Introverts Vs. Extroverts: Who are better managers?
Are extroverted managers better than introverted managers? This question has puzzled many people for years, and there is no clear answer. Some studies suggest that extroverted managers are better at leading teams, while others claim that introverted managers are more effective. So which is it? The jury is still out on this topic. So let’s have our take on it.
The most important is that every person is unique. And this holds even when you are a manager. Differences in personalities, habits, and tendencies are common in any organization. It is also true that every person adds something valuable to the organization through their unique traits. To understand which personality suits better for people management, let’s dig a little into these personality types.
Introverts are the people that draw most of their energy from within. They enjoy the solitude and their own company. They are most comfortable focusing internally rather than externally. Introverts are exceptional when it comes to self-awareness, deep thinking, observations, and creating deep relationships around them.
Extroverts, on the other hand, draw most of their energy from external sources around them. They look for social interactions, gatherings, and meeting people to get their dose of daily boost. Extroverts are experts in starting new relationships, and they are always open to sharing their opinions and thoughts with others.
So, as a manager, Introverts are good listeners, provide better feedback, and cultivate deeper loyalty in their teams. On the other hand, Extroverts, as managers, are highly engaging and motivate their teams. Also, they come with the speed of decision-making.
As you can see, a well-rounded manager needs the best of both sides. Just the personality type will not make you a better manager. Yes, your strengths will come naturally to you, but there are other areas that you will have to work on to become a great manager.
One such skill that both introverted and extroverted managers must have is the ability to coach their teams. In general, coaching is a process that helps people achieve their goals. As coaches, managers work with their team members to identify areas of improvement, set goals, and create action plans. They may also provide support and accountability to help their team members stay on track.
Managers who are good coaches have greater job satisfaction themselves. They can create a more positive environment around them and are also good at problem-solving.
Yes, coaching is a specialized skill. But to be able to coach your team, you don’t have to go and get an official certification. You can become a coach by learning some basic coaching skills. So, what are these skills?
- Asking the right questions
- Recognizing what’s working and what’s not
- Listening and empowering
- Understanding the other person’s perspective
- Being comfortable with failure
Another aspect that both introverted and extroverted managers need is to focus on their team’s overall career development. At its most basic, a team’s career development refers to the actions and processes team members take to grow in their careers over time. It can include receiving feedback, taking career development planning and training courses, consistently looking for potential career opportunities, and reading industry publications.
As you can see, it may even involve working with the team members for their career advancement. Hence, managers need to be selfless here. Yes, you would want the good performers in your team to keep working with you. But if that starts hampering their career growth, you must provide the right guidance and opportunities for them to flourish outside of your team’s environment.
A team’s career development is essential because it helps members stay up-to-date on the latest trends and best practices. It also allows them to identify areas where they need to improve and work on those skills. By supporting the team in their career development, managers can ensure that their employees are constantly growing and learning, leading to a more prosperous and cohesive team. But how to go ahead with it?
In essence, just the personality type doesn’t define if you will be a good manager or not. The fact is, you will have some inherent strengths due to your personality type. But there would be areas that you will have to develop to become a well-rounded people manager.