Category Archives: Information Security

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Tara Hughes head shot

Episode 22: Tara Hughes–Unexpected Career Paths

Category:EDUCAUSE,Higher Education,Information Security,Introverted Leadership,Leadership,Podcast

Episode 022 Show Notes: Tara Hughes

Introduction

Tara Hughes head shot

Tara Hughes and Ben Woelk talk about their unexpected career paths as introverts with non-technical backgrounds working in Information Technology.

Key concepts

  • Emergency hires that become permanent positions
  • INFJ and managing students
  • Physical exercise and processing the day
  • Imposter Syndrome and panic attacks

Quotable

My path to my career is a little unusual–or at least it’s not the path that I would have envisioned.

I’m not one for more superficial relationships. That’s not where I shine. With counseling, I really wanted to have meaning to whatever I chose to do.

Exercise has probably been the number one thing that has helped me be able to process the day,…physical exertion helps me decompress from the mental exercise of always having to engage with people.

As an introvert, especially as an INFJ, I’m constantly assessing and reassessing. When I come out of a situation, I’m evaluating how did I do, could I have done better? And then that totally informs the next time.

I had a hard time wrapping my mind around how did they let me in and why….that was really intimidating and where the Imposter Syndrome was definitely rearing its ugly head. And I really struggled to understand how in the world I got included in this group.

Resources or Products Mentioned in this Episode

Links

Transcript

Ben: Joining us today is Tara Hughes. Tara is Interim Manager of Administrative Services at California State University-Channel Islands. I met Tara at the 2019 EDUCAUSE Security Professionals Conference in Chicago where Tara spoke on, “You’re All a Bunch of Phonies: Impostor Syndrome and Information Security.” The presentation was standing room only, and the attendees described it as very impactful. Given the struggles with self confidence many of us have as introverts, I thought it would be helpful to chat about impostor syndrome on the Hope for the Introvert podcast. You can contact Tara via email tara.hughes@CSCU.edu or through Linkedin, Tara Hughes and Twitter @TinyTara. I encourage our listeners to visit HopefortheIntrovert.com where you’ll find complete show notes including a transcript of today’s conversation.

Ben: Hi Tara.

Tara: Hello. Thanks for having me.

Ben: I’m excited that you’re going to be on the podcast. It was great connecting with you in Chicago and I’m really looking forward to our conversation. Before we get into our discussion about Impostor Syndrome, let’s talk a little bit about your career and your background. Can you tell us about what you do? What is your workplace like? Channel Islands sounds like an intriguing place to work because it sounds like it’s on an island. I have no idea if it is or not, but tell us about what you do and how you got there.

Tara: Sure. So,I guess the most important question straightaway is “No, we are not on an island, so I don’t need to take a boat to work. “But we are more representative of the surrounding area. It used to be a California state mental hospital and it was closed–I want to say in the 80s by Reagan, although I’m not 100% sure on that. And then California State University was able to acquire the land. They opened up California State University and they named it Channel Islands because the Channel Islands are just off the coast from where the school is located. And they wanted it to be representative of the surrounding counties since it is more of a commuter school. So my path to my career is a little unusual–or at least it’s not the path that I would have envisioned.

My path to my career is a little unusual--or at least it's not the path that I would have envisioned. @TinyTara Click To Tweet

Tara: I am currently the Interim Manager of Administrative Services. I’ve been at Cal State Channel Islands for–it’ll be five years in August. And what I currently do is kind of built off of what I was initially hired to do. So when I was hired back in 2014, our president’s office–their main telephone number to contact them had accidentally been put on all of our marketing materials and our website as the main campus telephone number. And so, after a couple of years of the president’s office fielding calls and kind of just not loving that experience, the president at the time had requested our CIO at the time, Michael Berman, to come up with some sort of way to address that issue, because it was causing things to come straight to the president’s office and not giving other departments the opportunity to address issues before it got escalated all the way to the top.

Tara: So he had kind of this brainchild of having a one-stop shop called the Solutions Center. And so they hired seven student assistants to be campus operators for what was the main line. And then they created a new extension for the president’s office, and then they needed someone to manage these students because no one wanted to do it. And so at the time, my husband has worked here since, Gosh, I don’t even, it’s been probably 13 or 14 years. At the time we had just moved back to Camarillo. He had been commuting for the previous four or five years. I was looking for a job and he said, “My wife would be great.” So they hired me as an emergency temp hire and that turned into a permanent role. Six months after that, they gave me the Commencement hotline because no one wanted to answer that extension.

