Irritatingly Insightful: How Your Quirkiness May Uncover Leadership Superpowers
“Normal is overrated. Embrace your quirks; they might just be your superpowers in disguise.”
~Kurtis Graham
I once had a desk seated across from a colleague who had a curious habit of always clipping his nails at his desk during phone calls. The steady rhythm of clicks seemed to amplify with each nail, becoming more noticeable over time. Another memorable instance involved a one-on-one discussion with a colleague who incessantly tapped a pen on the table until I ripped it out of his hand and cracked a joke about the utility of that pencil as an instrument of pain.
Now, to be fair, we all have our quirks, and I'm no exception. As a child, I had a penchant for humming incessantly in the back seat of the car, much to the chagrin of my eldest sister. Even now, I find myself occasionally humming along to a catchy tune on the radio, though my wife has devised an effective strategy to put an end to it.
Our Quirks are What Give Us Character
We all have charming quirks tied to our personalities that influence how we perceive others' behaviors. Innocent quirks can become irritating based on our personality types.
In this article, we explore how these irritations may provide insights into our personality types and help unlock our leadership strengths. Join as we dive into five scenarios to identify your leadership style.
Style # 1: Stop being so dismissive. Can you relate?
Imagine being in a meeting, trying to contribute, but two team members repeatedly talk over you. Your frustrations grow, and you let out sighs in the hope of being noticed. Not only do they critique your ideas relentlessly, but they also dismiss your genuine concerns about the company's strategy. Your patience wears thin, and you're frustrated by the lack of acknowledgment.
You Might Be the Emotionally Sensitive Leader:
This style of leadership values emotional intelligence, empathy, and the creation of a supportive and compassionate team environment. Emotionally sensitive leaders are skilled in providing emotional support, demonstrating empathy, and nurturing a safe space for open discussions about challenges and worries.
Style #2: Why can’t they just show up on time? Can you relate?
Picture this: You're enroute to a team event at an annual conference. The plan was crystal clear—meet your colleague in the lobby at 7:00 sharp. You left no room for error, as 7:00 allowed just enough time to catch the bus.
However, as the clock hits 7:10, your colleague is noticeably absent. Frustration brews within you, a common reaction given this recurring situation. Your colleague seems adept at evading commitments, a pattern you recently discussed with them. You invested time in a heartfelt conversation, explaining how their behavior affects those around them and even crafted a plan to expedite their preparations.
Yet, it seems that reminders and habit-building have entirely eluded your team member. Their actions reflect a chaotic disregard for established norms and a lack of respect for the schedules that keep things running smoothly. You want to shake them and yell: "Could you please show some courtesy and consideration for others?"
You Might Be the Conscientious Leader:
Recognized for your meticulous organization and an unwavering focus on efficiency, Conscientious leaders navigate the business landscape with precision. They approach their roles with a structured methodology, setting clear objectives, and meticulously planning the path ahead, ensuring tasks are executed with accuracy and purpose.
Style #3: Left out, but let it slide. Can you relate?
Imagine a draining week, culminating in a crucial project update to the management team. However, mere hours before the presentation, reviewing the final slides reveals that the changes you advocated for have been overlooked.
Frustration bubbles beneath the surface, but you choose to let it go, given the heightened emotions within the team discussions. You enter the presentation carrying the weight of your team's decisions made without your input—it feels personal. When the management team questions the presentation's flaws, you shoulder the responsibility, even though your contributions formed the core of the supported strategy. True to your agreeable nature, you refrain from seeking credit, recognizing this as a collaborative effort.
You Might be the Agreeable Leader:
For agreeable leaders, recognition isn't your primary pursuit, but let's delve into the unique strengths that define your leadership style. Agreeable Leaders often excel in collaboration and fostering team cohesion. Your focus revolves around nurturing robust relationships, championing teamwork, and adeptly mediating conflicts to nurture a harmonious work environment.
Style #4: Let’s get this party started! Can you relate?
You eagerly anticipate a team-building event, envisioning a day of high-spirited interactions where you can shine. However, from the very start, the facilitator immerses everyone in introspective exercises, stifling your urge to crack jokes.
The day revolves around introspection, deviating from your expectations of high-energy festivities. During the group discussion, you keep trying to interject ideas to benefit the team. Sharing a personal event, you share many vivid details, causing discomfort among your team members, hoping the punchline justifies it all.
It's perplexing how they labeled this a "team-building" event when it felt like a day of "quiet reflection." Frustrating, right?
You Might Be the Extroverted Leader:
As an extroverted leader, your charisma, energy, and ability to engage others set you apart. Extroverted leaders are typically outgoing, approachable, bursting with energy, and have a knack for connecting with team members effortlessly. This leadership style naturally inspires team members with your enthusiasm, and you certainly know how to keep the team rallied around a lofty goal.
Style #5: Why are you so narrow minded? Can You Relate?
Imagine representing the marketing team in a project aimed at developing a ground-breaking technical product line for your company. You're brimming with innovative ideas and product features that could set your company apart. However, your enthusiasm wanes when the project leader imposes strict rules and guidelines for ideation.
This team appears to be overly fixated on practical and technical details, leaving you frustrated by their resistance to anything even moderately innovative or out-of-the-box. Admittedly, some of your ideas are bold, and you've been vocal about the need to explore new possibilities. You might have crossed a line when you described the project leader as "narrow-minded," but you believe it's essential to keep the creative process open and flowing.
You Might Be the Open Leader:
Leaders’ high in openness tend to be visionaries who embrace unconventional approaches and possess the ability to cultivate innovation within their teams. Open, innovative leaders play a pivotal role in shaping the future and devising fresh solutions to complex problems.
Closing Thoughts:
“Don’t be afraid to be a little ‘irritatingly’ different. It’s where your superpowers hide.”
~ Kurtis Graham
Your frustrations offer valuable insights into your leadership strengths and room for improvement. Recognizing these triggers is crucial. If irritation consistently outweighs positivity, it’s time to reflect and consider making potential adjustments. This may involve resetting expectations or pursuing further personal development.
Moreover, assess whether there's a misalignment between your vision and your company's direction. In such cases, exploring new roles or opportunities that better align with your strengths might be worthwhile.
Remember, your personality strengths contribute to business success. Embrace the idea of collaborating with individuals who complement your weaknesses with their strengths, building a synergy that benefits both parties and the organization.
Take Action This Week
Let’s put some perspective around our “quirks” and “irritations,” and see how we can leverage these as true superpowers. Here are 3 action steps you can take starting this week:
Reflect and Build Awareness: Take some time this week to reflect on your own quirks and how they might be perceived by others. Are there any habits or behaviours that you've noticed could be irritating to your colleagues or team members? Being self-aware is the first step in understanding your leadership style.
Journal Your Quirks: Start a journal this week where you document your quirks and how they manifest in various situations. Include details about when and why they might arise. This exercise can help you gain a deeper understanding of your quirks and their potential impact on your leadership style. It's a form of self-reflection that doesn't rely on external feedback but allows you to explore your quirks from your own perspective.
Adapt and Embrace: Once you've identified quirks that might need adjustment, work on adapting them in a way that aligns with your leadership style. For example, if you tend to be overly expressive during team meetings, find ways to channel that energy positively, such as by encouraging open discussions.
Embrace your unique qualities and find ways to leverage them as strengths in your leadership journey.
