The Best Ways to Manage Introvert and Extrovert Employees
“There is no such person as a pure introvert or extrovert. Such a person would be in the lunatic asylum.” – Carl Jung
As leaders, we’re tasked with building teams made up of people with diverse backgrounds, cultures and lifestyles. In today’s global economy, we not only accept this… we embrace the diversity.
As we manage, however, there may be one differentiator we don’t think about often enough; one that can have a major impact on how our teams collaborate, innovate and create: temperament. And specifically, the disconnect that can occur as introverts and extroverts communicate, process information – and, ultimately, work together.
Like many other forms of diversity, the challenge is to find just the right mix of introverts and extroverts – and, of course, create a safe environment where the different working and communication styles are freely expressed. Because, as this infographic from Top Management Degrees shows us: “…when they’re together, real magic happens.”
Also similar to other diversity-related issues, it is imperative not to stereotype a person as either an introvert or extrovert – and realize that many of those we lead fall into the category of “ambiverts” – at different times in different conditions, most of will exhibit traits associated with both introversion and extroversion.
Take a look at this insightful infographic, and then ask yourself:
As a leader, am I full embracing the temperament diversity in my team?
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