Introverts and Extroverts in the Workplace
How to Leverage Each Other’s Unique Abilities
There are many misunderstandings when it comes to introverts vs extroverts. For example, not all introverts are shy and not all extroverts are confident. We often make these assumptions, which hinder our ability to create an environment that benefits both individual and collective success.
Introversion and extroversion are on a scale, it’s not black and white, more on this later.
Intro to Introverts
Introverts on the far end of the scale need to be alone to recharge and prefer calm environments, whereas extroverts typically find energy through stimulating environments and social interactions. Despite assumptions, introverts still enjoy and require social connection, but on top of working in an office, there is little time for them to recharge and much less energy for them to network and socialize outside the office. Extroverts on the other hand are typically more comfortable in these environments and would likely find a remote work setting draining or isolating.
When remote and hybrid work became an option and even the norm in many cases, during the COVID-19 pandemic, many introverted people found themselves content and even flourishing. Others, who lean toward extroversion, may have had a harder time adjusting.
Now that society is returning to pre-pandemic norms, two key questions must be addressed: how can we support one another in this business world? And how do we leverage the potential of both introversion and extroversion? Let’s find out…
Introversion and Extroversion are two sides of the same coin. If you take one side away, there’s no coin.
Stronger Together
Introverts typically internalize the idea that something is wrong with them when they don’t feel like socializing like their extroverted counterparts. Being social animals, we pay most attention to the loudest forthcoming personalities, who are usually extroverts. Introverts prefer to work away quietly without making much noise while making contributions in their own way.
In fact, some of the greatest business minds are introverts: Warren Buffet claims his solitary nature made him an investment expert; Bill Gates spends days on end alone reading and learning; and Oprah Winfrey often hides in bathrooms at parties. Not to mention the scientists and leaders of our time who have contributed greatly to our progress and well-being. These people overcame adversity and fully leveraged their natural introverted inclination to achieve amazing success.
The strengths of extroversion are well known, but here are some of the hidden strengths that introversion can bring to any organization:
Problem Solving: In Laurie Helgo’s book Introvert Power, she observes introverts have a very active frontal cortex, the part of the brain responsible for synthesizing information and finding solutions.
Strong Listening and Observation: Introverts tend to be quieter, which allows them to gather information and prepare their answers. For this reason, they are observant and can notice details that others tend to miss in their final analysis.
Creative Thinking: Many of the most creative thinkers in a variety of fields are introverts. Solitary is a crucial and underrated ingredient for creativity.
Introverts and Leadership: Studies show that the productivity of introverted and extroverted leaders only differs with the types of teams they lead. Extroverts can get people excited and encourage employees to follow a direction, whereas introverted leaders are better at hearing multiple perspectives and ideas from their employees.
Here are some job positions that might suit both introverts and extroverts:
Positions for Introverts:
Data Analyst
Focuses on analyzing and interpreting data, often working independently with minimal client or team interaction.
Content Writer/Editor
Involves writing and editing content, often requiring deep concentration and quiet time. Can be done remotely or in solitude.
Software Developer/ Programmer
Primarily involves coding, problem-solving, and developing software, which can be done with limited social interaction and collaboration in smaller team dynamics.
Positions for Extroverts:
Sales Manager
Requires frequent interaction with clients, building relationships, and networking to drive sales and grow business opportunities.
Public Relations Specialist
Involves engaging with the media, crafting public messaging, organizing events, and networking with stakeholders.
Event Coordinator
Focuses on planning and organizing events, working closely with clients, vendors, and team members to ensure successful execution.
Empowering Both Sides of the Coin
It’s important to know that introversion and extroversion work on a scale, but everyone falls somewhere along the spectrum, either high, medium, or low. You can find where you and your employees fall through various personality tests.
It can be hard to create a work environment that benefits all. Below are some ways to implement a more supportive and productive workplace:
Test Employees’ Personalities: By knowing everyone’s personality types, you can put them in positions that will suit their introversion or extroversion, which will reflect in the organization’s success. As a leader, this can also bring awareness to your inclinations and reveal oversights about what you need and what you expect from your team.
Creative Problem Solving: Brainstorming doesn’t always bring out the best solutions. In fact, many studies show that traditional brainstorming is ineffective. Implementing different and creative problem-solving tactics, ones that might be more solitary, can allow more people’s ideas to be heard, leading to better, more varied, and innovative outcomes.
Diverse and Flexible Working Arrangements: Introverts will thrive in remote and hybrid work settings, compared to their extroverted colleagues. Burnout will occur more frequently among introverts in in-office work environments and vice versa for extroverts. Having policies in place that allow for flexibility in these arrangements will help all employees in an organization thrive.
Leadership Adaption: Chip Espinoza, PhD, Author, and TEC Canada Speaker, states that “the people with the most responsibility have to be the first to adapt,” in his Deeper Insights Webinar. This is because relationships built with managers are critical to integrating employee performance. Adapting your leadership, rather than asking employees to adapt, could bring about greater organizational success.
The Dreaded Burnout
Even extroverts can experience social fatigue, but social burnout is more common among introverts. Below are the common differences between social exhaustion/fatigue and burnout:
- Also known as burnout syndrome, burnout is more serious than fatigue and can cause long-term damage. If untreated, burnout syndrome can lead to more serious mental health conditions, such as depression.
- Fatigue can usually be recovered from in a day or two and with a good night’s sleep. Burnout requires a longer time to recover and a change in work style to prevent it from happening again.
- Fatigue does not usually cause mood and motivation problems, whereas burnout can lead to a decrease in life and job satisfaction.
Running on fumes for too long causes serious mechanical failure in a car, and the same goes for our brains. Introverts are more susceptible to social burnout, which in its early stages might manifest as social exhaustion. Burnout for extroverts might come from a lack of social interaction, which can lead to the same unfortunate conditions.
If approached with intention, creating a workplace environment where both extroverts and introverts can succeed is possible and ideal. By leveraging the strengths of both types, organizations will have teams that are ready for any challenge, whether it requires front-facing interactions like sales or creative work such as design.
Peer advisory groups can be a great place to connect with other business leaders and share strategies and perspectives. It can also be a place to exchange ideas about how to properly manage a diverse team of professionals to maximize success. Consider joining a TEC Canada peer group today!
