{"id":35158,"date":"2019-06-06T13:58:30","date_gmt":"2019-06-06T17:58:30","guid":{"rendered":"https:\/\/www.wework.com\/ideas\/?p=35158"},"modified":"2020-09-03T05:52:53","modified_gmt":"2020-09-03T09:52:53","slug":"how-introverts-and-extroverts-can-find-harmony-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.wework.com\/ideas\/professional-development\/creativity-culture\/how-introverts-and-extroverts-can-find-harmony-in-the-workplace","title":{"rendered":"How introverts and extroverts can find harmony in the workplace"},"content":{"rendered":"\n

If you\u2019re an extrovert, you know it\u2014and so does everyone else around you. On the most basic level, extroverts get a buzz from other people and dynamic situations, contributing and receiving energy with enthusiasm. By contrast, when introverts participate in such scenarios, they need to follow it up with solitude, spending time alone to recharge and regain equilibrium. <\/p>\n\n\n\n

Both personality types are needed in the world and the workplace\u2014but these differences can sometimes spell trouble at work. In their book No Hard Feelings: The Secret Power of Embracing Emotion at Work, <\/em>authors Mollie West Duffy<\/a> and Liz Fosslien provide insight as to how introverts and extroverts can work together and flourish side by side.<\/p>\n\n\n\n

\u201cThe workplace is often an emotional minefield,\u201d says Fosslien, who is also the book\u2019s illustrator. To help others disarm potential land mines, the pair led a workshop at the WeWork 401 Park Ave South<\/a> in New York that prompted attendees to be honest about their own quirks, triggers, and habits, and to become more cognizant of others\u2019. These are their best tips for how we can all learn to get along with other personality types to produce our best work.<\/p>\n\n\n\n

Schedule time to decompress.<\/strong> Back-to-back meetings and events and offsites and happy hours are every introvert\u2019s recurring nightmare. Fosslien says she has learned to \u201cavoid [the] introvert hangovers\u201d that come from over-committing by blocking off evenings on her calendar for downtime. \u201cI\u2019ll put on my calendar, \u2018Do not say yes to anything else!\u2019\u201d she says. It\u2019s a great tip for introverts\u2014and a good reminder for extroverts to schedule space between mandatory events.  <\/p>\n\n\n\n

Break into small groups.<\/strong> One of Fosslien\u2019s book illustrations depicts an introvert in a meeting thinking: I have a thought\u2026 Should I say something?<\/em> But by the time she gets the courage to raise her hand, the loudest members of the group chime in, the leader says, \u201cGreat meeting! See you next week!\u201d and everyone departs.<\/p>\n\n\n\n

For a more inclusive\u2014and, ultimately, productive\u2014way to brainstorm, Fosslien and West Duffy suggest that managers ask people to split up into pairs, talk one-on-one, and then report back to the larger group. This way, multiple contribution styles are accommodated rather than the most bombastic ones by default.<\/p>\n\n\n\n

Send out agendas before meetings.<\/strong> Agendas play to both introverts\u2019 and extroverts\u2019 strengths and weaknesses. Introverts, who tend to shrink from a fray, can prepare their thoughts, questions, and comments in advance and feel more comfortable speaking up. And extroverts, \u201cwho benefit from having a little extra time to think through what they\u2019re going to say as opposed to just saying it in the moment,\u201d Fosslien says, can stay on track.<\/p>\n\n\n\n

Conduct pre- and postmortem check-ins.<\/strong> West Duffy says her team meets before, during, and after every project to have a conversation about how they want to work together. The discussions are facilitated by someone who isn\u2019t directly involved in the project and include considerations such as: Are you an introvert or an extrovert? What time do you want to get to work in the morning? What are your nonnegotiables\u2014for example, do you have to leave by a certain time to pick up kids? How do you like to give and receive feedback? <\/p>\n\n\n\n

\u201cSo often, we want to get straight into doing the work, but it\u2019s actually more efficient in the long-term to take the time to do [this exercise],\u201d she says. \u201cIf you don\u2019t understand what\u2019s going on and what people\u2019s preferences are, [these issues will] still come out and you\u2019re going to have conflict.\u201d <\/p>\n\n\n\n

Don\u2019t hover.<\/strong> Fosslien urges managers to \u201climit MBWA\u2014management by wandering around\u201d\u2014which can throw good employees off their game.<\/p>\n\n\n\n

\u201cI had an extroverted boss who, if he didn\u2019t have meetings on his calendar, was guaranteed to be strolling around, looking over everyone\u2019s shoulder, and asking, \u2018What are you working on? How\u2019s the day going?\u2019\u201d she says. \u201cWhen you ask more stressful questions like, \u2018That thing you\u2019re working on, what\u2019s the status of it?\u2019 introverts often don\u2019t give great answers because they need more time to process.\u201d<\/p>\n\n\n\n

If you insist on wandering because that is your own way of expelling extra energy, curb the instinct to quiz staff, and let them know any off-the-cuff questions can be answered over email later on. <\/p>\n\n\n\n

Consider how you give feedback.<\/strong> One pervasive stereotype about millennials in the workplace is that they need constant feedback. While employees of all generations and personality types would likely appreciate acknowledgement that they\u2019re doing good work\u2014or details on what needs to be improved\u2014leaders shouldn\u2019t assume a bullhorn is the best way to go. <\/p>\n\n\n\n

\u201cWe [sometimes] assume, Oh, who <\/em>wouldn\u2019t want to be celebrated in public?\u201d <\/em>West Duffy says. \u201cWell, I<\/em> don\u2019t want to be celebrated in public. That\u2019s super embarrassing for me. I prefer to receive negative\u2014but especially positive\u2014feedback privately.\u201d <\/p>\n\n\n\n

Ask those who report to you where and\/or how they would like to be given critiques or acclaim, she says. You don\u2019t have to hold back on your assessment\u2014but you can control its delivery.<\/p>\n\n\n\n

Read more from Fosslien and West Duffy about <\/em>how to keep conflict at work constructive<\/em><\/a> and the <\/em>importance of emotional intelligence<\/em><\/a> for women at work. <\/em><\/p>\n\n\n","protected":false},"excerpt":{"rendered":"

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