Carl Jung believed that introversion and extraversion are present in everyone, but that one attitude-type is invariably dominant.
When external factors are the prime motivating force for making judgements, perceptions, affects and actions, we have an extraverted attitude or type. In general, the extravert trusts what is received from the outside world – the outer world of people and things.
When internal factors are the prime motivating force for making judgements, perceptions, affects and actions, we have an introverted attitude or type. In general, the introvert trusts what is received from the inner world – the inner world of thoughts and reflections.
Did you know that up to 50% of the population are introverts?
This means that the remaining 50% of the population are extraverts. Both behavioural types have their strengths and their limitations. However, isn’t it interesting that most companies are set up to suit people with an extraversion preference with open plan offices, social events and generally the loudest voices being heard first.
Most introverts have come to expect this. But it does mean that conditions in companies are not optimised to support their preference and their way of working.
During the pandemic, introverts have been more comfortable working from their home environments and are not quite so enthusiastic about returning to working in offices.
Introverts have a lot to offer.
- They can be very good listeners.
- They are more able to think before they speak
- They can be more observant picking up on details that are overlooked by others
- Their friendships run deep
- They can be quite thoughtful about how they engage with people
Restoring balance with introverts and extraverts could help drive your business forward.
Making the environment at work more conducive for introversion does not entail a major overall and restructure. It means creating quieter working zones where they can work undisturbed. It means considering more home working rather than getting them back in the office. It means providing opportunities and a safe platform for them to speak in meetings – often their ideas and thoughts have been considered and thoroughly analysed. It, also means not putting pressure on people to attend every social event. These are all achievable.
Some training in personality preferences (such as Myers Briggs) will help identify your team’s personality traits and how they work best.
Ei4Change has an online course covering personality types based on the work of Jung and Myers Briggs.
In this course, you will develop greater self-awareness through understanding more about behavioural preferences. This will help you to strengthen your leadership capabilities. Learn how to become an emotionally intelligent leader, how to manage conflict and difficult situations by inspiring and fostering respect, and how to build and maintain an emotionally intelligent team.