Tara: Then six months after that, they gave me the IT Help Desk because they were having some trouble with managing the students and felt like they were having trouble multitasking. We took the help desk extension and routed it into the call center. The students that work at the help desk only had to help in person and kind of separating those duties and simplifying them a little bit. Last summer, Business and Finance had acquired it as a sub-unit. So when we were brought over, they had asked that I lead their shared services in a more official capacity and turn the Solutions Center into an official shared services and take over the HR main line. So our students now answered the Human Resources main line as well. And the goal is really to be able to triage all basic Tier One kinds of questions that typically are answered on the website or found somewhere, but that people might have trouble locating, or just feel better to have another human being confirm that information to them. I manage that and I manage the help desk still. So I have about at any given time about 18 student assistants that I employee and we train and they have to know a lot about a lot.

Ben: This is coming in as an emergency hire you said, which is interesting because that’s basically how I got into RIT. I also was brought in because there was a worm at that point in time that was wreaking havoc. I had worked with the Information Security Officer at a previous consulting engagement. He found out I was available and wanted me to come in and help manage the emergency communications around what was happening with the worm. Now that lasted maybe two hours and then it was, “Well, you’re not going to be doing that.” But I was able to move into creating a whole lot of really interesting process stuff and build a security awareness program and all sorts of things like that. But none of that was envisioned when I actually took the position, and it was supposed to be temporary and it has been–a month ago–it’s been 15 years since I’ve been at RIT. So it’s funny how these paths go.

Ben: The other thing I wanted to ask you, because my background has nothing whatsoever to do with what I’m doing for a job now at all. What was your background coming into that position? Your husband said, “Oh, my wife would be great at this” and they agreed with it. What was your background coming in?

Tara: I guess I should start off, my husband and I met my freshman year of college, got married a year after. We got married when I was really young. I was 18. We’ll be celebrating 17 years in September. And so it’s super cool, but not necessarily traditional. We had a family much sooner than we were anticipating. I took a lot of time off from school, and didn’t go back to get my Bachelor’s degree until my youngest went into kindergarten. And my goal was really to get my Bachelor’s before I turned 30. I got my Bachelor’s degree in counseling at a small private liberal arts school. That’s where we had met and his dad and mom both worked there and I graduated my counseling degree at 29. So I made my goal, which was very great.

Tara: But really, I was so drawn to people and relationship building and feeling like there were so many things that I cared about–connecting with people on a really authentic level. I’m not one for more superficial relationships. That’s not where I shine. With counseling, I really wanted to have meaning to whatever I chose to do. And we talked a lot about as our three girls were growing up, that at some point because we got married young and had kids young, that there was going to be this whole life after family to some degree. And what would I do to utilize that time? So working was always going to be in the scope in some way, shape, or form. We just didn’t know what it would look like.

I'm not one for more superficial relationships. That's not where I shine. With counseling, I really wanted to have meaning to whatever I chose to do. @TinyTara Click To Tweet

Tara: After I graduated, I worked at an insurance company. My boss was fantastic, but I didn’t love the work because it didn’t feel meaningful ,and it wasn’t that relationship building that I craved. And then right after that we moved back to Camarillo, and it was like, “Well, I don’t know what I’m going to do for work.” And so my husband–just my biggest cheerleader–thought you’re going to manage student assistants, you could totally do this. And what’s been incredible is that so much of the mentorship and coaching very much aligned with my counseling background. So that has been just a wonderful surprise,but not something that I could have pinpointed until I fell into it, if that makes sense.

Ben: I think it makes perfect sense. We were talking before the podcast started about temperament types and we’ll talk about that a little bit more. And what you identified on the temperament type was INFJ, which is counselor, the way that that’s normally interpreted. So that all fits together very well. And I would think in terms of working with students with the stress–I mean what I’m seeing at RIT, the amount of stress that they’re under now–to be able to have someone who is managing them but who is also attuned to the fact that they are people and not just students who are filling a position to get things done. I think it’s probably very, very good for them. I think like you said, you were interested in relationship building and well you have at least 18 students to to have some type of relationships with as well.

Ben: But it’s interesting, I–my background–I went to a large state school in Florida. Ended up being an Anthropology graduate because I honestly couldn’t figure out what I was doing and I had done terribly my first year, and all my initial plans of what I was going to do just didn’t work out. Went to work for my dad for a couple of years. He installed floor covering. I did not want to do that for the rest of my life. Got accepted to a university north of Chicago, and so we moved from Florida to Chicago with a 15-month old not knowing where we were going to be living when we left, knowing that they might have an apartment that was opening up, putting everything into a 14-foot UHaul and caravaning three days up to Chicago. No clear sense of where we were going to stay, but a very clear sense that that’s what we were supposed to be doing.

