Can Excessive Assertiveness be Harmful?
Let’s begin our discussion with the assumption that assertiveness is directly tied to the introversion-extroversion scale. In other words, individuals higher on the extroversion scale tend to be more assertive, while those higher on the introversion scale are less likely to be assertive.
In her book Quiet: The Power of Introverts in a World That Can’t Stop Talking, Susan Cain highlights an alarming trend. Historically, extroverts have been rewarded for their seemingly overabundant assertiveness, and until recently, the loudest voice in the room tended to get all the attention. However, this thinking is beginning to shift. As the world becomes more reliant on project work involving synergy and collaboration, we are realizing that a balanced level of assertiveness is becoming more desirable. We value individuals who express themselves when they have valuable input, but who also listen to and respect others’ viewpoints. Our experience shows that those who always speak first, try to dominate discussions, and relentlessly push their own agenda are struggling in this new way of working, where diversity of thought is driving organizational performance.
But how do you determine where an individual falls on the ‘assertiveness’ scale before you hire them? How do you know if their assertiveness level might hinder your team’s performance? That’s where we can help. Our proprietary Behavioral Metrics Survey (BMS) is designed to measure core behaviors, including assertiveness, to provide you with insights critical to your hiring decision process. We can provide you with an essential data point that has been proven to help organizations avoid a poor fit between the job candidate and the role.
For more information, go to www.pspmetrics.com.
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