How can you develop your own skills as an introvert or extrovert leader in teams?

1 Know your style

The first step to develop your own skills as an introvert or extrovert leader in teams is to understand your own personality style and how it affects your communication, decision-making, and collaboration. You can use tools such as the Myers-Briggs Type Indicator (MBTI) or the Big Five Personality Test to assess your preferences and tendencies. Introverts tend to be more reflective, reserved, and focused on their inner world, while extroverts tend to be more expressive, outgoing, and focused on the outer world. These differences can have implications for how you lead, interact, and influence others in teams.

2 Adapt to others

The second step to develop your own skills as an introvert or extrovert leader in teams is to adapt to the needs and preferences of your team members, who may have different personality styles than you. You can use tools such as the DISC model or the Belbin Team Roles to identify the behavioral and functional diversity in your team, and how to leverage the strengths and address the gaps of each team member. For example, if you are an introvert leader, you may need to be more proactive, vocal, and supportive of your extrovert team members, who may crave more social interaction, feedback, and recognition. If you are an extrovert leader, you may need to be more attentive, respectful, and accommodating of your introvert team members, who may value more autonomy, privacy, and reflection.

3 Balance your energy

The third step to develop your own skills as an introvert or extrovert leader in teams is to balance your energy level and manage your stress in team settings. Introverts and extroverts have different sources and drains of energy, and they may react differently to team dynamics and challenges. Introverts tend to recharge by spending time alone or in quiet environments, while extroverts tend to recharge by engaging with others or in stimulating activities. As a leader, you need to be aware of your own energy level and how it affects your performance and mood, and also be mindful of the energy level of your team members and how it affects their motivation and engagement. You can balance your energy by scheduling regular breaks, setting boundaries, practicing self-care, and creating a supportive and positive team culture.

4 Embrace diversity

The fourth step to develop your own skills as an introvert or extrovert leader in teams is to embrace the diversity of personality styles in your team, and appreciate the benefits and challenges that come with it. Diversity can enhance creativity, innovation, and problem-solving in teams, as well as foster trust, respect, and inclusion. However, diversity can also create conflicts, misunderstandings, and frustrations in teams, if not managed effectively. As a leader, you need to foster a culture of openness, curiosity, and feedback in your team, and encourage your team members to learn from each other, respect each other's differences, and collaborate effectively. You can also use tools such as the Thomas-Kilmann Conflict Mode Instrument (TKI) or the Five Dysfunctions of a Team model to assess and improve your team's conflict management and performance.

5 Develop yourself

The fifth step to develop your own skills as an introvert or extrovert leader in teams is to develop yourself as a leader, and seek opportunities to grow and learn from your experiences. Introverts and extroverts have different strengths and weaknesses as leaders, and they may face different challenges and opportunities in team development. As a leader, you need to be self-aware, self-reflective, and self-improving, and seek feedback, coaching, and mentoring from others. You can also use tools such as the Situational Leadership Model or the Leadership Practices Inventory (LPI) to assess and improve your leadership style and effectiveness in different situations and contexts.

6 Inspire others

The sixth and final step to develop your own skills as an introvert or extrovert leader in teams is to inspire others with your vision, values, and actions. Introverts and extroverts have different ways of inspiring others, and they may appeal to different types of followers and stakeholders. Introverts tend to inspire others with their depth, authenticity, and listening skills, while extroverts tend to inspire others with their enthusiasm, charisma, and networking skills. As a leader, you need to communicate clearly, confidently, and persuasively, and align your words and deeds with your purpose and goals. You can also use tools such as the Golden Circle or the Transformational Leadership Model to articulate and demonstrate your vision, values, and actions.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?