The document discusses facilitating interactions between introverts and extroverts in the workplace to generate new ideas. It notes that introverts prefer quieter environments and more focused one-on-one discussions, while extroverts recharge from social interactions and thinking out loud in groups. The text advocates that leaders understand their employees' personalities and create an environment that allows introverts to comfortably share their ideas, such as providing meeting agendas, optional one-on-one discussions, and roles in discussions that allow for deeper questioning. By understanding differences and enabling positive interactions between introverts and extroverts, leaders can leverage both personality types to develop more ideas.

1. EXPERT ADVICE
Assessing employee
personality types
Facilitating interactions among introverts
and extroverts leads to brilliant ideas
By Nicola Turner
Special to Jobs & Careers
T
here has recently been considerable interest among introverts
and extroverts and their success in an organisational setting. Who
performs better? And how can we use this knowledge effectively?
Extroverts favour constant external stimulation, often think out loud
and recharge through large gatherings and shared ideas. On the other
hand, introverts prefer working in quieter environments, like to process
their thoughts before speaking and prefer one-to-one meetings or small
groupinteractions.Ofcourse,thelevelofintroversionandextroversionis
a spectrum and there are individual differences at play.
Studies indicate that both extroverts and introverts can become
good leaders and that the leadership style should be dependent on the
company’scultureandpersonalities.Thereisno“onesizefitsall”model.
Both can (and should) learn from one another.
A typical working environment does not take into account individual
differences and largely facilitates extroverts. There is a trend for open-
plan offices, brainstorming meetings and where networking and
sociability are key to progression. Unfortunately, introverts are often
overlooked due to these setups. Susan Cain, writer of Quiet, argues that
we undervalue introverts and lose many good ideas in doing so.
As a leader, it is important to consider how you might want to get the
best out of introverted team members. Introverts may have a preference
for a meeting agenda ahead of time. Allowing for “one-to-ones” or
discussions after group meetings might also help elicit great ideas that
have not been discussed by introverted employees. Introverts often have
a strong ability to listen and a preference for delving deeper into ideas
before moving on to new ideas; therefore, you might like to select an
introvert to take the “in-depth” questioning position.
Understanding your employees’ personality types and facilitating
positiveinteractionscanleadtocountlessideas. Introvertsandextroverts
should learn from one another to become more successful.
The writer is Organisational Psychologist, HRI&C
Handy Hints
• Leaders must understand each employee’s personality type
• They must try to get the best out of introverted team members
• Both extroverts and introverts are vital in leadership positions
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