You adore your managerial position. It is intense and
complex. No two days are the same, yet the work is highly gratifying.
You enjoy working with people, guiding them, and maximizing
their potential. Everyone adores working with you, and you're riding a wave of
euphoria - until today.
Your team has recruited three additional developers. You
have shared interests with two of them. This week, you desired to go out for tacos.
But not so much with the third developer.
You attempted to be open with him by sharing your best
business tale. His reply was, "Crickets."
You believe that the new employee will eventually emerge
from his shell. But what happens when you have an introverted team that doesn't
communicate, and you don't understand how team processes work?
Facilitating the comfort of your team members is one thing.
It's a different story if it disrupts the flow of processes. Will the quiet
persist and harm your team in the future?
Not at all
Simply put, you're dealing with an introverted staff. They
operate differently than extroverts. They may be timid. They avoid
confrontations. However, they are frequently among the best
employees in the organization. To attain excellent performance, you
must understand how to handle the team's introverts rather than marginalize
them.
Here are some methods for doing so:
Take A Step Back and Assess Your Team.
You continue to insist on establishing ties with the
introverts on your staff. And you find it aggravating that they do not
acknowledge your efforts. But consider whether their introversion is hindering
the productivity of your team.
Most likely not.
It is a prevalent misunderstanding that introverts lack
enthusiasm for their work. But consider the company's primary performance
indicators. They will reveal the truth. Therefore, could you step back and
outside of yourself? Determine whether introverts feel the need to conform to
society.
If the social aspect does not disturb the equilibrium at
work, then the lack of communication should not be considered an issue.
Introverts are great communicators because they do not attempt to fill silences
with masculine chatter.
Managers frequently believe they are accountable for
everything, including interpersonal interactions. Whether or not someone
behaves as an extrovert is not your concern. It is not the manager's
responsibility to determine the acceptable level of employee communication.
Your efforts are commendable but unnecessary.
Be Approachable in Your Communication Methods
You would like the introverts on your team to be more
communicative. You desire a happy office environment. They wish to avoid being
cornered. However, have you ever considered that you might be one of the
reasons introverts cannot communicate?
Consider how you sit at work. How do individuals approach
you? Do you speak with them? You sit in the corner without speaking. Or do you
stroll around and ask team members how they're doing?
The latter should be chosen. Consider how you introduce
yourself to introverts and whether or not you are adapting to their
communication style.
Examine the following
Casually approach her and inquire about the quality of her
day. Inform her that you are willing to assist her in any circumstance. Only
some people are comfortable approaching a stranger and asking questions, mainly
if they are new or shy.
Introverts require time to absorb their surroundings and
interactions, so keep things simple but be prepared when they are ready to
engage.
Determine The Work Patterns of Introverts.
Imagine your typical workday. You have everything figured
out. You will enter the office, respond to a few emails, don headphones and
engage in analytical work. You've scheduled time for this on your calendar.
Someone enters the room during this process and announces that it's time to
talk to people. Put down your headphones and join the conversation.
Entirely unexpected, huh?
This is how most introverts feel as they go about their
quiet daily lives. This scenario may appeal to extroverts, but it is an
introvert's worst nightmare. To escape this circumstance, you must comprehend
how your team members prefer to work and adapt accordingly.
Suppose there is a sprint planning meeting. It would help if
you shared some responsibilities. An introvert enjoys being immersed in their
job. They want you to assign them jobs to prevent them from wasting time. When
an introvert calls, repeat the following steps until they are satisfied.
Use 1-1 As A Synchronization Time.
Introverts are still a mystery. You are unable to solve
them. You are aware that they enjoy working hard and being alone. Then conduct
an in-person interview with them. And they say, "I enjoy my position and
believe it's a fantastic fit for me; I just wanted to express my
happiness."
They are overpowered.
You enter assuming they will give you a 15-day notice. You
most likely could have maximized each session. The good news is you may begin
now.
Individualized sessions are for employees. This is the time
for them to communicate openly and tell you what needs to change. The
difficulty is that this is tough for most introverts. Introverts may feel
overwhelmed by these meetings. It would help if you made it simple for them.
Start by pointing out what they are doing well rather than
what they are doing incorrectly. Be forthright and sincere with them. Avoid a
conversation that appears challenging. Because they are profound thinkers,
introverts hate small talk.
Inform them of your values. This alters the power structure,
as they are now perceived as the giver and you as the recipient. You will
observe a shift in the dynamic, and they will become more devoted to you and
more receptive to your ideas.
Before and After for Introverts in Large Meetings.
Do you recall your first team meeting as a leader in the
workplace? You felt that there were numerous excellent ideas. So many
individuals contributed. The communication was of superior quality. You were
supported.
One month later, you discover that this is different.
Everything about this location is deplorable. Two extroverts enter and exit the
room while holding the introvert's prisoner. If this is the case, you are
missing out on the vital contributions of the introverts on your team. Let's
introduce variety.
Send an email introducing the week's themes a few days
before the meeting. Why? Because introverts require time to absorb and reflect
on such things before speaking impulsively. Ask specific process inquiries. In
what way do you believe the x-function is evolving? How do modifications impact
you to the x function?
Permit comments are to be emailed before the session. Then,
you can read a selection of them at the conference. This allows introverts to
feel at ease in the meeting. It also increases the conversation's significance
and concreteness. Instead of speaking about anything that comes to mind,
extroverts must respond to a precise solution proposal.
Crossing Barriers to Aid the Success of Introverts
You now understand how to foster an environment where introverts
can flourish. With these straightforward measures, you'll be closer to
surpassing the limitations of introverts. They will promote professional and
personal development. However, remember that you can keep the individual the
same. Approach them and construct a bridge. It is up to the introvert to
initiate discussion.
