Transcript Characteristics of E’s and I’s

TH2.1- Quiet: Tapping the Power of
Introverts on your Staff
Presenters: Kris Anderson & Pam
Harvey-Jacobs
Are you an introvert?
(Or, are you more like Pam or Kris?)
For each statement, give yourself a P or a K –
whichever sounds more like you.
What Introversion is (and isn’t)
It is a basic temperament trait. You don’t “get over
it.”
It is about how you respond to stimulation.
Introverts are stimulation-sensitive – or “high
reactive.”
It isn’t the same as shyness. There are shy
extroverts, and non-shy introverts.
It isn’t rare. Approximately 1/3 to ½ of the
population are introverts.
Characteristics of Es and Is
Extrovert

outgoing



people person
comfortable in groups
wide range of friends and
acquaintances

jumps quickly into activities

gets energized by being around others

thinks aloud

“talker”
Introvert

reflective

reserved

comfortable alone

small group of close friends

thinks before starting activities

gets energy from time alone

processes thoughts internally

“(over)thinker”
Introverts…

like working in quiet spaces

enjoy working independently

are reluctant to delegate, but when they do,
they provide little information

work well without supervision

think and reflect before taking action

sometimes share ideas only when prompted

listen well

appear calm under pressure

have good depth of knowledge
Introverts….
•
•
•
Rarely speak unless they have something
significant to say (which is not the same as
being arrogant or having nothing to say).
Would rather give a talk in front of 500 people
than mingle with those people afterward.
Enjoy reading, writing, strategy and research.
What this looks like in the workplace:
Introverts may appear to be wavering, indecisive or
unsure – when really the person is just thinking
deeply and evaluating alternatives.
Introverts may appear to be aloof, disinterested in
teamwork or unfriendly – when really the
person is simply reserved by nature.
Introverts, for these reasons, may not advance to
their full potential in the workplace.
So…what can we do about that?
Supervisors of introverts: DOs
Ask their opinion. If you don’t, you may be missing out on a whole slew of great
ideas.
Be prepared. Give them information (e.g., a meeting agenda) beforehand so they
have time to process their thoughts internally before having to share.
Use email. If asking for important input, give your staff time to consider their
thoughts rather than putting them uncomfortably on the spot.
Delegate properly. Give them the authority to make decisions on their own
without interrupting and micromanaging.
Be flexible with recognition. Don’t assume that everyone’s idea of fun and reward
is a big party.
Find out where credit is due. Introverts don’t often sing their own praises, so be
sure you are thanking the right people when things go well.
Offer, if possible, flexibility with work hours. Allow them to come in early, or stay
later, to achieve the “quiet time” they need to do their best work.
Develop a non-monetary reward system. Introverts are often “relatively immune
to wealth and fame.”
Consider online brainstorming sessions, or “polling” employees to get feedback.
Supervisors of introverts: DONTs
Don’t ask them to “speak on the fly.” (Over arousal interferes with
attention and short-term memory, setting an introvert up for failure
when forcing them to respond without preparing.)
Don’t let the Es on your staff talk over, interrupt, or otherwise stifle the
times that I’s do choose to speak.
Don’t buy into the “extrovert ideal.” Appreciate and take advantage of
the unique characteristics of your Is.
Don’t force constant group work.
Don’t abandon them in times of conflict. Recognize their extreme
discomfort, even if you don’t understand it. Intervene and mediate,
if at all possible.
Introverted staff:
Step away from the Noise. Even if it’s just going to the bathroom, taking
a short walk, or stepping outside, take breaks that allow you to recharge.
Share your route of thought. When explaining your opinion or providing
instructions, don’t assume that everyone else has gone through the
same thought process, as obvious as it may seem to you.
Prepare. Request or research information before meetings so that you
can prepare your thoughts ahead of time.
Share your successes. Make small daily goals to share a project you are
working on, a great meeting you had or a positive outcome that you
have reached. It doesn’t have to be about bragging. Share your
passion instead of your ego.
Create space. Whether working on an important project or debriefing
from an intense meeting, find a quiet place.
Share your ideas. Again, make small daily goals to speak up once in a
group setting. And don’t fret afterward about whether or not people
thought your idea was silly. They’ve probably moved on.
Introverted staff:
Seek out other introverts. If you have an event or activity to go to, buddy up
with an introvert. Use it as an opportunity to go out of your comfort zone
and mingle, knowing you can rejoin your buddy if you need to.
Get what you need to do your work. If you need a quieter place to work, see if
you can use an empty conference room or borrow a vacant office. If you
need more information before forming a response, say so and get it. If you
need to be recognized without having to yell, establish new ways of making
yourself known.
Block out time on your calendar to think, plan and prepare. Don’t feel guilty
about doing this.
Find ways to express yourself, introvert style. Ask for one-on-one time to
explain an idea, and make others aware that you give your best input when
you don't have to interrupt or be interrupted. About half of the work force
shares your wiring, so give other introverts the same consideration.
Introverted staff:
Make room for your thinking. If fast-paced meetings overwhelm your reflective
style, get the agenda ahead of time or jot down your thoughts and pass
them forward during the meeting to bypass the barrage of verbal popcorn.
Don't apologize or criticize. If you don't want to join the after-work happy
hour, just say that your version of happy hour is unwinding at home – and
wish them a good time at the events they enjoy.
Talk personality. Tell your boss and colleagues about your style and how you
work best. This shows an investment in your work as well as respect for
yourself and how you are wired. Your workplace may offer personality
tests, such as the Myers-Briggs Type Indicator, which provide a common
language for discussing different styles (if not, suggest it). Use the
opportunity to educate others and to understand those who work
differently.
(From the Brazen Careerist Social network)