I spend my summers on Cape Cod, where I go clamming with my friend Woody. I’m what you might call an extrovert and a very, shall we say, enthusiastic clammer. Every time I find a clam, I shout with joy!
One particular day, Woody and I decided to see who could find the most clams. I kept shouting, “Oh look, I found another clam!!!” while Woody stood several feet away from me, quietly clamming.
I thought for sure I had won the contest until Woody pulled up his basket, which was filled to the brim with clams. That was the day that I learned that the most productive people aren’t always the loudest people.
Leading introverts can be incredibly challenging for those of us who are extroverts. You may not feel especially connected to someone who is the complete opposite of you. Or, it may not feel like the introverts on your team are working as hard as their extroverted colleagues. Don’t be so quick to jump to conclusions.
There is an incredible amount of value in having introverts on your team.
Here’s how to lead introverts.
First and foremost, resist the temptation to label people. Saying things in a meeting like, “Let’s hear from our introvert, Charlie,” is inappropriate and may result in this employee retreating into his shell. It’s essential to remember that people don’t choose to be extroverts or introverts. It’s just how they’re wired.
Don’t try to change them. Sending an introvert off to take a Toastmasters class isn’t going to transform them into an extrovert. Instead, accept them for who they are and work on changing your approach to managing them.
Don’t expect them to tell you everything. You may pour your heart out to an introvert but don’t expect them to do the same. On a work project, they may tell you only what you need to know, which is a blessing if you’ve ever worked with someone who tells you everything they know!
Give them time and space to think. Many introverted people are deep thinkers. They’re usually not the first to raise their hands in group situations when the team is asked a question. This doesn’t mean they aren’t fully engaged. They may just need time to process what is being discussed before responding.
Leverage their strengths. Place them in positions that require more independent activities.
Give them a head’s up before showering them with questions. Don’t expect to drop by the cubicle of an introvert for a brainstorming session. Give them a head’s up that you’d like to discuss a particular topic and schedule time to do so.
Provide quiet spaces for them to recharge. This will give introverts an opportunity for some quiet time to be more productive.
Send meeting agendas in advance and ask for written responses to questions you may cover. This will allow introverts to participate more fully.
Don’t punish introverts for avoiding social situations outside of work. You may be disappointed that your whole team didn’t show up for drinks after work. Respect that a loud bar scene isn’t for everyone, nor is small talk.
Provide opportunities for team members to communicate in writing. Group meetings can be a source of discomfort for introverts. Introverted team members may feel more comfortable responding to questions via email. This gives them time to process and provide feedback in a way that works for them. This minor adjustment in your management style will go a long way toward helping you work more effectively with the introverts on your team.
As a leader, knowing what your employees need from you and accommodating their needs is the greatest gift you can give them. Try these tips out and see how much better your relationship is with the introverts on your team.
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