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How to Be yourself
Good at Managing Both Introverts and Extroverts
Extroverts and introverts take “dramatically different approaches to work and social processes,”
says Cain. Understanding these preferences will help you become a keen observer of “the people
who are part of your team and what drives them,” says Gino. Extroverts, for instance, tend to
tackle their assigned work promptly; they’re quick, sometimes rash decision makers. They’re
comfortable with risk-taking and multitasking. “On the other hand, introverts work more
deliberately and slowly. They prefer to concentrate on a single task at a given time.” Extroverts
gravitate toward groups and they tend to think out loud. “They are energized by social gatherings
and shared ideas,” she says. In contrast, introverts typically dislike noise and big group settings
—“they may enjoy business meetings and some parties, but after a moment they wish they were
at home with some good books.”
Promote privacy
The workplace—particularly the modern American workplace, with its open floor plans and
emphasis on constant collaboration—can seem like it’s built for extroverts. But a research
suggests that we all— especially introverts—need private space to get work done. So think about
small design changes you might make to create “nooks and crannies for people to go and be
alone,” she says. These include individual tucked away workstations or even “quiet zones”
similar to quiet cars on trains. You can also help your team develop cultural practices whereby
colleagues “signal to others that they’re not be interrupted,” she adds. For example, in some
offices people wear headphones to indicate that they’re in concentration mode. At the same time,
you need to make sure that your extroverts don’t get discouraged by everyone retreating to their
cubes. So maintain or create spaces for gatherings and random encounters too – for example,
coffee break areas, communal lunch tables, lounge rooms.
…And
How extroverts
to Be to listenBoth Introverts and Extroverts
Good at Managing
Extroverts often bring enthusiasm and candor to meetings, and you want to encourage that. But
you must also teach them to “listen, reflect, and become more open to the perspectives of their
more silent peers,” Gino says. Cain suggests talking to the dominant personality—or personalities
—on your team one-on-one. “It doesn’t have to be loaded or a big deal—it’s not a critique,” she
explains. Instead, you want to acknowledge all the good things they bring to the table but then
ask them to consider “tweaking” their behavior to allow others to be heard. Challenge them to
draw their more introverted colleagues out while still staying true to themselves.
Principles to Remember
Do
Don’t
Assume you already know everything about introversion and extroversion—make an effort to
learn about how personality impacts work preferences and styles
Overload your team with meetings; give colleagues ample uninterrupted work time during the
day
Let a certain dominant personality do all the talking; encourage that person to reflect and listen
Case Study #1: Talk to your team members about how they prefer to work and learn
A couple years ago, Margaret “Meg” Sheetz, the President and COO of Medifast, the nutrition and
weight-loss company, had a problem with team dynamics. “I am an extrovert—I like to
brainstorm and talk stuff out—and I was highly frustrated because some people were not
engaging the way I wanted them to,” she says.
After discussing the issue with one of her HR colleagues, Meg had her team take the Myers-Briggs
personality type indicator. Her goal, she says, was to get “an understanding of who was in the
room.” The entire management team took the test and discussed its results together. “We talked
about our gifts and talents, what motivates us, and how each of us makes a contribution to the
company based
How to Be Good at on our strengths,”
Managing she and
Both Introverts says.
Extroverts
The conversation helped Meg think about how to get the best from each individual—particularly
when it comes to team meetings. She now emails the introvert on her team agenda items
beforehand. “I say, ‘I need you to come to the meeting tomorrow with your ideas on these three
specific things.’ It gives her time to focus and prepare,” Meg says. Meg doesn’t provide the
extroverts on her team with as much information beforehand because she knows “they’re better
on the fly.”
The Myers-Briggs test results and the subsequent discussion also gave her a new appreciation for
introverts in general. “We have an introvert who does all our training and presentations and you’d
never know he was an introvert because he’s so good on stage and so personable,” she says. “He
talked to us about how he hasn’t let his introversion stop his career growth and also how he’s
adapted his management style for the extroverts on his team.”
That director has also become somewhat of an ambassador for other introverted personalities at
the company. “I think there is an assumption that an introvert is someone who sits in a cubicle
with his head down and can’t drive and inspire people—but that’s not true. We value introverts
and their management style.”
Case Study #2: Provide structure and encourage feedback in multiple formats
Mat Brogie, the COO of Repsly—the Boston-based software company focused on mobile customer
relationship management, oversees a marketing team of two people. “One is very much an
extrovert, the other is very much an introvert,” he says. “My job as their manager is to get them to
the point where they’re most comfortable so they can perform at their best.”
Recently, for instance, Mat led a meeting on the topic of implementing an Agile methodology into
the company’s marketing unit. When Mat finished his portion of the presentation, his introverted
employee shied away from providing feedback, while his extroverted colleague “gave his input
right away—I didn’t even have to ask.”
Mat let his extrovert do the talking, but he made sure to follow up with his introvert after the
meeting, one-on-one, to solicit her ideas. She sent him an email the next day with her
perspective. “My philosophy is to let people be who they are but make sure they all have an equal
opportunity [to say their piece]. I welcome different types of feedback. And I don’t want to put
people onGood
How to Be the at
spot or putBoth
Managing them in an awkward
Introverts situation.”
and Extroverts
At the same time, Mat wants to make sure his introverted employees have a voice at the table that
others hear, too. Repsly doesn’t have many meetings, but the company does gather every day at
8:30am for a 15-minute morning scrum. Each team member is allotted one to 2 minutes to give
an update. “It’s a format that works for everyone. Because it’s structured, the introverts can
prepare for it. They know ‘These are the things I need to say and I say them in this order.’ They
don’t feel uncomfortable, and they get to practice being a little more out there.”
Rebecca Knight is a freelance journalist in Boston and a lecturer at Wesleyan University. Her work has been
published in The New York Times, USA Today, and The Financial Times.
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