Ben: And everything kind of worked out and fell into place and different things. But I ended up initially doing what I thought was going to actually be a position in Christian Education. And that ended up changing over to doing a Masters in Church History, which I’m not sure what exactly I thought I was going to be able to do with it when I came out. So I applied very–it’s interesting because you come across people and one of the professors was just so passionate and so engaging that I was really excited about it. I ended up entering a doctoral program at the University of Rochester, which is what brought us to Rochester, thinking we’d be here for four years and that was in 1987 and we’re still here. Did not finish the doctorate but through a series of circumstances and different opportunities, now I’m doing cyber security.

Ben: So definitely not a straight career path at all. And it will be interesting because when we start talking about this Imposter Syndrome piece–been there, absolutely been there–coming in with a liberal arts background, and I’m trying to work in a technical field with technical people and they’re all going to see through me sort of thing. So it’s just really interesting because–I don’t know, maybe for some people it works where it’s a very clear career path. For me, it’s really been what has opened up and do you take the steps forward in it or not. So it’s really interesting to me hearing about your path to get there. We also did the getting married before my wife finished college piece of things, but she was able to finish before our son was born. But still, it was after we were married and it was a bit of a struggle–the finances and where are we going to live, and all of those pieces, and still persevered and got through it.

Ben: But it’s intriguing. So, like we mentioned, you had talked about the INFJ piece and how sometimes it’s closer–well, one of the three times you took it, it came out to ENFJ–and I know how this works for me because I play with the questions just a little bit and see, “Ah, so that changed that. And coming with a counseling background, I’m sure it was even more, “How do I look at this and how can–maybe not how can I manipulate it, but what are the little bits of changes I can do with this?” [Tara laughing] So basically typing as an introvert, but very interested in relationship building, which is not–I don’t think–it’s not a disconnect at all.

Ben: But what has it been like for you in terms of being an introvert? Do you notice a different in terms of how you deal with people? It’s very tough because it’s a spectrum, and I think I’ve become more and more extroverted, and it’s not always very clear for me. It really comes down to how do I recharge and what do I need to do that. But on a given day, if I’m at a conference, nobody is going to think I’m an introvert because I just don’t tend to present that way. So how has that been for you in terms of personality type? You did a counseling degree, so obviously you’ve thought about some of this stuff at some point, but how has that worked in terms of your strategy for how you approach work? What you do in the workplace and in life in general?

Tara: Yeah, it’s interesting. I think growing up everyone would have said I was an extrovert and I always considered myself an extrovert, being a stay-at-home mom for the number of years that I was. I thought that confirmed that I was an extrovert because I would get really lonely being at home all day, and just was so excited when my husband would come home, because now I could have that human interaction with an adult. Not that the kids aren’t humans, but it’s different! And so I really was surprised when I came to work full time to find that I was exhausted at the end of the day. And it wasn’t just physical exhaustion. There was a mental exhaustion of having to be on all the time. I think entering into IT was another compelling part of that because I wasn’t coming into it as an IT expert.

Tara: And so I had to work really hard to be able to speak the language as my colleagues sometimes. And then take that language and put it into a language that your average user could understand, and talking at their level and not at a more technical level. And so that relationship building started to take really different forms. Which was great, but I was so depleted at the end of the day and found myself thinking of myself more as an introverted extrovert, where I still really wanted to be around people, but then really need to find the opportunities to have quiet time and be alone and recharge, whether that was just zoning out watching TV or reading a book or going running.

Tara: I would say exercise has probably been the number one thing that has helped me be able to process the day, and not have to be on, in terms of building those relationships. But just that physical exertion helps me decompress from the mental exercise of always having to engage with people. Conferences I would say is similar. The other thing though is that when I came into working full time at Channel Islands, I was really struggling with panic attacks. I’d never struggled with that before. And there was something about being busy and having to think about other people that really almost eliminated it entirely. Because I didn’t have time to think about myself or what I was worried about, and that was great. But it eventually started to crop up in moments where I had to present at one point. That was very scary for me. And there’s a lot of internal dialogue that goes on if I have to go into a situation where I’m just not sure of myself.

