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7 Ways for Extroverts to Manage Their Teams of Introverts Well

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7 Ways for Extroverts to Manage Their Teams of Introverts Well

If you have a team of introverts to manage, consider yourself lucky. Introverts have great insights and listen well. They are independent and observant. Having them on your team is valuable.

However, as an extrovert, you have a different communication and working style from them. You may find it difficult to connect or understand your introverted subordinates. Sometimes, they may even seem a little aloof and unapproachable to you. So how do you nurture their talent and get them to contribute more?

Here are 7 ways to help you manage your teams of introverts well.

1. Listen.

Never interrupt your introverted subordinates when they are talking. It takes time and effort for them to process and share their thoughts with you. Extroverts have the tendency to brainstorm out loud in groups. But refrain from adding your inputs before your introverted subordinates complete their speech.

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Brainstorming out loud is ineffective to introverts. Not only are your breaking their train of thoughts, but they may think you aren’t receptive to new ideas. So they may not share their ideas with you in the future.

2. Give them time to think.

Don’t get your introverted subordinates to share their opinions on the spot, especially in a meeting. You won’t get much out of them. Introverts need time away from people to reflect on their own. They need to formulate their ideas and thoughts before sharing with others.

Instead of asking them to contribute spontaneously at a meeting, give them the questions or detailed agendas a day before the meeting. This gives them ample time to prepare and think about the problems. You will be amazed by how many insights they contribute when you do that.

3. Divide them into smaller teams.

Introverts work better in one-in-one setting and smaller groups. If your team is too big, you may consider dividing your team into smaller sub-teams. These allow introverts to forge better relationships and communicate with one another better.

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This applies to team-building activities too. If you are organizing games for your team, divide them into smaller groups. The participatory level of introverts increases as the group gets smaller.

4. Use written communication.

Sometimes, the best way to communicate with introverts is to use written communication, such as emails. Group chat messenger is also useful to build the relationship of the team members.

Written communication is better for introverts because it’s less simulating. Introverts get overwhelmed quickly from face-to-face interactions. They pick up non-verbal body cues and energy from others during conversations too. Thus, they get tired easily from verbal communication.

5. Provide them a quiet work space.

Introverts need a private and quiet place to work. They find it hard to concentrate at work when their colleagues are constantly talking and interrupting them. Some of them may even get so frustrated and unhappy with their lack of productivity that they feel resentment towards their fellow co-workers.

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If possible, give introverts their own cubicles. Give them the peace and space to work independently. If this is not possible, at least separate them from your other extroverted subordinates. Allocate a room for people who want to work quietly so that they can work without interruptions.

6. Redesign your performance appraisal.

Never judge your introverted subordinates’ work capability by their ability to socialize and communicate with people. They will feel unappreciated and unfair because being quiet is their strength. It allows them to collect information and be analytical.

Furthermore, talking less doesn’t mean they are bad communicators. They connect with people well by listening to them intently. They can achieve the outcome you want but with a different method. So their performance should be appraised based on the work they have done and not how similar they are to you.

7. Allow them to be themselves.

As a manager or a boss, it’s your duty to bring out the best in your team. Motivating them to improve themselves is good, but don’t pressure your team members to be someone they aren’t.

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Don’t make social or networking events compulsory for them. Give them a choice. Introverts don’t get as much value from these events as extroverts do. Also, don’t force them to go for presentation workshops if they aren’t interested. You should tap on their strengths instead of focusing on their weaknesses.

Featured photo credit: Encuentro de Empresas del Sector Turístico / Franklin Tello via flickr.com

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Last Updated on November 15, 2021

20 Ways to Describe Yourself in a Job Interview

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20 Ways to Describe Yourself in a Job Interview

“Please describe yourself in a few words”.

It’s the job interview of your life and you need to come up with something fast. Mental pictures of words are mixing in your head and your tongue tastes like alphabet soup. You mutter words like “deterministic” or “innovativity” and you realize you’re drenched in sweat. You wish you had thought about this. You wish you had read this post before.

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    Image Credit: Career Employer

    Here are 20 sentences that you could use when you are asked to describe yourself. Choose the ones that describe you the best.

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    “I am someone who…”:

    1. “can adapt to any situation. I thrive in a fluctuating environment and I transform unexpected obstacles into stepping stones for achievements.”
    2. “consistently innovates to create value. I find opportunities where other people see none: I turn ideas into projects, and projects into serial success.”
    3. “has a very creative mind. I always have a unique perspective when approaching an issue due to my broad range of interests and hobbies. Creativity is the source of differentiation and therefore, at the root of competitive advantage.”
    4. “always has an eye on my target. I endeavour to deliver high-quality work on time, every time. Hiring me is the only real guarantee for results.”
    5. “knows this job inside and out. With many years of relevant experience, there is no question whether I will be efficient on the job. I can bring the best practices to the company.”
    6. “has a high level of motivation to work here. I have studied the entire company history and observed its business strategies. Since I am also a long-time customer, I took the opportunity to write this report with some suggestions for how to improve your services.”
    7. “has a pragmatic approach to things. I don’t waste time talking about theory or the latest buzz words of the bullshit bingo. Only one question matters to me: ‘Does it work or not?'”
    8. “takes work ethics very seriously. I do what I am paid for, and I do it well.”
    9. “can make decisions rapidly if needed. Everybody can make good decisions with sufficient time and information. The reality of our domain is different. Even with time pressure and high stakes, we need to move forward by taking charge and being decisive. I can do that.”
    10. “is considered to be ‘fun.’ I believe that we are way more productive when we are working with people with which we enjoy spending time. When the situation gets tough with a customer, a touch of humour can save the day.”
    11. “works as a real team-player. I bring the best out of the people I work with and I always do what I think is best for the company.”
    12. “is completely autonomous. I won’t need to be micromanaged. I won’t need to be trained. I understand high-level targets and I know how to achieve them.”
    13. “leads people. I can unite people around a vision and motivate a team to excellence. I expect no more from the others than what I expect from myself.”
    14. “understands the complexity of advanced project management. It’s not just pushing triangles on a GANTT chart; it’s about getting everyone to sit down together and to agree on the way forward. And that’s a lot more complicated than it sounds.”
    15. “is the absolute expert in the field. Ask anybody in the industry. My name is on their lips because I wrote THE book on the subject.”
    16. “communicates extensively. Good, bad or ugly, I believe that open communication is the most important factor to reach an efficient organization.”
    17. “works enthusiastically. I have enough motivation for myself and my department. I love what I do, and it’s contagious.”
    18. “has an eye for details because details matter the most. How many companies have failed because of just one tiny detail? Hire me and you’ll be sure I’ll find that detail.”
    19. “can see the big picture. Beginners waste time solving minor issues. I understand the purpose of our company, tackle the real subjects and the top management will eventually notice it.”
    20. “is not like anyone you know. I am the candidate you would not expect. You can hire a corporate clone, or you can hire someone who will bring something different to the company. That’s me. “

    Featured photo credit: Tim Gouw via unsplash.com

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