:18.769
I've seen how well they operate because everybody is included

314
00:24:19.230 --> 00:24:24.960
in the conversation. Everyone feels that they are equally valued

315
00:24:25.279 --> 00:24:32.779
in the organization. That's very important. When you're in a

316
00:24:32.819 --> 00:24:36.819
meeting and someone asks a question that requires deep thought,

317
00:24:39.279 --> 00:24:44.119
how do you think about how much time they're taking

318
00:24:46.920 --> 00:24:53.589
and giving you an answer? Because sometimes like the quick answer,

319
00:24:54.369 --> 00:24:56.690
it's an answer, but is it the solution you were

320
00:24:56.710 --> 00:25:01.309
looking for? So it's not about being quick. Because quick

321
00:25:01.349 --> 00:25:06.240
doesn't mean right. In fact, let's talk about quick. We

322
00:25:06.359 --> 00:25:09.819
went out there and started turning things all over to

323
00:25:09.960 --> 00:25:15.599
AI so that we could get information quickly and found

324
00:25:15.799 --> 00:25:19.759
out it doesn't work out that well. Because if your

325
00:25:19.799 --> 00:25:23.890
processes are not in order and you don't have these

326
00:25:23.990 --> 00:25:29.480
things already working efficiently, The only thing you're getting are

327
00:25:29.529 --> 00:25:34.329
bad results faster. You're not getting good results. This is

328
00:25:34.369 --> 00:25:38.269
what happens when we don't understand what's going on in

329
00:25:38.329 --> 00:25:43.869
our organizations. The one thing I would like to say

330
00:25:43.890 --> 00:25:51.299
if there's an introvert and you're in a meeting and

331
00:25:51.339 --> 00:25:55.910
someone asks a question that requires deep thought, How do

332
00:25:55.950 --> 00:26:01.410
you buy yourself time to think without feeling pressure to

333
00:26:01.450 --> 00:26:05.039
give a fast answer? First off, you should never feel

334
00:26:05.140 --> 00:26:11.220
pressured to give a fast answer. You should be pressured

335
00:26:11.619 --> 00:26:16.670
to give a right answer. And that takes time because

336
00:26:17.069 --> 00:26:22.619
there's a lot of analytics that in answering a solution.

337
00:26:22.940 --> 00:26:27.019
And sometimes if you don't have that immediate knowledge, you

338
00:26:27.059 --> 00:26:30.900
have to say, I'm not sure at this time, but

339
00:26:30.980 --> 00:26:33.579
I need to check out a few things and validate

340
00:26:34.019 --> 00:26:40.150
my ideas and then bring you back the solution that

341
00:26:40.210 --> 00:26:44.529
you're looking for. I don't want you to feel pressured

342
00:26:44.829 --> 00:26:47.690
that you have to give a quick answer just because

343
00:26:47.750 --> 00:26:50.440
there's loud people in the room. and then you give

344
00:26:50.480 --> 00:26:56.559
an answer that's incomplete or it's wrong. Buy yourself some

345
00:26:56.619 --> 00:27:00.119
time so that you can be able to present them

346
00:27:00.160 --> 00:27:04.099
with the answer that gives them the solutions they're looking for,

347
00:27:04.700 --> 00:27:11.279
not answering because you feel pressured to say something. Never

348
00:27:11.339 --> 00:27:15.819
be pressured, never feel pressured to just talk and start

349
00:27:16.279 --> 00:27:23.799
rattling off anything without First, analyzing it, verifying it, and

350
00:27:23.819 --> 00:27:27.779
then bringing an answer. Don't allow anyone to pressure you

351
00:27:27.980 --> 00:27:31.700
to be put in that spot. It's a trap. Don't

352
00:27:31.819 --> 00:27:40.029
do it. Don't feel that pressure. There's a huge difference

353
00:27:40.130 --> 00:27:47.529
between being introverted and being socially anxious. And I think

354
00:27:48.490 --> 00:27:52.569
these days, Because of a lot of the social media,