Exercise has probably been the number one thing that has helped me be able to process the day,...physical exertion helps me decompress from the mental exercise of always having to engage with people. @TinyTara Click To Tweet

Tara: And I think as an introvert, especially as an INFJ, I’m just constantly assessing and reassessing. So if I go into a situation, when I come out of that, I’m evaluating how did I do, could I have done better? And then that totally informs the next time that I’m going into a situation. And I’ve kind of set up all of these different obstacles in my mind to some degree that I need to clear, even though those were former obstacles in the previous situation that might not necessarily present in this next one, and so you’re just in your head a lot. So that’s where I do like being in a field where I’m forced outside of my head. But then have to constantly bring myself back to a place where I can recharge and be by myself or get some exercise in so that I can get back to it. And so whether that’s work or a conference, I have to kind of coach myself into getting excited to put myself out there. I never regret doing it, but it does take something out of me that I have to eventually find a way to recharge.

As an introvert, especially as an INFJ, I'm constantly assessing and reassessing. When I come out of a situation, I'm evaluating how did I do, could I have done better? And then that totally informs the next time. @TinyTara Click To Tweet

Ben: It was interesting, because as I said, we did meet at this EDUCAUSE Security Professionals Conference and you’re coming in from a different perspective, different background. Many people, especially when they’re on the awareness side or coming in from non-technical backgrounds, there’s always this question for them of whether they belong there or not. And I had some really interesting conversations with a couple of people who said, “I don’t feel like I’m a cyber security professional.” “Well, you just presented at a Security Professionals Conference, so I think you can kind of claim that now,” and realize that yes, we haven’t arrived–we absolutely haven’t arrived–but that’s something you can point to that’s kind of a bit of credibility for yourself or credential in a sense.

Ben: One of the things that you had told me earlier also is that you are part of a leadership program within EDUCAUSE. And I meant to ask you about it before we got started, but could you talk a little bit about that, and you’ve just spent the last week at this Leadership Institute, and I’m really interested in what attracted you to the program, whether you felt ready for the program or not, and what it’s been like for you and what you’ve taken away from it. .

Tara: Okay. Yeah. So I went to the Leading Change Institute, which is affiliated with EDUCAUSE and CLIR. It was an application process and I had to submit a resume and get a letter of recommendation, and absolutely was, I want to say encouraged, but even more than that, kind of hounded by a mentor of mine, to give it a shot. And I thought, no, I don’t, I don’t think I’m at a place where they’ll accept me. So I really talked myself into thinking, well, I’ll apply, but I know I won’t get it, so it’s not much of a risk. And then I got in and thought, “Oh no, what have I gotten myself into?” I think our cohort was about 30 people from different institutions across the nation. We actually had someone from Dublin, Ireland and someone from Australia, and I think they both worked in the libraries at their institutions, but it’s a mix of IT professionals and librarians.

Tara: I had a hard time wrapping my mind around how did they let me in and why. A lot of these folks are CEOs and AVPs. And they’re just at a slightly higher level, in title and just place in their career than I am. They have much more experience. And so that was really intimidating and again, you know, as we can talk it about later. But that was where the Imposter Syndrome was definitely rearing its ugly head. And I really struggled to understand how in the world I got included in this group. And so I went into it thinking–well actually when I went to the Security Professionals Conference, I thought, well, I’ll just try my best with my presentation and I’ll try my best at LCI. The worst thing that can happen is that I’ll learn from it if I make a mistake.

I had a hard time wrapping my mind around how did they let me in and why....that was really intimidating and where the Imposter Syndrome was definitely rearing its ugly head. And I really struggled to understand how in the world I… Click To Tweet

Tara: For I would say both instances, I was shocked to discover that I did well and that I had a place there. That wasn’t what I expected going into it. And it was a really lovely surprise coming out of both of those experiences. And really, the Leading Change Institute expects that you understand certain management fundamentals. Really what they’re getting at is more of the finesse of not just managing, but really being a leader and how do you implement change with things that are very difficult to grapple with, especially if you have even things on a national level. How to keep that broad perspective, but still be effective in very specific ways. It was fantastic. DC was wonderful. I hadn’t been to DC since I was in high school, so it was really wonderful to go back with new eyes of appreciation and see things with more experience in my life to be able to really enjoy the history and the remembrance of what so many of those memorials call for us to do.

Tara: I just loved that it was–it was really neat and it was great again to network with people, but again, I had to really coach myself into making the most of that opportunity and putting myself out there. And the worst that could happen is that it doesn’t go the way I want. And then it’s only for a week. And then you’re like, okay.

Ben: It sounds like a really cool thing to be involved in. And honestly, I would have probably some of the same concerns that you do because I’m not an AVP and I’m not an Information Security Officer or a CIO. There were times where I aspired to that, but now I’m don’t know that I want to. ‘m overall enjoying what I’m doing, but I’m also enjoying exploring mentoring and podcasting and things like that. So I’m finding that that’s providing a great deal of satisfaction. I think it’s really cool that you’re involved in that group and I think it’s a great opportunity.

