Keys to managing introverted personalities

The world of sales has changed fundamentally.

It used to be that the discipline was dominated by Type A personalities who were highly socialable and highly competitive leadership types who combined charm with positive energy.

The world has changed, and while those profiles are still in existence but in reduced numbers, they are continuing to be complimented and/or replaced in leadership positions by introverts who are also goal oriented but people who might bring a more structured approach to strategy, a more quantitative approach, or an approach that encompasses more collaboration with other introverted functions and disciplines.

These types of personalities are also being added at mid-management levels as well in areas like analytics, category management, information technology and supply chain with a direct focus on sales.

What is the best way to work with these types of personalities?

The companies that best manage introverted personalities typically practice the following:

-Never place an introverted personality on the spot in front of a group of people.

Introverts typically like to think through all aspects of an issue and not only is this not possible when asked on the spot, but there is often public speaking anxiety that can also exist with introverts.

If forced to speak the answer will not include a thorough examination which will create a discomfort level in the introvert.

Their answer might be too brief or it could be one that is disjointed with pauses.

Either way this is not the desired result when trying to instill confidence, leadership and focus in the workplace.

A manager of an Introvert, should speak to them prior to asking them to speak in front of others.

It sounds basic but this lack of communication happens all the time and a 5 minute meeting on a Monday can provide a very good response from a Friday meeting as the Introvert will continue to conduct due diligence on the subject throughout the week.

-A manager of an introvert should also help them meet others and offer access to their network.

Networking is not something an introvert enjoys and they will usually try to avoid doing it by increasing their research efforts.

A manager that knows when networking is essential should assist in the facilitation of meetings as oppose to accepting a possibly weaker evaluation based solely on the introvert’s research.

-Introvert’s prefer written communication.

A manager should identify the fine line between written and verbal communication optimization requirements and enforce a guideline that best suits the mandate of the manager and the company.

One other very important point!

Whenever an introvert speaks or shares ideas, listen up as it will likely be important.

If they are fighting the anxiety to voice themselves, it is usually for very good reason.

Farewell,

Mike