Each team is a mix of introverts and extroverts. Every leader should know how to manage every personality type.
There are some important differences between these two types of people.
First things first
The Recharge is Different
Introverts recharge their batteries best by being alone. They may need time alone to collect their thoughts after an event such as a team-building activity or a large social gathering.
Extroverts enjoy social events, as they recharge through socializing and interacting.
I can easily picture a situation where the extroverted people in a team are more social and the introverted feel left behind.
It is the leader’s responsibility to prevent this.
As a leader, it’s important that you understand this. Give introverts the space to be themselves and make team-building activities optional.
There are many ways to connect
Introverts prefer deep, one-on-1 conversations, while extroverts enjoy group discussions.
I can easily picture a situation where extroverts receive all the attention and introverts feel left behind.
Imagine, for instance, that a team leader tells all employees to eat lunch together as a way to build team spirit.
If they only speak to a few people, or are quiet during a group meal of 10 or more people, introverts can appear disengaged.
You can work in small groups by pairing up people. Introverts will find it easier to communicate within the team.
Different Relationship Levels
Introverts like forming deeper relationships. They like to get to know people better, their hobbies, interests, etc.
This is an excellent opportunity for leaders to learn more about their employees and develop closer relationships.
Spend more time in one-on-one conversations with the introverts within your team. Ask them about their personal life, as they are likely to be willing to talk. They enjoy forming relationships.
Extroverts, on the other hand, like to be close with many people, but their friendships are not as strong. That’s okay. You should know this.
Listen Vs Speak
Listening is more important than speaking. They are deep thinkers.
As a leader, you need to understand that it’s okay if some of your team members don’t shout the loudest.
Don’t assume that quiet employees who are introverted don’t pay any attention.
They may have some great ideas, but they need time to digest them. Give them some time to think about their ideas.
It doesn’t matter if they are the loudest person in the room. Their ideas should not be automatically accepted.
They Handle Change Differingly
Introverts are very aware of their habits and daily routines. Leaders must help their employees, whether they are introverts or extroverts, manage change.
Introverts can be more resistant than others to change.
Leaders must recognize this when they announce any new program or changes.
You may need to explain or announce the change sooner. Introverts may be more resistant than others to change.
Different Levels Of Focus
They are also deep-thinkers and need to focus on their work in order to achieve good results. They love music and they get into the zone.
Leaders need to be aware of their own distractions.
Open office designs make concentration and productivity more difficult for introverts.
You can fix this in two ways:
- Quiet zones are important in your office
- Allow employees to work at home whenever they want
- Take a day off to be “quiet”.
The introverts are more reserved
Many people mistakenly believe that introverts are shy. They are not afraid; they are also thinkers. There is a significant difference.
When an introvert trusts you and is willing to develop a relationship, they will reveal more information than expected.
Most often, their behavior is superficial, even if they appear to be more outgoing. Introverts form more intimate relationships. Just make them feel comfortable and you’ll see how they open up.
The opening is different
Introverts can be selective in who they choose to open up to. It is important that you understand introverts don’t have a reluctance to open up. They’re selective about who to open up with.
Leaders must work hard to help introverts to feel comfortable. Hard work is worth the effort Make introverted employees feel that you are their friend and care about them.
Extroverts are easy to make comfortable.
The Reflectiveness and Introverts
Introverts need time to consider their options before making a decision.
It is important to give them time to weigh their options and consider their options. To deal with this, you need to learn to structure your decision making. You won’t get any good ideas if your decision needs to be made in 10 minutes.
Introverts often regret their words, whether they speak or remain silent.
It is smart for people to be informed in advance about major events to prepare.
Allow people time to prepare and present their ideas before the meeting.
Extroverts are looking for attention
They thrive off it. They thrive on it. Leaders find it increasingly difficult to ensure that both extroverts and introverts get the attention they need.
It is possible to reach this goal, but the managers will have to put in much more effort.
A good manager will find a balance between the two and ensure that everyone has their say.
You Need a Quiet Workplace If You’re Introvert
I believe that introverts are more easily distracted and think more deeply. Quiet time is important for everyone, even if extroverts are better at ignoring noises in the background.
We have designated areas for people to work in peace and silence. Most people wear headphones all the time.
I would even go further and enforce quiet-days (we used to do this, but stopped for some reasons), so that everyone could get at least a day uninterrupted.
There are more interruptions than ever.
Introverts Need To Be Prompted
It can be tricky, because you have to get introverts out of their shells and share their thoughts. But it’s not a good thing to force them.
To be successful, a leader needs to have a high degree of emotional intelligence.
You’ll need an introvert who is patiently listening and appears as if they are ready to contribute. You can look for signs indicating that an introvert could have something to say when asked.
It’s crucial that leaders understand the differences between the 2