People come in many different forms. And when employers are interviewing, it's often a candidate's hard skills they focus on.

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But soft skills can be just as important. In fact, we're hearing increasingly more about personality diversity in the workforce. And commonly, the differences between introverts and extroverts.

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Traditionally, extroverts have been seen as better team leaders. Here's why:

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• Networking and relationship building: This is where extroverts excel. Mainly because they enjoy the company of other people. This can lead to the creation of valuable partnerships, opportunities and collaborations for your business.

• Team engagement and motivation: Extroverts can be adept at using their enthusiasm and charisma to energise and enthuse their teams.

• Open communication and collaboration: Extrovert managers are more likely to encourage lively discussions, brainstorming sessions and idea sharing within their teams.

• External representation: Extroverts are usually more comfortable with public speaking and presenting. This can enhance your company's visibility and reputation.

• Quick decision-making: Extroverts tend to be more confident decision makers. This can help you take swift advantage of opportunities and challenges in your business environment.

 

But you shouldn't overlook the value introverts can add to your management team.

 

Here's what they can bring to an organisation:

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• Strategic thinking and planning: Introverts tend to be more analytical in their approach. They consider long-term implications before coming to a conclusion. This can help prevent rash decision making. 

• Individualised attention: Because they prefer one-on-one interactions, introverts can be better at personal interaction with team members. This may help them better understand the unique strengths, challenges and development needs of those they work with.

• Written communication and documentation: Introverts tend to communicate more effectively through written channels, i.e. in less direct ways. This means they may be better at providing clear instructions and feedback which can help ensure alignment and accountability within the team.

• Deep focus and problem-solving: Because they're more reflective, introverts can be better at projects that require deep focus and concentration. This could lead to innovative solutions that benefit your business.

• Empathetic leadership: Introverts are known for having empathy and emotional intelligence. This can help create a supportive and more inclusive work environment where team members feel valued, respected and understood.

 

Overall, both extrovert and introvert managers can bring valuable strengths to their roles.

 

Successful management often involves leveraging multiple attributes that complement each other to create a well-rounded leadership team.

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We wish you luck with your company's team building.

 

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Image credit: Freepik