Ben: Tara, thanks for a great conversation. I look forward to our next episode where we will talk more about the EDUCAUSE Security Professionals Conference and why you spoke about Imposter Syndrome, your experience in speaking, and one thing I noticed, the reception for the conversations and the conversations that opened was really great.


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Tree Roots

Security Awareness and the Wind in the Trees

Category:EDUCAUSE,Higher Education,Information Security,Internet Safety,Security Awareness

Tree Roots

Image by cocoparisienne from Pixabay

Security Awareness and the Wind in the Trees

Winds and Stress Wood

In the 1990s, Space Biosphere Ventures constructed Biosphere 2. The biosphere was occupied by a crew of researchers for a two-year period, investigating whether they could be sustained only by food grown within the dome. The researchers grew many types of plants in their quest to develop a self-sustaining environment. One of the surprising results from their efforts was that as many of the trees grew they suffered from a lack of “stress wood.” A tree grows stress wood to strengthen its roots and structure in response to winds. (https://en.wikipedia.org/wiki/Biosphere_2)

Strong Roots

Many writers have drawn analogies between the importance of trees having strong roots (roots which are a form of stress wood), and the need for people to have strong roots to overcome adversity. I thought it would be interesting to look at this stress wood phenomena in the context of security awareness. I’m a security awareness practitioner in higher education. I take the complexities of good cybersecurity practices and recast them for my audience, doing the work of a technical communicator by explaining complex concepts and making them relevant and actionable to my audience.

Application

In many ways, effective security awareness has the same effect on the development of strong roots in people that winds have on trees. Without steady winds, trees don’t develop roots and will topple from strong gusts. Without a steady light wind of security awareness education, our communities won’t withstand the gusts of cyberattacks. Security awareness programs must communicate steadily to their communities what members need to know–not only how to recognize and respond to specific cyberthreats, but good daily security practices.

Effective security awareness has the same effect on the development of strong roots in people that winds have on trees. Without steady winds, trees don't develop roots and will topple from strong gusts. Without a steady light wind of… Click To Tweet

To help our community members develop strong roots we need a programmatic approach to security awareness. It’s not enough to just communicate about specific cyberattacks (gusts) as they occur. We must embed good security practices into our culture. Good security practice must become habitual. Our end users must develop strong roots to face the adversity of cyberattacks.

To help our end users develop strong roots we need a programmatic approach to security awareness. It’s not enough to just communicate about specific cyberattacks (gusts) as they occur. Click To Tweet

We must strive to embed good security practices into our culture. Good security practice must become habitual. Our people must develop strong roots to face the adversity of cyberattacks. Click To Tweet

For several years, I’ve led a preconference workshop to my peers on developing a security awareness plan at the EDUCAUSE Security Professionals Conference, sometimes by myself, other times with a skilled co-presenter. This year, Tara Schaufler, Information Security Awareness and Training Program Manager at Princeton University, and I will be presenting Know Which Way the Wind Blows: Security Awareness that Soars. We’ll help attendees build a strategic plan and determine how to implement that plan so that their communities have that steady wind of security awareness communications.

Wind in the Trees

I think the analogy of wind in the trees works for security awareness education. Growing roots is a good way to articulate the results and culture change we should expect from a good security awareness program. Decorating the tree through a specific security awareness campaign may be eye-catching. It’s great to leverage the damage from gusts of cyberattacks to teach key concepts. However, it’s the steady breeze that will make the biggest difference for our communities.

It's great to leverage the gusts of cyberattacks to teach key concepts. However, it's the steady breeze that will make the biggest difference for our communities. Click To Tweet


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microphone

Ben Woelk Speaking Schedule–Spring 2019

Category:EDUCAUSE,Information Security,Internet Safety,Introverted Leadership,Leadership,Lessons Learned,Schedule,Uncategorized

Spring 2019 Speaking Schedule

Here’s my virtual and in-person schedule. I hope to see many of you.

Don’t forget to listen to the Hope for the Introvert podcast!

