Introverts are incubators. They need time to absorb and reflect on questions, problems, and information.
Introverts tend not to process verbally while extroverts relish thinking out loud. Contain the extroverts, especially those who lack self-awareness.
Introverts like to crystallize their thinking before making it public. While extroverts see their comments as raggedy raw material, introverts see theirs as refined finished goods. Yes, ask them what they think, but don’t force a point of view. That often comes later.
There are times when a spontaneous and agendless meeting makes sense, just don’t make it a habit. When you need an impromptu meeting, be careful not to marginalize your introverts by lavishing praise and recognition on those who shine in that setting.
Introverts tend to become emotionally fatigued before they become intellectually fatigued. In marathon meetings, extroverts often gain energy while introverts lose steam.
To assess your personal impact on the psychological safety of your team, ask yourself the following seven questions:
Consider this: We include naturally in childhood and exclude unnaturally in adulthood. Why? Exclusionary behavior is learned behavior, the result of bias acquired through socialization. That bias may be conscious or unconscious. How, then, do you root out exclusionary bias, behavior, and policy?
Innovation is a team sport. It comes easier and faster when you work together. If you're going to create solutions to difficult problems or find new ways to exploit opportunities you'll need innovation. Here are the five steps to innovating with your team: