Before coming to uni, I had rarely collaborated in groups when in an academic environment. In one our first seminars we were encouraged to use the technique of ‘contracting’. This, I learnt, involves listing what you expect from yours peers whilst also listing what you promise to do for your peers in return. Contracting has proved very effective for our group and I can see how this would be beneficial in a business setting.
More recently we discussed the team dynamics in terms of introverts and extroverts. We came to the realisation that half of our group were more inclined to be introverted and the other half more extroverted. It made me question whether we were working and communicating efficiently due to not fully understanding everyones preferred approaches.
Having done some research it seems that introverts are often perceived as unsociable, shy and non-contributors. In addition extroverts are often seen as rude, attention-seekers and aggressive. This appears to cause massive issues and miscommunications due to managers or colleagues not understanding people’s individual approaches.
“Typically, extroverts see introverts as unsocial, inadequate, shy, secretive and aloof non-contributors, Introverts describe extroverts as aggressive, egotistical, unaware, rude and socially needy.” James Lew.
Introverts often appreciate preparation and organisation. Extroverts appreciate discussion and feedback. All work places will have diversity, therefore, it is essential that managers can recognise extroverts and introverts and those who have both qualities, in order to delegate tasks effectively.
Human behaviour analysis is very important when improving collaboration, therefore I believe it is necessary to understand both approaches no matter what career path you persue.
I took an online test to determine whether I am extroverted or introverted. It is multiple choice, and you can access a free snapshot report or you can pay for the full report.
Click here to take the test!
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Image credited to Surbhi S
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