355
00:27:53.170 --> 00:27:56.579
because of a lot of the chaos and all of

356
00:27:56.680 --> 00:28:02.240
the anger and the rage and just the loudness everywhere,

357
00:28:04.180 --> 00:28:12.160
you're feeling like you're feeling anxiety that I've got to

358
00:28:12.220 --> 00:28:17.119
do the same thing. I'm here to say in organizations

359
00:28:17.180 --> 00:28:23.039
that are really moving forward and wanting to achieve their goals,

360
00:28:23.460 --> 00:28:29.990
meet their promises to their stockholders, meet their profit goals,

361
00:28:30.750 --> 00:28:36.289
meet all of their expenses, meet their growth plans, they're

362
00:28:36.329 --> 00:28:40.930
not looking for loud. They're looking for thoughtful. They're not

363
00:28:40.990 --> 00:28:46.289
looking for all of the chaos and noise. They really

364
00:28:46.410 --> 00:28:56.200
truly are looking for solutions. When you say solutions, Solutions

365
00:28:56.289 --> 00:28:59.470
gives you the whole path and pattern as to what

366
00:28:59.549 --> 00:29:03.609
is going on, and these are the expected results, and

367
00:29:04.009 --> 00:29:07.269
these are the things that will go wrong if you

368
00:29:07.349 --> 00:29:10.619
have not done this, this, this, this, and this. It

369
00:29:10.700 --> 00:29:13.119
shows the pros and cons. It has a lot of

370
00:29:13.180 --> 00:29:16.759
information in it. That's not a quick answer just because

371
00:29:16.779 --> 00:29:20.400
you're loud. You can't even give an answer like that

372
00:29:21.200 --> 00:29:27.750
because you're just shouting and being loud. And don't feel,

373
00:29:28.230 --> 00:29:29.660
and I know a lot of the people that are

374
00:29:29.680 --> 00:29:33.880
just making all that noise, they're feeling the social, they

375
00:29:33.900 --> 00:29:41.559
have that social anxiety because they're worried. are looking at

376
00:29:42.420 --> 00:29:45.640
the influencers and I don't want to say anything about

377
00:29:45.680 --> 00:29:49.920
influencers because I've got grandchildren that are in that realm.

378
00:29:52.000 --> 00:29:55.019
But I'm saying that there's a way to influence people

379
00:29:56.119 --> 00:29:59.779
and it's not necessarily just making a lot of noise.

380
00:30:01.869 --> 00:30:05.769
And what it's doing, those that don't feel comfortable being

381
00:30:05.809 --> 00:30:12.029
chaotic and loud and they are more introverts, they're hiding

382
00:30:12.950 --> 00:30:18.079
their quiet power behind a wall of fear. And they're

383
00:30:19.420 --> 00:30:23.859
simply choosing to be selective with their energy. And I

384
00:30:23.920 --> 00:30:27.000
don't blame you. Be selective with your energy. Don't get

385
00:30:27.099 --> 00:30:29.740
caught up in the noise. Don't get caught up in

386
00:30:29.769 --> 00:30:34.309
the hype. Don't get caught up in the chaos because

387
00:30:34.849 --> 00:30:40.890
that's a competitive area, first off, that's not you. And

388
00:30:40.910 --> 00:30:45.180
you don't need to become them to be heard. You

389
00:30:45.220 --> 00:30:50.700
be you. Quiet power is actually a choice. It's not

390
00:30:50.740 --> 00:30:56.299
a deficiency. It's a choice. Choose to have your quiet power.

391
00:30:57.200 --> 00:31:00.529
You will find that you will climb higher. So much

392
00:31:00.589 --> 00:31:07.529
faster because those that are in leadership, they are recognizing

393
00:31:07.819 --> 00:31:14.119
that you are very attentive to what you're doing, that

394
00:31:14.200 --> 00:31:19.819
you are waiting to find the right solutions instead of

395
00:31:19.859 --> 00:31:23.059
just answering to say, I know something that may not

396
00:31:23.099 --> 00:31:30.950

The Quiet Revolution: Mastering Your Inner Power

Listen On

Featured Episodes

Recent Episodes