Making Room for Introverts, Extroverts and Everyone in Between

Back when I led a communications team, I would frequently emerge from our team meetings buoyed by the boisterous brainstorming and the creative ideas that emerged. Often following these sessions, one of my less vocal team members, Christine, would approach me with insights no one else had mentioned. Christine’s thoughts regularly helped our department  implement our ideas more efficiently and avoid pitfalls. Over time, I began to depend on Christine’s feedback and encouraged her to share her thoughts, both during and after meetings.

As you may have guessed, Christine was an introvert and tended to be more contemplative and reflective. Introverts like Christine tend to think before they speak, which may make them quieter during meetings. Extroverts, by contrast, tend to think as they speak — or think aloud — making them louder and more dominant in gatherings. 

In Western cultures, organizations often favor extroverts because of their sociability and visibility. But the contributions of introverts are equally valuable, as are those of ambiverts — those who have both introverted and extroverted tendencies. In fact, it’s now thought that most people fall into the ambivert category, possessing  a combination of qualities that put them at different points in the introversion-extroversion continuum. 

How to accommodate different personality types

To bring out the best in your team, it’s helpful to understand the conditions that support various personality types. Following are a few key differences between introverts and extroverts and tips for accommodating them.

Difference #1: Where they get their energy

Often considered social butterflies, extroverts get their energy from being with people. They tend to seek out opportunities to interact with groups and may grow restless or bored on their own. Introverts, on the other hand, tend to get their energy from being in their own company. They may renew their energy by engaging in a single activity, or using time to reflect. It’s useful to note that introverts aren’t necessarily shy — they just are just more likely to recharge their battery by being alone versus in a busy social setting. 

If you are leading a team or group, try to create the conditions to give various team members what they need to be productive. For those who are more introverted, quiet time free of distractions may be where they do their best thinking. To the extent possible, make sure to provide spaces that facilitate contemplation. For extroverted types, the opportunity to interact with team members is often key to keeping them engaged. If your office has embraced a work-from-home culture, your extroverts will appreciate any opportunities you can provide to socialize. 

Difference #2: How they participate in meetings 

Highly extroverted people tend to enjoy meetings and will actively ping pong ideas around, savoring all the stimulation. These team members like to express themselves and typically don’t require a lot of preparation to do so. For introverts, however, these gatherings can be overly stimulating and at odds with the deep thinking they prefer. They may be less comfortable speaking up on the fly and prefer for their thoughts to be more fully baked before sharing them. 

As it turns out, all personality types tend to contribute more during meetings when they have time to prepare, so send out an agenda in advance. Your introverts, especially, will appreciate the opportunity to think about the discussion topics beforehand. If the purpose of the meeting is to brainstorm or problem-solve, share a brief with the details. Try to give everyone a chance to contribute, both verbally and in the chat if it’s a video meeting. Ask your quieter team members if they have anything to add to the conversation. This gives them the opportunity to speak up, without putting them on the spot by demanding that they share their ideas. Finally, keep the conversation open after the meeting so team members can weigh in once they’ve had a chance to put a little more thought into the topic.

Difference #3: What types of recognition they prefer 

Recognition is important to everyone, and it can be especially powerful when tailored to the individual. Your extroverted types enjoy exposure, so marking a milestone with a gathering and the opportunity for them to deliver an impromptu speech may be a perfect way to provide acknowledgement. Those on the more introverted side of the spectrum, however, may prefer less public forms of recognition, such as a letter or card thanking them for their effort, or kudos in a one-on-one meeting. Don’t hesitate to ask team members how they prefer to be recognized. 

The strongest teams are composed of diverse personality types. As a leader, it’s useful to reflect on your own preferences. If you are a hard-core extrovert, you may not relate to an introvert’s desire for solitude and stillness. Conversely, if you are an introvert, you may not identify with the social needs of your extroverted team members. Recognizing and responding to differences can help you create a team where everyone has the chance to contribute and flourish. 

Note: This article is a reprint of my monthly "Career Corner" column that appears in "The Luminary," the city of Brisbane's business and community journal.