The place of work is a melting cooking pot of personalities--no pleasantly surprised there ! All sorts of employees must act together and are anticipated to get over individual differences to reach a common objective . But ethics , cultural norms , and temperament can sometimes cause friction .
Let's exchange views about temperament . All employee organizations will exhibit two main types : introverts and extroverts . Each kind can interact very differently in the workplace . One may be better suited for management than the other . But can you always tell which is which ?
These kinds of traits tend to be related to most extroverts :
They never seem to meet a stranger . Everyone is a potential client , or better yet , a potential friend .
They seem to volunteer for everything that comes along . These are the employees who will work on several committees at a time , even if the committees have little in common .
They involve themselves socially with everyone who will have them . They instigate personal discussions and often become the social directors for the department .
Extroverts sound like wonderfully interactive people , don't they ? They can be--but a dark side may also emerge .
They are capable to emotionally overwhelm a client who prefers to continue to be "strictly business ," causing mistrust . This administrator must learn to moderate this inclination according to the client's needs .
They could get burned out quickly in an attempt to impress others or earn their sincere regard through overcommitment . This supervisor must learn balance and when to say no .
They are able to become overly friendly with staff and clients . Adequate boundaries are a must if this manager is to maintain the respect of others .
How about traits associated with most introverts ?
They often choose to work in solitude . They may get angry if interrupted .
They recognize the lives of others but don't enter social conversations . They rarely show up at events that are not business relevant .
They tend to wait around until an assignment is refused by others before stepping up . A co-worker might feel as if they resent taking on the burden .
It seems as if introverts would make poor leaders , doesn't it ? They can be--but you might look at it this way .
They could have impressive powers of concentrating and problem solving . When this supervisor presents his strategy , it will usually be comprehensive and well thought out .
They can represent a buffer or diplomat , considering the fact that they tend to observe behavior from a certain distance . This manager might explain differing points of view without getting emotionally involved .
They can turn out to be effective leaders , not regardless of but because of the fact that they don't push themselves in the forward direction . They are likely to have a real looking view of their expertise and the persistence to figure out the job as it advances .
Obviously , these are only surface attributes of extroverts and introverts . Almost all traits can be seen in both personality types .
But what actually constitutes an extrovert as well as introvert ? It's fairly simple . An extrovert recharges by getting with people , while an introvert recharges by staying alone .
All staff members deserve and appreciate show regard for who they are . Acknowledge the introverted as well as extroverted traits that you've identified . You may find you have identified the person in error . Many true introverts understand to act like extroverts in certain circumstances and or vice versa .
Listed here are a few recommendations for effective ways to address each type :
An introvert usually prefers to ease into the regular workday by sorting and also planning all alone for the first half an hour . He may want to retreat tactically during the day . Allow him to stratagize "alone time ," or motivate him to use a "do not disturb" indicator when necessary .
An extrovert would frequently rather discuss with people and start the day off functioning . He'll tend to be more effective when he may bounce suggestions off others during the work-day . Schedule regular brainstorming periods or encourage him to engage along with other people as required .
An introvert may not be more comfortable speaking up when a generic call for ideas is presented . Ask him straight ( possibly before the business meeting ) if he has recommendations .
An extrovert might want to explain every fine detail of his plan instantly . Acknowledge his creative ideas in front of his peers without allowing his excitement to hijack the meeting .
Finally , motivate extroverts and introverts to act together . It's sometimes a bit tricky , but each has strong points that will improve the professional growth and development of the other as well as add more value to the project .
Do you know of unique ways to control the personalities in your office ? Please take a moment to discuss this article and your comments with others .
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