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Management: Introverts and Extroverts
Welcome to the workplace…
Filled with different:
(a) Ethics(b) Cultures(c) Temperaments
There are too many (a, b) to tackle, so let's be practical.
Good managers know how to manage different
(c) Temperaments
Most employees will fall into two main categories:Introverts (30-50% of the population)And Extroverts (50-70% of the population)
Each have their own strengths and weaknesses, and need to be properly managed to be:
(a) their happiest(b) their most productive self(c) ingrained with the team
The crucial difference: arousal.Extroversion: Preference for more stimulating environments.AmbiversionIntroversion: Preference for less stimulating environments.
Carl Jung–"There is no such person as a pure introvert or extrovert. Such a person would be in the lunatic asylum."
Research has shown this leads to different dominant skill sets.[skills]Introverts:MemoryPlanningProblem SolvingMotor ControlSelf regulation
Extroverts:Processing new informationApplying new knowledge quicklyTalking more abstractlyRisk Taking
Different tendencies:
Introverts:Practical clothing choicesSeek long term gratificationLess overall happinessLikelier to be non-American
Extroverts:Decorative clothing choicesSeek instant gratificationGreater overall happinessLikelier to be American
And positions in which the temperaments are comfortable
Rules for Managing Introverts:
Respect:1.) Their unique perspective.2.) Their need for privacy.3.) Their need to observe first.
Don't:4.) Publicly reprimand them.5.) Demand instant answers.6.) Interrupt them.7.) Try to make them extroverts.
Do:8.) Give them advance notice.9.) Help them find a partner / small group.10.) Teach them new skills privately.
Rules for Managing Extroverts:
Respect:1.) Their unique perspective.2.) Their independence.3.) Their need to "jump in" publicly.
Don't:4.) Force them away from others.5.) Deflate their excitement.
Do:6.) Compliment them publicly.7.) Allow them to talk things out.8.) Make physical and verbal gestures of affection.9.) Offer them options.10.) Accept exuberance.
But when they're together, real magic happens.Mixing Extroverts and Introverts Makes a Better Team
The all-extrovert team:The strength: Higher collaborationThe pitfall: Less focused individual workThe strength: Greater adaptabilityThe pitfall: Less deliberate "progress"
The all-introvert team:The strength: Focused individual workThe pitfall: Lower collaborationThe strength: More deliberate "progress"The pitfall: Lower adaptability
The mixed team:Awareness of strengths and weaknesses leads to a balanced and versatile team.
But avoid these common mistakes:Chaotic Brainstorming is known to alienate both temperament types
The Uneven Communication Problem
Extroverts:What they bring to the table: Dominating discussion habitsWhat they take from the table: 'Everyone else must be unprepared or just have nothing to say.'What they bring back to the table: Just throwing out ideas-good or bad–to fill the awkward silence.
Introverts:What they bring to the table: An unwillingness to butt inWhat they take from the table: 'It's futile to try to get my point across to these guys.'What they bring back to the table: Continued silence.
The Solution: Throw out the problem to be addressed in the meeting early. Introverts work in solitude, and extroverts have time to sort through ideas to find their best.
Tensions Rising
A number of studies have shown that introverts tend to rate the job performance of their extroverted colleagues much lower than other extroverts would.
The Solution: Just be aware!
