MANAGING EXTROVERTS: AN INTROVERTED MANAGER'S GUIDE

We are all different. Yet, for the most part, we are the same. The need to be seen, recognised and valued. But, how we want to be seen, recognised and valued differs. And that is the most important thing to focus on when building high-performing teams. Personality types are inherent, it is something we are born with and our natural disposition will always tilt towards our natural preference. It doesn't mean we can't flex, adapt, and grow. Having understood this, do opposites attract? Can opposites thrive under one roof? Can Introverts lead Extroverts effectively?

The answer is yes, yes, and yes.

Let’s explore how.

The fundamental job of a manager is to ensure that their team members flourish under their leadership. It is their responsibility to harness people's potential, increase their effectiveness and provide an environment in which they are supported in a way that will allow them to grow and have peak performance. This comes with its own challenges. There will be systemic and company culture ones that you will have to navigate, and then there are ones related to people's preferences. The last one is under your control. By learning about people and their preferences on how they want to grow, their working style and how they prefer to be appreciated, you can learn to adapt your management style to get the best out of your people.

As an introvert, some things will come naturally, such as giving people space to think and respond, while it may be difficult for you to remember to call people out on their excellent performance in a town hall as that’s not how you would want to be recognised. Managing introverts will be a lot easier because you get what they need, and given its your natural state too, it will be easy to give, and there will be harmony. But managing extroverts is a whole other ball game. You might feel drained, overstepped and threatened by them, and they might feel underappreciated by you. We certainly don't want this.

Hence, let's understand the extroverts better and what they need from you as a manager so you can learn and lead effectively.

GREGARIOUS AND FUN
Extroverts are jolly and bring lots of energy and fun to the team. They like large settings and will look for lots of ways to socialise. They very easily connect with people, and small talk is a breeze for them. However, suppose you have more introverts in your team. In that case, extroverts might get demotivated if they don't get enough opportunities to have louder settings which they can draw energy from and continue to enjoy themselves.

THINKING OUT LOUD
Extroverts process their thoughts by speaking them out loud. They will give opinions and feedback in the moment. By recognising how their brain works, you can learn to manage your own expectations and allow them to be more of themselves. They thrive in brainstorming sessions, while you may need more time to think things through and be more deliberate in your approach. A key managerial skill will be to encourage them to listen and not just hear in meetings while giving others space to speak. Because they tend to talk more as they verbalise their thoughts and feelings, they take up more space, which may not be ideal for other less vocal team members. Maintaining a fine balance and facilitating meetings to meet everyone’s needs will be a key skill to develop.

LOUD RECOGNITION
Extroverts thrive on external rewards and recognition. They feel recognised and valued when they are appreciated for their contributions and what they bring to the table in a way that brings a spotlight on them. By recognising them openly, they stay engaged, feel valued and perform much higher. If you want more of something from them, make sure you praise them on that; they will be motivated to do more of it in the future. Example: recognising their achievement in a team meeting, celebratory decorations on their desk, awards at larger meetings.

COLLABORATION
Extroverts work best when they work collaboratively with others. They are very effective at building on people's ideas, love group work, and are open to breakout sessions in training, and constant chat on online channels. If you have a larger introverted group, helping extroverts understand the different collaboration styles will help them manage their expectations and focus on where they can add the most value. An essential watch out is extroverts need active engagement and if not provided with enough opportunity to collaborate, they may become frustrated and feel drained. So do provide enough group stimulation to keep them engaged.

PROJECTS WITH HIGH ENERGY
Extroverts tend to be more confident, and assertive and have a tendency to direct and coordinate quite naturally. They have lots of energy that only increases as they interact more with people. Hence, involve them in projects which require high energy and allow them to bring their whole selves to work. Example: managing an event, leading meetings, client presentations, brainstorming ideas, bringing the team together (especially in this remote/hybrid working world), and planning socials. Make sure they are aware of their need for excitement and how others i.e. introverts may not necessarily bring the same level of external energy they thrive upon.

VARIETY AND EXCITEMENT
Extroverts need variety to keep them engaged. They don't like independent work and very quickly become bored and even burnt out if they don't get stimulating projects to work on. They are natural innovators and what makes them unique is their high-risk tolerance. This combination of being daring and creative allows them to naturally bring boldness and new energy to the team. Listen to them when they come up with ideas, and in a supportive way offer a realistic outlook on what is possible without deflating their excitement (if needed).

SETTING EXPECTATIONS
Because you have a different style and need things to be in a certain way, it is really important to set clear expectations with extroverts (and introverts!). Drawing their attention on the importance of meeting deadlines, attention to detail and making them understand that there will be times when there isn't a constant variety of work, or enough social gatherings will help them manage their own expectations and create a suitable environment for them where they can get what they need while appreciating and enjoying the presence of other teammates.

Managing people who are different from you is an essential skill that can be learnt. It can be challenging at times to manage extroverts, especially with their high need for external validation. You may find it draining to keep catering to what they need to stay motivated. In order to manage the team effectively, raising awareness of people's preferences is fundamental in building a strong team. The more people understand each other's natural preferences, the more respectful, accommodating and patient people will be. This will ensure you have a psychologically safe environment where people are free to be themselves.

I hope you are taking away specific approaches to manage extroverts with deep curiosity, a better understanding, and a toolkit to maximise their potential while drawing out their strengths for the betterment of the team in achieving key results. I highly recommend taking psychometric personality type-based tests to bring greater awareness of the various working styles in the team to aid you in leading more effectively.

Interested in learning natural ways to create more visibility for yourself? Grab a free copy of Introvert’s Visibility Checklist here which gives you lots of ideas on how to build your network by being your authentic self.

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Categories: : DEI, People manager, Personality types