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Introverts Leading Extroverts: Where are the Disconnects and Pitfalls?

Part 2 of 2

This post is the follow up to Extroverts Leading Introverts which explored the reverse scenario.

How Much of An Introvert are You?

On a scale of 1 to 10, how would you rate your level of introversion?

If you gave yourself an extrovert rating of 7 or higher…

You are more likely than most to experience conflict when interacting with the more extroverted people in your workplace
To effectively lead these folks, you will be more effective by adapting your approach.

Notice I did not ask if you are or are not an introvert. Introversion and extroversion are not binary traits. There are degrees or levels and different flavors of each. As with so many labels today, there is danger in using these terms indiscriminately. It’s more helpful to think of these concepts as continuums.

And these continuums are more insightful when we break down introversion and extroversion into the two categories (or flavors) below:

People

Tasks

So we have two flavors of introvert:

Task Orientated Introverts
People oriented Introverts.

It is likely that you’re more of one than the other. Or neither could apply to you. By the way, extroverts can also come in both people and task flavors.

Behavioral Continuum Case Study

The adjacent continuum graph shows an example of leader, Bob Precision. Based on Jane’s talent survey, she classifies as an introvert in his approach to tasks. How so?

His blue bar shows a .
His blue bar illustrates a moderate pioneering approach to procedures and constraints.

Bob’s chart also categories him as a people orientated introvert. How?

She has an above average outgoing approach while working as shown by the yellow bar.
She has a strong dynamic approach with her pace and consistency as shown by her green bar.

Bob Precision's Horizontal DISC Graph

Sample DISC Continuum Graph
Courtesy of TTI Success Insights

Based on the graph, it’s fair to categorize Bob as an introvert with both tasks and people. But that one-word categorization doesn’t tell us some important nuances about his approach. For example:

Bob is more reflective than assertive
He is more skeptical than optimistic
His workplace pace is methodical and he takes a thoughtful approach to problem solving
He requires an orderly work environment with a consistent routine

Potential Conflicts and Perceptions

Bob's Perceptions

Bob generally perceives himself as being:

Considerate
Thoughtful
Good-Natured
Dependable
Team Player
Good Listener

However Bob’s more assertive, fast paced co-workers likely have much different perspectives and perceptions about his reflective, analytic ways.

Other's Perceptions

**Under moderate pressure, tension, stress or fatigue, others may see her as being:**

Non-demonstrative
Hesitant
Unconcerned
Inflexible

**Under extreme pressure, stress or fatigue, others may see Jane as being:**

Possessive
Stubborn
Detached
Insensitive

Are we talking about the same person? How are such diverse perceptions possible?

While Bob’s thoughtful, reflective, analytic style works well with those wired like him, others with more introverted styles. From both a task and people perspective, the extroverts in Bob’s world can find him difficult to work with as the perceptions above reveal. Productivity and collaboration can suffer when stress misunderstanding prevails. How do these perceptions affect Bob’s ability to lead?

What's An Introverted Leader To Do?

My recommendations for communicating with the more assertive, enthusiastic members of his team:

Be clear, specific, brief and to the point: Communicate like a headline writer in both written and verbal interactions
Provide a friendly environment
Keep discussions relevant

Bob would benefit from:

Identifying the faster paced, impatient members of his team.
Appreciating the value of their get-it-done NOW approach. They are vital for meeting tight deadlines.
Understanding that when these folks display anger or impatience, it’s most likely about the task, not about you.
Learn to leverage their enthusiasm and/or assertiveness.

For the sake of brevity...

These are merely quick tips offered here as a sampling of a example profile. This is a surface level treatment of a detailed topic. Your scenario will certainly be different than Jane’s. There’s value in taking a more personal, deeper dive that happens with coaching. It paves the path for self discovery, self awareness and self-regulation. And for your ongoing leadership development.

Footnote on DISC Insights

The new continuum graph used in the case study is new innovation by our assessment partner, TTI Success Insights. They have turned DISC on its side for added insight into workplace behaviors. The continuum approach helps to avoid unproductive discussion about highs and lows with the four DISC categories.

Are you curious about what your Behavior Continuum looks like? If you take the Working From Home survey, your free report will be emailed to you directly. This report was the first to use the horizontal DISC graph. And it’s still complimentary.