 

Schedule

Date Event Topic Format More information
30 January Southwestern Ontario Webinar The Introvert in the Workplace: Becoming an Influencer and Leader Webinar
31 January Content Wrangler A Tale of Two Podcasts Webinar With Allie Proff. Register today!
6 February STC NYC Metro Lessons Learned on an Introvert’s Journey to Leadership Webinar
23-24 March CPTC Training Class at RIT CPTC Training Training Class Rochester Institute of Technology
25 March STC Rochester Spectrum Conference Leadership Opportunities May be Closer Than They Appear Presentation Rochester. With Sara Feldman
25 March STC Rochester Spectrum Conference Closing Keynote: Building the Next Gen Technical Communicator Presentation Rochester. Spectrum website
9 April TNConX webinar series TBD Presentation Webinar
5 May STC Summit Conference Leadership Opportunities May be Closer Than They Appear Presentation Denver. With Sara Feldman
7 May STC Summit Conference A Tale of Two Podcasts Presentation Denver. With Allie Proff
13 May EDUCAUSE Security Professionals Conference Know Which Way the Wind Blows: Security Awareness that Soars Preconference Seminar Chicago. With Tara Schaufler
15 May EDUCAUSE Security Professionals Conference Considerations for Security Awareness and Inclusive Design Presentation Chicago. With Tara Schaufler
22 May Genesee Valley Chapter SHRM monthly meeting Cybersecurity and HR Presentation Rochester

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microphone

Introverted Leadership and Cyber Security Speaking Schedule Fall 2018

Category:Information Security,Introverted Leadership,Leadership,Lessons Learned,Schedule

Speaking Schedule

I’m very excited about my fall 2018 speaking schedule. I’ll be a first-time attendee and speaker at two conferences, one of which I’m keynoting. (This will be my first time speaking in the United Kingdom!)

I hope to see you there!

Don’t forget to listen to the Hope for the Introvert podcast!

 

Date Event Topic Format More information
28 August North Texas Lone Star Chapter STC Lessons Learned on an Introvert’s Journey to Leadership Webinar Recording to come
25 September Technical Communication UK Temperament-based Strategies for Excelling in the Workplace Workshop De Vere Staverton Estate, Daventry, England
26 September Technical Communication UK Lessons Learned on an Introvert’s Journey to Leadership Keynote De Vere Staverton Estate, Daventry, England
26 September Technical Communication UK Digital Self Defense – Tips, Tools, and Best Practices to Stay Safe Online Presentation De Vere Staverton Estate, Daventry, England
4 October The NYSERNet Conference 2018 Creating a Culture of Digital Self Defense Presentation Marriott Syracuse Downtown
24 October Society for Technical Communication The Introvert in the Workplace: Becoming an Influencer and Leader Webinar Free members-only webinar
26 October STC-Philadelphia Metro Chapter Introverted Leadership: Harnessing your Innate Strengths Webinar STC-PMC webinar
14 November STC Instructional Design and Learning SIG Saying, “Yes, and…?” to Leadership Opportunities Webinar Registration available to all

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Joanna Grama headshot

Episode 003: Joanna Grama–Leader and Influencer

Category:EDUCAUSE,Higher Education,Information Security,Introverted Leadership,Leadership,Podcast

Episode 003 Show Notes: Joanna Grama

Introduction

Joanna Grama headshotJoanna Grama is a senior consultant for Vantage Technology Consulting Group where she specializes in advising clients on information security, privacy, and risk management issues. In our second discussion on the podcast, Joanna Grama and Ben Woelk discuss how meetings can be challenging for introverts, and how she’s become a leader and influencer.

Key concepts

  • Meetings
  • The slow thinker
  • Processing internally
  • Win-win scenarios
  • Connecting and investing
  • The five Cs
  • Don’t be a jerk!

Quotable

I’m just doing my job. I’m just trying to get through the day, and–and you know–leave as little drama as possible in my wake. But maybe that’s being a quiet leader.

We all have moments in the office or in our professional lives where we’re really not proud of our behavior, whether it’s the language we used, the tone we used, our facial expressions and our body language. I mean, we all have those moments, but it’s just, it’s really important to try not to be a jerk. That goes a long way towards getting along with people.

You have to challenge yourself everyday, and it sounds trite to say that, but if I didn’t have mentors pushing me and saying you’re great and you can be even better, and forcing me to do uncomfortable things, I wouldn’t be where I am today!

Resources or Products Mentioned in this Episode

Links

Transcript

Ben: Joining us again is Joanna Grama. Today we’re going to finish up our conversation that we started in our last podcast about her experience as an introverted leader and the thoughts that she has to share with us.

Ben: So, one of the things that you and I had talked about in previous conversations is meetings. And I had–I’ve mentioned this in another podcast, but I had an individual in one of my workshops who talked about his meeting performance and, much like you said, somebody told you that you needed to overcome this anxiety about public speaking and do well at it. He had a situation where his manager said he needed to perform better in meetings, and I know what he did to solve it. He talked to his manager and arranged to meet with that manager ahead of time, so he’d have a preview of what was on the agenda and that helped him.

Ben: What has your experience been like with meetings as an introvert and what have you found has been helpful or maybe not helpful?

