HSPs In The Workplace
Tips for managers looking to make the most of the high sensitivity in their team.
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Last week I spoke on a virtual panel aimed at sensitivity researchers, therapists coaches and others with an interest in high sensitivity organised by Professor Michael Pluess, a leading sensitivity expert at Queen Mary University of London.
So many questions came up about the workplace — and particularly on how managers can better support the 20-30 percent of the population who are highly sensitive. Since we were only able to address this area briefly in the panel, I thought I’d share some more developed thoughts — which I hope will be helpful to all Highly Sensitive People (HSPs), whether you’re a manager, a team member or work for yourself.
HSPs At Work
High sensitivity can bring both joys and potential vulnerabilities in all domains of experience, and the workplace is no different.
In my experience of coaching HSPs, these are some of the positive attributes I typically see in a professional context:
Conscientiousness, dedication and commitment
Integrity and loyalty; HSPs stick to their word
Deep processors who can integrate a lot of detailed information
Thoughtful decision-makers
Adaptable
Capacity to pause and reflect before responding
Thorough researchers; enjoy precision and attention to detail
Complete tasks to a high standard and good at spotting errors and inconsistencies
Ability to focus on details that reveal connections others may miss
Visionary, strategic, big picture thinkers
Creative innovators and problem solvers
Highly intuitive, which supports decision making
Ability to say the right things at the right time
Highly developed relational skills, meaning they tend to be well-liked team members who can attune, listen, empathize and see multiple perspectives
Collaborative and make great team players and leaders (or advisors to leaders)
Capacity to read subtle body language and micro facial expressions, and the first to notice if someone in the team is struggling
Thirst for knowledge and growth
Vulnerabilities may include a tendency towards:
Overwhelm
Anxiety and stress
Pushing ourselves too hard and burning out
Sensitivity to environmental stimuli such as fluorescent lights; open plan offices; people talking on the phone; strong smells; caffeine
Becoming flooded by absorbing other people’s emotions, including stress
Tendency to take on too much due to struggling to set healthy boundaries, often linked to misplaced guilt about saying no
Placing unrealistic expectations on ourselves; harsh inner critic
Taking feedback too personally and dwelling on negatives
Prone to overthinking and rumination
With this balance of attributes and tendencies in mind, here are some tips designed to help managers support HSPs on their team to thrive.