Joanna: Yeah. Meetings can be a really tough scenario for introverts even when you are 100 percent engaged in the meeting. So I–similar to the other person that you talked to–I had a supervisor once who commented in front of a group of my peers that I was a slow thinker in meetings. And it really sort of–and this sounds strange–but it really hurt my feelings. Not because it was true or it wasn’t true, because it is true, but because of the negative connotation that I associated with the comment. I am a slow thinker. I do like to think about issues and ru(minate) them over in my mind before deciding on a course of action or making plans or something. That’s just being thoughtful, and being that type of thoughtful cautious decider is something that is so ingrained in who I am as an attorney, as an information security professional, as a parent, as a person.

Joanna: But, on the other hand, there are times when, as a knowledge worker, you really do have to be able to react and provide feedback on the spot, but you don’t have to do it all the time. So with the supervisor that called me a slow thinker, we eventually came to an agreement that, for those items that we could put off for a day or two, I could come back to the table with comments after having time to think. And then for the items that had to be discussed and where feedback had to be provided right away, we agreed that I would provide those immediate comments and I would just get comfortable with it, but that we both understood that my best thinking always comes after reflection time, and so I could always provide additional feedback the next day, relatively contemporaneous with the urgency of the conversation if needed. And that seemed to be how we dealt with the situation in a way that worked for my supervisor and me, that worked for my peers, that worked for decision-making within the organization. I am really trying to come to terms with being a slow thinker, although I have amended that label to thoughtful and comprehensive thinker in my head.

Ben: I would say that is a little less negative way to address that. Slow thinker, I don’t think there’s a way to spin that positively.

Joanna: No. There’s just not.

Ben: Considered thinker, reflective thinker, well considered–all of that makes sense. And that’s all very positive, which could be spun in a negative way, I’m sure. But slow thinker? No, I don’t think there’s any way to take that positively, And it’s funny because I’ve used this conversation that we’ve had about this in workshops and other things to talk to people about–as an introvert, you may be accused of this, because we are thinking through things before we speak. We process internally. What’s interesting–and I think there have been a number of studies around this–in meetings, what typically happens if you have a mix of introverts and extroverts, is the extroverts will speak first because they will process externally and they will come up with an idea, and because they–it may have been the first idea or they’re very confident about the idea–people will say, “Oh yeah. We’ll do that.”

Ben: However, there doesn’t appear to be any correlation between who speaks first with an idea and positive results from it. So I definitely empathize with you on the slow thinker part in meetings, and I’ve come to the point where I can speak pretty quickly in response to things, but I will also tell whoever’s running the meeting if I’ve got–if it’s a really important subject–I want time to go away and dwell on that, so I can come back with a really superior solution that I can feel good about and that I’m convinced will work. There are too many thoughts that occur to me after the meeting about “Well, that would have been a real show stopper,” or “Have we considered adding this part?” and that could make something so much stronger, or a word I hate to use, robust.

Ben: Let’s change gears a little bit. Recently I did an article for Intercom magazine and it was about becoming an influencer and a leader in the workplace. How do you feel it works for you in the workplace? In terms of when you can be an influencer, when you can be a leader, what works best for you? Do you consider yourself to be an influencer or leader in the workplace? As somebody external, I certainly consider you to be one.

Joanna:  Well, thank you. I’m always sort of surprised when someone says you’re a leader or an influencer. Not because I don’t think I can’t be a leader or an influencer, but sometimes I just think, how can I be a leader or an influencer? I’m just doing my job. I’m just trying to get through the day, and leave as little drama as possible in my wake. But, maybe that’s being a quiet leader. I don’t know. I love the process of building consensus and sort of negotiating, maybe not a win-win scenario, but a, you know, least destructive scenario or a scenario most of us can live with. I’m making sure I hit–I’m going to call it win-win–making sure I hit that win-win scenario’s important, which you probably have to find hilarious given both my training as an attorney and the merciless way I treated you during our last game of Exploding Kittens.

Joanna: I just really think that getting to a place where you and whomever you’re working with can move forward as a team is so important, and that goes back to making a connection and having an investment in your colleagues, having an investment in your organization, and that sort of thing. Some of it is, “Don’t be a jerk!” We all have moments in the office or in our professional lives where we’re really not proud of our behavior, whether it’s the language we used, the tone we used, our facial expressions, and our body language. I mean, we all have those moments, but it’s just, it’s really important to try not to be a jerk. That goes a long way towards getting along with people.

Ben: So, I can see we have our subtitle for this episode. It’s going to be, Don’t be a Jerk.

Joanna: Don’t be a jerk, yeah.

Ben: We’ll play with that a bit. I’m sure.

Ben: So, in terms of you being a leader and an influencer, some of the ways that I’ve seen that: one, I’ve had an opportunity to observe you over the last couple of years when I’ve been at conferences, and I’ve been part of these EDUCAUSE working groups where you’ve been kind of the program manager for them. What’s been interesting for me, I thought that was really helpful, as I think I’ve seen times where you’ve really kind of gone beyond what I would say is the call to duty. One example of that is a couple of years ago when I was working on putting together survey results about what are the best characteristics or preparation for somebody who’s going to be a security awareness practitioner, somebody who’s going to explain very technical security things to a “normal” audience. So I was struggling to get this research bulletin prepared, and I was about ready to give up on it, and I told you I was going to give up on it, and you didn’t let me do it. You pretty much shepherded me through it, you know, provided feedback. We went back and forth about, “Ah! I caught a typo,” which you were not thrilled with, but in general you helped me actually get that thing done. and I was quite happy with the result. But that being able to reach out and collaborate and help someone get the work done and complete it was really important. So, I’ve seen you as a leader and an influencer in that context as well.

Joanna: Oh, well, I’m really glad that you see me as a leader in that context and not as a nag! I think in that situation in particular, now that I’m looking back at it with hindsight, right? I have the opportunity to be eloquent. That paper was really important. We talk about how important information security training and awareness is to higher education institutions, to our organizations, but there’s not a lot of, or there wasn’t at that time, a lot of thought leadership on why it is important or what skills do the people who are actually doing that training, what do they need to have in order to be successful? Because, if those leaders aren’t successful, then information security awareness and training isn’t successful, which means data is at risk at our institutions, which can lead to all sorts of bad downstream things. So really, I was professionally motivated by the fact that I wanted this literature out there and you had the expertise and the data, so you needed to be the one to get it out there.

Joanna: And then, you know, personally, I knew you! I wanted you to have the success. It’s important to me to help my friends. I don’t know that I would call it going beyond the call of duty, as much as I would say it was getting to that win-win scenario where you got something out of it, I got something out of it. I really thought that the process was fun, once we sort of decided that we were going to regroup and work on it together–and those things are so important! It would have been too easy, Ben, to walk away from that, and I’m so glad we didn’t.

Ben: No, I agree. I think it was important. I’m actually fairly proud of the work and excited that it was published,…

Joanna: You should be!

Ben: and I hope it has provided a foundation for people when they’re looking at what are the qualifications someone needs or, just as importantly, what qualifications do they NOT need to be an information security or cyber security awareness practitioner.

Ben: What recommendations would you have for introverts who want to become influencers or leaders? What thoughts do you have for them?

Joanna: Sure. So I read a long time ago this article that talked about–I think it was called the four Cs or maybe the five Cs, but essentially it is, some big ideas for how to live your life. And so I like to follow the five Cs, which are Curiosity, Compassion, Courage, Conviction, and Conversation. I think that as an introverted leader or an introverted influencer,–just an introvert or a person trying not to be a jerk–those are some really good–those are some good ideas to have. You can’t be a doormat, but you can be compassionate and courageous. And I think that’s important for me. I sometimes add a sixth C, which is Calm, to remind myself when I need to take a break or to recharge and get reinvigorated about things. I have to remember not to let the external environment or the external context, impact my internal context.

Joanna: So that’s why I add Calm. And part of it is being true to yourself. I really struggled with who I was as a person and potentially a leader or a worker in an organization, or just anything, until I acknowledged some fundamental truths about myself. I need to recharge. I am a–what did you call it?–A conscientious thinker. I am shy and reserved almost to the point that people who don’t know me or are meeting me for the first time, might think I’m standoffish, and I have to do things to make sure that that’s not the impression that I leave people with. And just, those are important.

Ben: Do you have any other thoughts you’d like to share?

Joanna: You know what? You have to challenge yourself everyday, and it sounds trite to say that, but if I didn’t have mentors pushing me and saying you’re great and you can be even better, and forcing me to do uncomfortable things, I wouldn’t be where I am today! And I’m so thankful and grateful and happy with where I am today. A little bit of honoring yourself, and a little bit of stepping outside of your comfort zone is important.

Ben: That’s great. Well, I think we’ll wrap up now. Thank you so much for sharing your thoughts today. It’s been a fun conversation!

Joanna: A pleasure!

Ben: And we look forward to maybe having you join us again on another podcast. Assuming we can find a whole new set of things to talk about, which I’m sure we can.

Joanna: I’m sure we can!

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